Employee Productivity
Motivation & Incentives
Rachel Waldo
Brett Corday
Abby Martin
Our Goal:
 Productivity Measures
 How Technology Measures Employee
Productivity
 Role of Motivation and Incentives on
Productivity
 Potential Issues of Motivation and Incentives
 Case Studies
Cube, Incorporated Help Wanted!
We are hiring 3 Block handlers
• No experience necessary
• Great Incentives and rewards
• To apply, raise your hand!
Work Hard! Be Safe!
Incentive for Cube, Inc Employees
Performance Evaluation!
 Which shift was most
successful?
 What was the best
motivator?
Productivity Measures
The types of Measures and how
Technology helps
Single Factor Productivity
 This is the easiest and most simple type of
productivity measure.
 A Ratio That Equals 1=1
 One Input = One Output
Labor Productivity Measure
 A ratio that is single factor, but only involving
inputs and outputs associated with labor
 For Example:

Input
= Output
Hours Worked = Products Produced
6 Hrs Worked = 6 Products Produced,
A ratio of 1=1
Multi-Factor Productivity
 Output equals the approximation of different inputs
 For example:
3 hrs worked + ≈3 machine hours = 6 products
produced
M.H. approximated to test productivity
A Word of Caution
 Because some inputs are ≈, final decisions are
sometimes inaccurate.
 Inputs like prices, are sensitive and should be
accounted for
 Productivity measures are served best when in
comparison of a hypothetical scenario, (or company.)
This tests efficiency
Technology and Production Measures
 How time and activities are allocated is important to
improve employee or manufacturing productivity,
 Need to measure the information accurately
 A time study for process improvement can help
streamline production
Time and Activity Allocation
 How are time and activities allocated?
 Traditional methods of gathering time are awkward
 The question is:
How can we monitor production
times accurately?
The Answer:
The Time Corder
Advantages of Time Corder
 Gets employees involved in the productivity
study
 It is easy to use
 Easy to analyze data collected
 Helps with overall process improvement
 Improves time management
The Results of Motivation and Incentives
The effect Motivation and
Incentives has on Productivity
Why study and apply motivation?
 Human capital is your
most important capital
 Treat colleagues as
human beings
 Well motivated
employees are more
productive and creative.
Effects on Productivity
•
The goal of a manager is to get their employees to produce
effectively and efficiently
•
Motivation is the key to performance improvement
•
This can be done through incentives
•
Motivation is intangible, it drives all human action, and it is the
energy source for employees.
Why it works!
Issues of Motivation and Incentives
The Potential issues of Motivation
and Incentive
Potential Issues with Incentives
Alfie Kohn
 Dehumanizing
 Competition not Cooperation
 Best for “Mindless” tasks
 Short-term benefits
Pay-for-Performance
 Automotive Industry
Alignment with Goals
 U.S. Healthcare
 Fictional Fires
Potential Issues with Performance
Measures
 Culture of Distrust
 “Gut Reactions” to Normal Variations
 Unclear Communications
 Unsupportive of Organizational Objectives
Innovation:
The Role of Motivation &Incentives
Theory of Motivation
 Hygiene Factor
 Motivation Factor
The Innovation Factor
 Sense of Control
 Autonomy
 Credit for the Outcome
Case Study
Innovation and
“The soul of Google is rapid innovation”
- David A. Vise, The Google Story
Google’s Culture
Pajama Day,
2005
Google's European
headquarters
in Dublin
Google Founder’s Award
Google’s Finances
$12,000
$10,000
$8,000
$6,000
$4,000
$2,000
$2002
2003
Net Income
2004
2005
Revenue
2006
Google’s Stock Value
Similarities:
Control Data & Google
Culture
 Lack of Bureaucracy
 Strong Customer Focus
Knowledge Workers Needs
 Acute Knowledge
 Supportive Infrastructure
 Risks/Failures
Case Study
Motivating People to Volunteer at
the Baltimore National Aquarium
What makes you Volunteer?
 To Learn
 Satisfaction

98% of adults believe that a great deal of satisfaction is
gained by volunteering
 Be an example for family and friends

Time is one of their most valued commodities.
 Relationships are highly valued

Interact with others
 Volunteers prefer to be creative as they solve problems.
Does it match up?
 Learn
Trained and tested for each
specific job
 Satisfaction
Weekly distributions showing
the difference being done
 Be an example
Live the mission of the
Aquarium
 Relationship
Eat together, have dinner and
celebrate as groups
 solve problems.
Input is important, treated as
staff
How good are they?
 Designed in 1977
 600 active volunteers
 Model that many other organizations copy
 Clear mission and goals
 Making a difference on the environment
“Running a world-class volunteer program demands the same standards
of excellence as any well-run corporate business,” says Audrey Suhr,
director of volunteer services and staff development at the National
Aquarium in Baltimore.
Questions?
Thank you for
your participation
and for listening.