This book review summarizes Patrick Forsyth's book "How to Motivate People". It outlines the book's objectives of reviewing principles to maximize employee performance through motivation. It discusses various motivation theories and factors that influence motivation, such as Maslow's hierarchy of needs and Herzberg's hygiene factors. The review emphasizes that motivation increases productivity and performance, and that managers should regularly monitor employee motivation levels and use communication, recognition, and development opportunities to continually improve motivation.

3. BOOK REVIEW
HOW TO
MOTIVATE PEOPLE
AUTHOR
PATRICK FORSYTH
REVIEWED BY:
Muhammad Zahid Iqbal
114th Middle management course

4. SEQUENCE OF PRESENTATION
• ABOUT THE AUTHOR
• ABOUT THE BOOK
• OBJECTIVE OF THE BOOK
• INTRODUCTION
• SUMMARY
• COMMENTS

5. ABOUT THE AUTHOR
• Mr. Patrick Forsyth runs
Touchstone Training &
Consultancy institute since
1990 which trains people in
marketing, sales and
communication skills.
• Born 15dec 1942 in UK
• He wrote 135 books &
articles
• Experienced conference
speaker

6. ABOUT THE AUTHOR
•He is the author of many business books
including
• How to write reports and Proposals
• Successful time management
• Tough ways to handle tough time
• Effective business writing
• Dealing with difficult people
•He writes regularly business journals and
magazine

7. ABOUT THIS BOOK
• First edition in 2006
• This is 2nd. edition
• Pages 140
• Chapters 9
• Published by Kogan Page India
Private Ltd. Ansari Road New Delhi.
• Association with THE SUNDAY TIMES

8. Start with good people ,lay out
the rules, communicate with
your employees, motivate them
and reward them when they
perform

9. OBJECTIVE OF THE BOOK
The Book reviews the principles of motivating
staff to maximize performance. It also helps us
to devise an action plan to initiate change.
• Reduce negative feelings
• Introduce the right kind of incentives
• Identify the best communication style.
• Stimulate passions and team involvement.

10. INTRODUCTION
• Management matters. If you have a team of
people reporting to you, then supervising them
takes time and needs both consideration and
care.
• It does not matter whether the team is just a
handful of people or an entire organization, the
principal are the same.

11. INTRODUCTION
• Your competences as a manager will be judged
not solely on what you do yourself, though this
is also very important, but on the combined
performance of you and your team: all of them ,
in all their aspects.
• And there is no doubt that people who are well
motivated perform better than those who are
not.

12. SUMMARY OF THE
BOOK

13. IMPROVING PEOPLE’S PERFORMANCE
• In an organization you have to focus on
improving people’s performance, look at how
motivation can create, maintain and improve the
performance of your staff.
• Motivation matters. It increases efficiency,
effectiveness and productivity, and makes it
more likely that whatever results which are
targeted will be hit.

14. LET US CLEAR
INCREASED
• Care, and thus high quality of work
• Pace of work
• Willingness to take responsibility
• Level of Creative Contribution
• Punctuality
• Attention
• Maintenance of the Organizational Culture

15. LET US CLEAR
DECREASED
• Absenteeism
• Wastage of Time
• Gossip
• Disrupting the work of others
• Challenging of Policy
• Spreading Rumors

16. FORMULA
Performance = [Ability + Knowledge] * Motivational Feelings

17. THE MOTIVATION PROCESS
THE MANAGEMENT TASK
• Managers must manage. It can be defined
as the whole process of obtaining result
through others people.
• Managers are judged on the results of
their team, not just on the work they do
personally.

18. SIX KEY MANAGEMENT TASKS
• Planning
• Recruitment
• Organizing
• Training
• Motivation
• Controlling

19. HOW PEOPLE FEEL ABOUT WORK
THEORY X
Human behavior theory by Douglas
Makes the assumption that people are lazy,
uninterested in work or responsibility and thus
be pushed and in order to get anything done
in a disciplined way, with reward assisting the
process to some degree.

20. HOW PEOPLE FEEL ABOUT WORK
THEORY Y
Takes the opposite view. It assumes people
want to work. They enjoy achievement, gain
satisfaction from responsibility and are
naturally inclined to seek ways of making work
a positive experience.

