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Motivatio

n

KushanNiwankaPriyaZulayVishmi

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Introduction• Head office for an international coffee chain

• The staff works round –the-clock.

• Employees :undergraduates to people with over 30 years of experience.

• Promotions are for those who stay longer.

• Priority is given to the seniors

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Introduction • Physical appearance of the office: organized cubicles

• Clocks from different time zones are displayed on plain white walls

• Dress code: casual wear

• Transport: Shuttle service

• Benefits: Sick / maternity leave / pension plan

• Service: Day care / In-house Lodging

• A coffee lounge ( strictly for the employees)

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Theories• Maslow’s Hierarchy of needs

• Goal Setting Theory

• Equity Theory

• Expectancy Theory

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Supervisors RelationScenario:

• Managers have “The boss” Attitude.

• Wide gap between higher & lower levels.

• limited freedom exercised by employees.

• limited manager-employee relationship.

Solutions through Application of theories:

• Promoting Maslow’s hierarchy of needs

‘Manager should act as an Activator’

Showing genuine concern towards employee needs

Treat staff as people, not just “employees”

Compliment & reward when necessary. (Expectancy theory)

Supervisors Relation

• Promoting Goal-setting theoryManagers should develop effective two way interactions being specific on the goals

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Corporate Culture

Encourage interactions between organizational levels.

Ex. Workshops, seminars.

Encourage team working for projects

Involve Team outing when targets achieved.(Expectancy theory)

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Training & Promotion

Scenario:• Seniors are given full preference for promotions then juniors

• Employees don’t have a platform for growth

Solutions: Awarding promotions to productive employees (Maslow’s)

Training programs to expand employees skill areas (Maslow’s - self fulfillment)

Giving perks & promotions so that employees would expect it and work more efficiently (Expectancy)

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Pay & BenefitsScenario:

• Employees feel that they are not paid enough

• Only subject to basic benefits

Solutions:

Paying employees according to their skill level (Maslow’s/Equity/Expectancy)

Awarding bonuses to employees who are more efficient

Eg: bonuses every 3 months for productive employees

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Work environmentScenario:

• Dull White walls and cubicles

• Very low interactions among employees

• Gives a feeling of being stuck

Solutions:

Creating a more casual and colorful work environment

Change the furniture to a more coffee shop like furniture since it is a head office of a coffee shop

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Focus Maslow’s Theory Goal Setting Theory Equity & Expectancy Theory

COMMUNICATIOn

No man is an island

Social / Esteem / Self actualization is

blocked

Senior managers are poor communicators.

The physical lay out of the organization : Cubicles

Employees from different cultures.

Employees from the

western culture Vs

Eastern culture.

Lack of

understanding

(Complex goal)

The expected

output will not

be produced.

Employees have

different

personalities .

The organization

is not align to the

level of equity

and expectancy

perceived by the

employee.

Solutions for communicatio

n• Intranet

• Identifying that there is a cultural diversity.

• Remove the cubicle layout

• Complex goals in simple form

• Identifying and grouping Individual personalities

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Focus Maslow’s Theory Goal Setting Theory Equity & Expectancy

Theory

LOYALTy

Basic needs are supplied

Intrinsic satisfaction:

Voice suggestions /

complains are

hindered.

Possibility of not feeling

like a citizen of the

organization till they work

for at least a decade.

Personality: Entrepreneur

CEO not being open

and honest at goal

setting.

Less

transparency on

the company

returns.

There is no

“WE culture”

in the

organization.

Solutions for loyalty

• Transparency of company returns

• Citizens of the organization.

• Involving in strategic planning

• Creating a “ WE culture”

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Focus Maslow’s Theory Goal Setting Theory Equity & Expectancy Theory

LIKELIHOOd

TO STAY

• Not possible to attain self actualization.

Entrepreneurs.

Openness to the staff.

Employees do not have an opportunity at goal setting.

Seniority receives promotions.

Credit for hard work done.

SolutionsLikelihood to stay

• Interviews: Credit for hard work• Creating a sense of pride in the employees

mind.• Having regular conversations (excluding work related topics)• Showing concern to their family/ skills.

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Conclusion • Financial rewards

• Non financial rewards

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Thank you !