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Management Issue : Employee Motivation
and Engagement
By: Marlene
Salama
Professor Hafford
Principles of Management
Presentation
What Does That Mean?
 Employee engagement is the common intuitive
sense that people, and particularly leaders within
organizations, have about work motivation.
 Employee engagement is a desirable condition,
has an organizational purpose, and suggests
involvement, commitment, passion, enthusiasm,
focused effort, and energy.
Did you know?
 Unmotivated and disengaged
employees can cost a company
$350,000,000,000 per year. Wouldn’t it be
nice to save that money!
 Lack of employee motivation and
disengagement is not noticed directly on
employee but rather the company.
Getting Engaged
 If the work is exciting it is much more likely
to be motivated and engaged. If not,
find a way to make it exciting! Its your
job!
 Money! More motivational then one
would think.
The Four Drives of Motivation
 The drive to acquire.
 The drive to bond.
 The drive to comprehend.
 The drive to defend.
Lets Talk About Money…
 In order for pay to be an important motivator, there has to be
variability in pay options.
1. Pay is more important to extroverts than to introverts.
2. Receiving performance-based pay is more important to high
academic achievers than to others. Receiving higher pay than
their co-workers is more important to extroverts and individuals
with a history of social achievements.
3. High-performing employees appear to be particularly sensitive
to whether their higher performance is rewarded with above-
average pay increases, while low performers prefer low-
contingency pay systems.
4. Pay appears to be more important to men than to women.
5. People with high need for achievement and higher feelings of
self-efficacy prefer pay systems that more closely link pay to
performance.
Think About It…
 Take complaints about pay seriously.
 Do not fall very far below market pay levels.
 Realize that most of the best employees want
strong pay-performance relationships.
 Evaluate current pay systems with respect to
the strength of pay-performance relationships.
 Examine whether executive pay is moving in
the same direction, and at roughly
proportionate rates, as employee increases.
*Money is not the only motivator. It may not even be a primary motivator. However, it plays a
very important role in motivating most employees.
Rise Above…
 In a changing economy having
engaged employees may be key to a
successful organization. Especially
because lack of engagement and
motivation shows a difference in the
amount of money wasted.
Now What?
 “You can’t motivate
people any more than you
can empower them.
Employees have to
motivate themselves.
However, you can set up
an environment where
they best motivate and
empower themselves.”
- Carter McNamara
Conquer The Problem!
 Put square pegs in square holes.
 Get off on the right foot.
 Empower employees and give them 'stretch
assignments'.
 Help people create a personalized learning
experience.
 Properly manage and appreciate the
performance of your team.
 Oil the wheels of the team and maintain a positive
environment.
 Motivated, engaged, and happy employees.
 Saving money by getting more accomplished during the
workday.
 Overall success for the organization.
Success!
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Presentation1

  • 1. Management Issue : Employee Motivation and Engagement By: Marlene Salama Professor Hafford Principles of Management Presentation
  • 2. What Does That Mean?  Employee engagement is the common intuitive sense that people, and particularly leaders within organizations, have about work motivation.  Employee engagement is a desirable condition, has an organizational purpose, and suggests involvement, commitment, passion, enthusiasm, focused effort, and energy.
  • 3. Did you know?  Unmotivated and disengaged employees can cost a company $350,000,000,000 per year. Wouldn’t it be nice to save that money!  Lack of employee motivation and disengagement is not noticed directly on employee but rather the company.
  • 4. Getting Engaged  If the work is exciting it is much more likely to be motivated and engaged. If not, find a way to make it exciting! Its your job!  Money! More motivational then one would think.
  • 5. The Four Drives of Motivation  The drive to acquire.  The drive to bond.  The drive to comprehend.  The drive to defend.
  • 6. Lets Talk About Money…  In order for pay to be an important motivator, there has to be variability in pay options. 1. Pay is more important to extroverts than to introverts. 2. Receiving performance-based pay is more important to high academic achievers than to others. Receiving higher pay than their co-workers is more important to extroverts and individuals with a history of social achievements. 3. High-performing employees appear to be particularly sensitive to whether their higher performance is rewarded with above- average pay increases, while low performers prefer low- contingency pay systems. 4. Pay appears to be more important to men than to women. 5. People with high need for achievement and higher feelings of self-efficacy prefer pay systems that more closely link pay to performance.
  • 7. Think About It…  Take complaints about pay seriously.  Do not fall very far below market pay levels.  Realize that most of the best employees want strong pay-performance relationships.  Evaluate current pay systems with respect to the strength of pay-performance relationships.  Examine whether executive pay is moving in the same direction, and at roughly proportionate rates, as employee increases. *Money is not the only motivator. It may not even be a primary motivator. However, it plays a very important role in motivating most employees.
  • 8. Rise Above…  In a changing economy having engaged employees may be key to a successful organization. Especially because lack of engagement and motivation shows a difference in the amount of money wasted.
  • 9. Now What?  “You can’t motivate people any more than you can empower them. Employees have to motivate themselves. However, you can set up an environment where they best motivate and empower themselves.” - Carter McNamara
  • 10. Conquer The Problem!  Put square pegs in square holes.  Get off on the right foot.  Empower employees and give them 'stretch assignments'.  Help people create a personalized learning experience.  Properly manage and appreciate the performance of your team.  Oil the wheels of the team and maintain a positive environment.
  • 11.  Motivated, engaged, and happy employees.  Saving money by getting more accomplished during the workday.  Overall success for the organization. Success!