Our Motivating Tips

There are three major motivational theories that are observed in modern business
– McGregor’s X/Y Theory and Group
Exercise
– Maslow’s Hierarchy of Needs and
Exercise
– Herzberg’s Theory and Group Discussion

An American social psychologist,
Douglas McGregor, proposed his famous X-Y theory in his 1960 book
'The Human Side Of Enterprise'.
– McGregor's X-Y Theory remains a valid basic principle from which to develop positive management style and techniques.

Theory “X” has these basic premises
– Most people are naturally lazy and don’t like to work
– Most people lack ambition and need a club over their heads in order to make them work
– Most people prefer to be told what to do, and they avoid responsibility
– Most people resist change
– Most people are gullible and not overly intelligent
– Most people are motivated by money and status rewards

Theory “Y” has these basic premises
– People do not dislike work, and may actively seek it
– People do not need authoritarian leadership and prefer a participative kind of management
– People prefer setting their own goals rather than have someone else set them
– People do not shirk responsibility but rather seek it
– People who understand and care about what they are doing can devise and improve their own methods of doing work
– People constantly grow and are motivated at work by interesting and challenging tasks.

What is most important to understand about these two theories are that they relate to how managers picture their employees not how the employees really are.

Maslows hierarchy of needs
– Physiological needs
The basic drives, including the need for food, rest and shelter
– Safety and Security needs
Freedom from fear, danger, uncertainty about employment
– Social needs
Friendly work relationships in harmonious atmosphere

– Esteem and self respect
Ego or status needs, praise for a job well done
– Self-realization
The need for self-fulfullment, creativity

Self
Fulfillment
Ego
Self-esteem,
Status
Social Needs
(Belonging, friendship)
Safety/Security
Physiological Needs

Achievement
– Opportunity for accomplishment and contribution
Recognition
– Acknowledgement and appreciation for contributions
Responsibility
– Acquisition of new duties and responsibilities

Advancement
– Opportunity to advance as a result of job performance
The Work itself
– Opportunity for self-expression, personal satisfaction and challenge
Possibility of growth
– Opportunity to increase knowledge and develop through job experiences

Managers Dilemma #1

Managers Dilemma #2

Job Factor’s Survey

Describe the problem or poor work habit in a friendly manner.
– Indicate why it is a concern
Invite the employee to share his or her
“side of the story”
– Show interest in what he or she is saying through proactive listening
Focus on the changes you want from the employee
– Not the complaints you might have had about their performance

Avoid threats and punishments as a means to improve behavior
– Ask the employee for their ideas and solutions to solve the problem
Ask the employee to consider the positive consequences of improving his or her actions
– Self, the organization, other workers, etc.
Agree on a performance-change objective and a plan of action. Offer your help.

Action Plan

Handout Sheets