21. Maslow’s Hierarchy of Needs

22. MASLOW’S HIERARCHY OF NEEDS
• PHYSIOLOGICAL NEED :
Having enough to eat and drink , shelter
and rest.
• SAFETY NEED:
Ranging from job security and good
health.

23. MASLOW’S HIERARCHY OF NEEDS
• SOCIAL NEEDS:
Friends, personal contacts. All those associated
with working in groups with others people
• EGO NEEDS:
How other people acknowledge you and what
you do
• SELF ACTUALISATION NEED:
How you regard yourself and how you are
regarded

24. HERTZBERGS
MOTIVATOR/HYGIENE FACTORS
•MOTIVATORS FACTORS
•Achievement
•Recognition
•Responsibility
•growth
•HYGIENE FACTORS
•Supervision
•Working condition
•Salary and security
•Company policy & Admn.

25. EXPECTANCY THEORY
This states some principles that link to the
achievement of goals. It says that the
Positive Effect is multiplied in proportion to
the degree to which goals are seen as
achievable.
Keep in mind:
Self belief and feelings
Internal satisfaction
Timing of action

26. NEGATIVE SIDE OFTHE BALANCE
• Areas to be considered
•Company policy
•Supervision
•Interpersonal relationship
•Working condition
•Personnel life
•Security
•status

27. POSITIVE SIDE OFTHE BALANCE
•Factors to motivate people
•Achievement
•Recognition
•Rewards
•Responsibility
•Advancement
•Growth

28. TAKING THE TEMPERATURE
Means to discover exactly how people
feel. This is important both in a
general ‘people’ sense, yet goes
further; after all individuals are
motivated and any measurement
needs to probe to that level

29. TAKING THE TEMPERATURE
 Continuous measurement
 Observe
 Encourage feedback
 Ask and listen(active listening)
 Remain unemotional
 Avoid arguments
 Make notes
 Verify all the information

30. THE CONTRIBUTION OF
COMMUNICATION
•No communication----no management
•Good manager ----fair, decisive, honest
•Clarity of message
•Choice of communication method
•Development ----training in all its form

31. THE CONTRIBUTION OF COMMUNICATION
MENTORING:
• A mentor is someone who spends time, with
people to help them accelerate their
experience and improve their competencies.
Mentoring takes some time, but the resultant
good motivation can be very worthwhile.
• Ideal mentor is always senior, to have
knowledge and experience
• Delegation
• Selecting right task, right people, right
briefing

32. APPRAISAL
• Review the past years
•Plan the next year
•Training and development
programme
•Spark ideas-creativity
•Long term career growth
•Analysis

33. Involvement and empowerment
•Clear policy
•Little interfere
•Good
communications
•Feedback
•Training and development
•Encourage to excel

34. ACTION PLAN
•Motivational calendar events
•Personnel events
•Corporate events
•Publication events
•Personal focus
•Follow up plan

35. AFTERWORD
• People perform better when their
motivation is high.
• Difference between adequate
performance and excellent
performance.

36. KEYS TO SUCCESSFULLY ADOPTING A
MOTIVATIONAL MANAGEMENT STYLE
1. Always think about the people’s
aspects of everything.
2. Keep a list of possible motivational
actions.
3. Monitor the ‘ motivational
temperature’ regularly
4. See the process as continues and
cumulative.

37. KEY TO SUCCESSFULLY ADOPTING A
MOTIVATIONAL MANAGEMENT STYLE
5. Beware of easy options
6. Make sufficient time for it
7. Evaluate who works best within your
group
8. Remember that, in part at least, there
should be a ‘fun’ aspect to work

38. AT LAST
ONLY REMEMBER
• Well judged
• Creative Ideas
• Balanced

39. COMMENTS
•As a manager, I learned how to motivate
people. The step-by-step explanations
and tools made it easy.
•This book has a tremendous knowledge
about good Motivational tools for every
day life. Its not only specific to office
working, rather one can get benefited by
practicing these tools in daily life.

40. MY VIEW POINT
• Reading this book shall certainly
broaden the mental horizon of the
reader. I recommend that every
manager should must read this book.
• I fully agree with author’s point of
view i.e. Learn the key skills and Get
the best result