1. TOWARD A MOTIVATED WORKFORCE
In Vitafoam Nigeria Plc
Favour Ezimoha&
Adebayo Eniola
(HR Department)

2. INTRODUCTION
 Organizations comprise of people with varying
interests and from diverse backgrounds.
Consequently, what motivates each employee
differs.
 Every employee has a different motive for
why he or she works e.g economic, social,
personal reasons.
 The reasons for working are as diverse as the
individuals. However, we all work because we
obtain something that we need from the
organisation which impacts on our morale and
motivation towards work.

3. WHAT IS MOTIVATION?
Motivation can be defined as that internal drive that causes
an individual to decide to take action.
Motivation according to merriam-webster dictionary is the
act or process of giving someone a reason for doing something.

4. TYPES OF MOTIVATION
Intrinsic motivation refers to behavior that is driven by internal rewards. In other
words, the motivation to work is driven by an interest or enjoyment in the task
itself, and exists within the individual rather than relying on external pressures
or a desire for reward.
Extrinsic motivation refers to behavior that is driven by external rewards. So the
motivation to work is driven by external forces or factors such as money, promotion,
grades, and praise.

5. DEFINITION OF A WORK FORCE?
Workforce according to Longman Dictionary of
Contemporary English is defined as all the people
who work in a particular industry or company, or
are available to work in a particular country or
area.
Workforce motivation refers to the factor
or factors, that causes an
employee to give his/her best towards
the pursuance of organizational
goals/objectives.
WHAT IS WORKFORCE MOTIVATION?

6. • Reward and Recognition
• Learning and Development
• Open Communication
• Relationship with line managers
• Ambience of workspace
• Job security
• Welfare packages
• Constructive feedback/criticism
FACTORS THAT INFLUENCE A WORKFORCE MOTIVATION

7. WHY THE NEED FOR A MOTIVATED WORFORCE?
• Reduction in employee turnover: A motivated workforce results
in reduction in recruitment and training costs and ultimately an
improved bottom line
• Motivation improves performance level of the workforce –reduces
error rate and accident rate
• Helps in achieving the Organisational goals – Employees develop
an ownership mentality.
• Motivation helps the organisation to effectively manage change
programmes –(the Vitafoam example: Enterprise Resource
Planning)
• Eliminates instances of sabotage
• They are a unique source of competitive advantage

8. REWARD AND RECOGNITION
Rewards: Employee reward system refers to programs set up by an
organization to reward performance and motivate employees on individual
and team levels. They are normally considered separate from salary but may
be monetary in nature.
Recognition: Employee recognition programs are often combined with
reward programs. These may or may not be monetary in nature.
According to the result of a survey conducted by Redballon.com.au across
businesses in Australia and New Zealand on reward and recognition.
3,053 Respondents, in answering the
research question “ Would you consider
leaving your Organization if you weren’t
receiving any recognition for your
contribution?”
28% said ‘Yes’. 52% said ‘Maybe’ while 20%
said ‘No’
28%
52%
20%
YES MAYBE NO
WOULD YOU CONSIDER
LEAVING YOUR
ORGANISATION IF YOU
WEREN'T RECEIVING ANY
RECOGNITION FOR…

9. Extract from a recent survey carried
out by Vitafoam HR, reveals that
recognition is key to motivation.
When employees are appreciated for
efforts, they feel their contributions
are valuable
Out of 123 respondents, 51% said
they get at least a well-done/thank
you for their efforts/result on
assigned tasks. It practically means,
the system is appreciative of the
workforce. About 28% is unsure.
Similarly, 41% agreed they feel highly
motivated to put in their best into
their jobs.
0
10
20
30
40
50
60
SA A NS D SD
1 2 3 4 5
22 I get at least a well-done/thank you for
my efforts/results on assigned tasks.
23 I feel highly motivated to put my best into
my job

10. LEARNING AND DEVELOPMENT
Learning and Development can be refer to as any attempt to improve
current or future employee performance by increasing an employee's ability
to perform through learning, usually by changing the employee's attitude or
increasing his or her skills and knowledge.
BENEFITS OF LEARNING AND DEVELOPMENT
• Increased job satisfaction and morale
among employees
• Increased their Job knowledge
• Increased their work skills
• Increased ability
• Enhance staff job performance

11. OPEN COMMUNICATION
Open communication is where employees are encouraged to
share their thoughts and concerns, both good and bad,
without being worried of retaliation or victimization.
• Employees have a good understanding of the goals and
what needs to be done to accomplish those goals.
• Effective and open communication in the workplace
plays a prominent role in developing long lasting
employee motivation.
• Open communication can increase employee job
satisfaction.
Reasons for Open communication

12. Open Communication with the employees is a reliable way of boosting office
morale. For instance, the Town Hall meeting of Vitafoam is well appreciated
because employees can face-to-face discuss with the Top Executives
Communication
D
O
W
N
W
A
R
D
ORGANISATION COMMUNICATION FLOW
MANAGEMENT MANAGEMENT
EMPLOYEES EMPLOYEES
U
P
W
A
R
D
HORIZONTAL
Most
Organizations of
the Future are
embracing
Horizontal
Communication
Flow

13. OTHER RECOMMENDATIONS
• Create an Open Communication in the workplace
• Training and development should be made for all
• Line manager should maintain a mutual relationship
• providing appropriate resources so that employees can do
their jobs properly.
• Information should not just be passed down the ladder
(feedbacks should be allowed)
• Recreation

14. Food for thought…
 The Chartered Institute of Personnel Development (CIPD) found that
53% of employees would consult their line manager if they needed
support or advice on a work issue.
 Managers at all levels need to pay more attention to the individual,
improving their listening skills and understand how to clearly
communicate what the company is seeking to achieve.
 The Gallup research findings shows that the single most important
variable in employee motivation is the quality of the relationship
between employees and their direct managers or supervisors.
 According to Gallup, Great bosses cultivate a workplace
environment that breeds employee motivation. Hence, choosing the
right managers in an organization has an immediate effect on
overall employees’ performance.

15. RELATIONSHIP WITH LINE MANAGERS
The Relationship with line managers and their staff plays a fundamental role in
employee’s motivation, engagement and commitment. Line manager’s role in
motivating staff should begin with developing a personal link with their
employees.
Line manager’s should show their workers that you support them and
encourage better performance by motivating them in the following ways.
 Personally thank employees
for doing a good job.
 Provide feedback about the
performance of employee
 Involve employees in decision
making
 Use performance as the basis
for recognizing , rewarding
and promoting your staff.
There is a saying that an
employee does not leave
a job, but leaves a bad
manager.
29
46
8
2
5
0 20 40 60
I CAN ASK FOR JOB ADVICE AND
SUPPORT FROM MY…
SA
A
NS
D
SD
From our findings, employees are largely
in good relationship with their Superiors
but it can be improved by more
conscious efforts

17. CONCLUSION
These factors plays an essential part in building a motivated workforce
towards organizational tasks and goals. By appreciating the workforce for their
work done and by encouraging participation in the company decision making,.
This invariably leads to motivation towards accomplishment of tasks.

18. THANK YOU
QUESTIONS?
WHEN YOU HIRE AND MOTIVATE THE RIGHT PEOPLE, THE RIGHT WORK GETS DONE
IN THE RIGHT WAY; THE MACHINE FUNCTIONS SMOOTHLY. THE COMPANY BECOMES
DEFINED BY THEIR CONTINUAL PRODUCTIVITY IMPROVEMENTS, WIDE SPREAD INNOVATION
AND ABILITY TO ADAPT TO THE CHANGING BUSINESS ENVIRONMENT.