Motivation
Learning Group – PGPM 09 A/61. Jogabrata Mukhopadhyay
2. Shilpa Chakraborty3. Nancy Gupta4. Ghanshyam Dubey5. Manish Sonkar6. Kaustav Roy7. Sneha Sengupta8. Saptarshi Banerjee
1. Jogabrata Mukhopadhyay2. Shilpa Chakraborty3. Nancy Gupta4. Ghanshyam Dubey5. Manish Sonkar6. Kaustav Roy7. Sneha Sengupta8. Saptarshi Banerjee
COMPANY’S PROFILEFirst Source is a leading global provider of business process outsourcing (BPO) services offering a wide range of services across banking and financial services, telecommunications and media and the healthcare industry.
First Source provides Business Process Outsourcing (BPO) services across the customer life cycle that cover:
Customer AcquisitionCustomer CareTransaction processingBilling and collectionsBusiness Research and Analytics
First Source is a leading global provider of business process outsourcing (BPO) services offering a wide range of services across banking and financial services, telecommunications and media and the healthcare industry.
First Source provides Business Process Outsourcing (BPO) services across the customer life cycle that cover:
Customer AcquisitionCustomer CareTransaction processingBilling and collectionsBusiness Research and Analytics
BIOGRAPHY
Name: Jyoti Prakash Das
Qualification:MBA(H.R) - Visva Bharati UniversityBBA(Hons) - Visva Bharati University
Work Experince: 10 years.
DESIGNATIONPRESENT PROFILE AND EXPERIENCE
Company: First Source Solution Limited
Position: Operations Analytics
Duration: 4years 4 months
Job Profile: Performance Handling of a team which is of 30 members. Meeting the monthly targets. Selling of retail assets.
DESIGNATIONPREVIOUS ORGANIZATION AND EXPERIENCE
Company: Development Credit Bank
Position: Team Leader
Duration: 5years 8months
MOTIVATION
What is motivation?
MOTIVATION = Value of outcome x expectation of achieving it
Motivation is a desire to achieve a goal, combined with the energy to work towards that goal.
WHAT MOTIVATES PEOPLE
External Rewards
• Salary
• Working conditions
• Benefits
• Environment
Internal Rewards
• Achievement
• Responsibility
• Recognition
• Feedback
• Learning and growth
WHAT MOTIVATES PEOPLE
• Achievement
• Responsibility
• Recognition
• Feedback
• Learning and growth
• Recognize achievements through programs that showcase performers.
WHAT MOTIVATES PEOPLE
• Achievement
• Responsibility
• Recognition
• Feedback
• Learning and growth
• Have volunteer programs and other programs that enable employees to showcase their responsibility towards each other and the society at large.
• Recognize winners through awards like Service Quality Awards, Best Operations Awards, Best Trainer Awards, etc.
WHAT MOTIVATES PEOPLE
• Achievement
• Responsibility
• Recognition
• Feedback
• Learning and growth
WHAT MOTIVATES PEOPLE
• Achievement
• Responsibility
• Recognition
• Feedback
• Learning and growth
• Follow a system of feedback and performance appraisal i.e the 360o system in which both the boss and subordinate participate.
WHAT MOTIVATES PEOPLE
• Achievement
• Responsibility
• Recognition
• Feedback
• Learning and growth • Give a lot of importance to training and development and have various training academies to cater to various sections of employees.
• Analyze training needs to recognize competency gaps and impart knowledge through customized training programs.
WHAT MOTIVATES PEOPLE
• Employee engagement
• Challenging job profiles
• Keep them self-motivated
• Good projects
• Job rotation
• Job security / stability
• Good team, co-workers, bosses
In addition to the external and internal awards, have:
But what happens when there is not enough motivation among the
employees?
LESS or NO MOTIVATION = DEMOTIVATION
WHY PEOPLE LEAVE
Top Reasons why people leave their jobs
Learning Opportunitiesto learn new skills
Feedback, especially for stars
Coaching and feedback by managers
Bad Bosses
conflict with the boss as one of the top most reasons for the departure of top performing employees
In addition to:
• Job content
• Level of responsibility
• Company culture
• Caliber of Colleagues
• Low growth potential
• Lack of challenge
• Lack of autonomy
• Not enough money
• Work environment issues
THEORIES ON MOTIVATION
Maslow’s
McGregor’s
McClelland’s
MASLOW’S HIERARCHY OF NEEDS
Physiological needs(air, water, food, rest, exercise,etc)
Safety needs(shelter, job security,
retirement plan, insurance)
Love and belonging(children, friends,
partners)
Self esteem(fame, recognition,reputation, dignity)
Selfactualization(Confidence,
achievements,freedom)
MCGREGOR’S XY THEORY
MCCLELLAND’S MOTIVATIONAL NEEDS THEORY
ACHIEVEMENT AFFILIATION POWER
The belief that it is important to meet or exceed a standard of excellence.
MCCLELLAND’S: ACHIEVEMENT
Focus upon:Out-performing othersPerforming against internal standards of excellence
Achieving unique or innovative accomplishments
Long-range career planning
Focus upon: Being liked, accepted and popular Concern about separation or disruption of
relationships Seeing group tasks as primarily social
activities
MCCLELLAND’S: AFFILIATION
The belief that establishing and maintaining close, friendly relationships is important
MCCLELLAND’S: POWER
The belief that having an impact matters.
Focus upon: Feeling – or being perceived as – strong,
effective and influential Taking forceful actions that affect people Giving unsolicited support or advice Influencing, persuading or making a point
Lo
w J
OB
RE
QU
IRE
ME
NT
S
PERSONAL VALUES
Low in Imp.
Not important to you+
Not necessaryin your job
=No Tension
Not important to you+
Necessary in your job=
Tension
Important to you+
Necessary in your job=
No Tension
Important to you+
Not necessary in your job
=Tension
High in Imp
Hig
h
JOB TENSION
HOW YOU CAN DO IT IN YOUR
ORGANIZATION
MOTIVATING
TRUST: Respect, communication, credibility
PRIDE : Work related to the person
PERFORMANCE APPRAISAL
How to evaluate your people?
Performance Appraisal Systems contain two basic systems:
Evaluation System Feedback System
• To identify the performance gap (if any).
• This gap is the shortfall that occurs when performance does not meet the standard set by the organization as acceptable.
• To inform the employee about the quality of his or her performance.
• The appraisers also receives feedback from the employee about job problems, etc.
STRATEGIES FOR MOTIVATION
• Positive reinforcement
• Effective discipline
• Treating people fairly
• Satisfying employees needs
• Setting work related goals
• Restructuring jobs
• Base rewards on job performance
ACKNOWLEDGEMENT
We owe a great many thanks to our group members who helped and supported.
Our deepest thanks to Lecturer, Mrs. Ipsita Patranabis and Mr. Debaprasad Chattopadhyay the facilitator of theproject for guiding and validate the various documents of the group with attention and care.