Management- Motivation & Incentives

Practical tips for motivate employees.

1) Demonstrate trust- ex: by removing some control, by asking person to create a plan or schedule. 2) Make job more complete: ex: research, new product planning. 3) Introduce challenge: When presented with tougher assignments, employees will usually rise to the challenge. הכומר לוקח כל שנה חופש של חודשיים ומישהו צריך להחליף אותו, מישהי בלי רקע בתחום התנדבה ועשתה עבודה טובה מאוד. 4) Encourage some people to become experts: in subject that interest them and that provide real value to the organization. 5) Drive out fear: fear discourages behaviors that all businesses need in order to learn and succeed. Learn from mistakes. 6) Preserve your subordinates' dignity: Maintain your subordinates' dignity and self-respect at all costs. Praise in public, criticize in private. 7) Empower: employee motivatred when they feel as though they own what they do, give them some reponsibilitiy for shaping their jobs. 8) Hire self-motivated people 9) Be a good boss

What was the ... -

Benefits when companies get when they care about the employees, when they listen to employees, include the employee at the decision making process. Ex- better light, more frequent rest breaks, different work hours..

Example of continental airlines.

Burn the rule book היה ספר חוקים שאמר בדיוק מה לעשות, מאוד ספציפי, היו שם עונשים מה יעשו למי שלא ימלא את הכללים. אף אחד לא אוהב שמתנהגים אליו כמו רובוט. הם שרפו אותו והבוס אמר להם פשוט לעשות מה שהם רואים לנכון בכל סיטואציה. מה שיהיה טוב ללקוח ולחברה.

Important part. Page 6 exhibit 1 !!!!!!!!!!! Summarize everything. What did he find in this research. People were satisfied with the task... The two factors theory.

Dissatisfaction is not the opposite of satisfaction, the factors involved in producing job satisfaction are separates from the factors that lead to dissatisfaction.

Motivating through Empowerment

Empowering Employees Empowerment is power sharing, the delegation of power and authority to subordinates in an organization. Increasing employee power heightens motivation for task accomplishment because people improve their own effectiveness, choosing how to do a task and using their creativity, and then reaping the rewards. Information In companies where employees are fully empowered, employees have access to all financial and operational information. Knowledge Companies use training programs and other development tools to help people acquire the knowledge and skills that they need to contribute to organizational performance. Power Empowered employees have the authority to control their work and take ownership of their decisions. Rewards Organizations that empower workers often reward them based on the results shown in the company's bottom line.

Motivating through Engagement

Engagement Means that employees enjoy their jobs and are satisfied with their working conditions, contribute enthusiastically to meeting team and organizational goals, and feel a sense of belonging and commitment to the organization. Meaningfulness When employees believe that they are working toward something of importance, something that provides value, they feel a sense of meaningfulness. Good managers help employees understand the purpose of their work, which contributes to feelings of pride and dignity. Connection Managers promote engagement when they listen to employees, genuinely care about their concerns, and help them develop positive relationships with colleagues. Growth To be fully engaged, employees must feel like they are learning and expanding their potential. They must have the chance to work on challenging projects, participate in high-level training and learning programs, and be provided opportunities for advancement within the organization.

* Philosophy behind motivation- financial need. Founders philosophy= competition is meritocracy, competition determines who will be the leader. Worker point of view= put their names, take ownership on their work.

Founders philosophy- believed that through competition and incentives every person can develop to his fullest potential.

1) Motivating through Goal Setting

Goal setting proposes that managers can increase motivation and enhance performance by setting specific, challenging goals. Goal Specificity Refers to the degree to which goals are clear, concrete, and unambiguous."Sell $1,000 products a week, and you will receive $x amount of bonus at the end of the quarter." (Better than: "sell more products."). Vague goals can be frustrating for employees and a significant demotivating factor. Goal Difficulty In terms of goal difficulty, hard goals are often more motivating than easy ones. Goal Acceptance Means that employees "buy in" to the goals. Feedback Means that employees get information about how well they are doing in progressing toward goal achievement.

Two-Factor Theory

He interviewed hundreds of workers about the times when they were highly motivated to work, and other times when they were dissatisfied and unmotivated. His findings suggested that the work characteristics associated with dissatisfaction were quite different from those pertaining to satisfaction- two factors influence work motivation.

Benefits of Motivated Employees

Higher profits. Increase in innovation. Better quality. Less turnover. Overall, happier work environment.

What are the differences between horizontal and vertical job. Horizontal negative.

Horizontal- * Increasing the amount of production expected by employees. * Adding more meaningless task to the existing one. * Removing the most difficult parts of the assignment in order to free the worker to accomplish more of the less challenging assignments. Vertical- * Increasing the accountability of individuals for own work * Granting additional authority to employees in their activity; job freedom * Introducing new and more difficult tasks not perviously handled. * Assigning individuals specific or specialized tasks, enabling them to become experts.

Motivating through Incentives

Incentives Organizations are increasingly using various types of incentive compensation as a way to motivate employees to higher levels of performance. Incentive programs can be effective if they are used appropriately and combined with other motivational ideas that also provide employees with intrinsic rewards. Types of Incentives * Pay for Performance: Rewards individual employees in proportion to their performance contributions. * Gain Sharing: Rewards all employees and managers within a business unit when predetermined performance targets are met. * Stock Options: Gives employees part ownership of the organization, enabling the to share in improved profit performance. * Lump-sum bonuses: Rewards employees with a one-time cash payment based on performance. * Pay for Knowledge: Links employee salary with the number of task skills acquired. Workers are motivated to learn the skills for several jobs, thus increasing company flexibility and efficiency. * Team-Based Compensation: Rewards employees for behavior and activities that benefit the team and organization overall. * Flexible Work Schedule: ~Flextime allows workers to set their own hours. ~Job sharing allows two or more part-time workers to jointly cover one job. ~Telecommuting allows employees to work from home or an alternative workplace. * Lifestyle Awards: Rewards employees for meeting ambitious goals with luxury items: HDTVs, tickets to sporting events, and travel packages.

Intrinsic and Extrinsic Reward

Intrinsic reward- produces personal satisfaction. sense of accomplishment, personal control over one's work, and a feeling that one's work is appreciated. Extrinsic reward- tangible forms of recognition such as pay raise, promotions, bonuses and sales prizes.

Manager's as Motivators

It is the responsibility of managers to find the right combination of motivational techniques and rewards to satisfy employees' needs and simultaneously encourage high performance.

Lincoln Electric (Today)

Lincoln Electric basically doing the same things. Still abides by the terms of guaranteed employment (no U.S. layoffs since 1948). Admits to being followers - not innovators - but they can copy and beat on cost better than competitors.

Motivation

Motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. High employee motivation goes hand in hand with high organizational performance and profits.

* What is kita? Kick in the a**. Positive- try to motivate with incentives. Negative- punishment. It's not from the dog out but from me to the dog.

One wants to do it - doesn't need outside stimulation.

Motivation: Hierarchy of Needs

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What is theory X- see employees as lazy and untrustworthy. What is theory Y- people care about their work.

Theory X- motivates solely by pay (the carrot) and fear of dismissal (the stick)- greed and fear Work environment is characterized by tight control over employee work. - should pay attention to employees. Theory Y- assumes that people are eager to work, to accept responsibility and to produce good results. Explain why something have to be done.

* How their leadership structures, how does it work.

They had meeting with employees where they can share their problems but it was clear that the management will make the final decision.

How do we motivate the dog, employees?

wage increase, two way communication, provide a sense of achievement to employee