Bài Thuyết Trình - Nhóm 08 - Motivation.pptx

Gameplays Motivating Employees Gameplays Motivating Employees Gameplays Motivating Employees GROUP 8 Huỳnh Dương Tú Anh Huỳnh Dương Tú Anh Dương Thảo Ngân Dương Thảo Ngân Tô Lý Khánh Nguyên Tô Lý Khán[.]

In Telling

Round

0 1

0

Round 4

Guess The Right Words

Choose The Right Answer

General Questions

General Questions

Round 1

● All the team will answer each question after we give you all some background information

● The questions are the same for all teams.

● For each answer right, your team will receive

10 bonus points.

Motivation refers to the forces either within

or external to a person that arouse

enthusiasm and persistence to pursue a

certain course of action.

What is motivation?

Employee motivation affects productivity, and part of a manager’s job is to channel motivation toward the accomplishment of

organizational goals

Intrinsic Rewards Extrinsic Rewards

The satisfactions that a

person receives in the

process of performing a

particular action.

Given by another person, typically a manager, and include promotions, praise,

and pay increases.

Intrinsic and Extrinsic

Rewards

Rewards

EXTRINSIC

AWARD

EXTRINSIC

AWARD

Provides some of the most amazing extrinsic rewards, with the slogan of: "MWG has no employer or employee MWG only has a crew

of 80,000 sailors who would fish together and

share in the results"

The corporation offers generous bonus, high retail discount rate to its employees

THẾ GIỚI DI

ĐỘNG THẾ GIỚI DI

ĐỘNG

Strongest employee motivation

comes from the sense of community and support that these

lavish perks create.

Content theories emphasize the needs that motivate people If managers

understand employees’ needs, they can design reward systems to meet them and direct employees’ energies and priorities toward attaining organizational goals.

What are content perspectives?

perspectives?

The Hierarchy of Needs

ERG Theory ERG Theory

Other things equal, which ERG theory needs should be of particular interest in a highly collective culture?

A

C

B

DResistance

Other things equal, which ERG theory needs should be of particular interest in a highly collective culture?

A

C

B

DResistance

satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other

The two-factor theory states that there are certain factors in the workplace that cause job

satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other

Frederick Herzberg

The first, called hygiene factors , involves the presence or absence of job dissatisfiers.

The second set of factors, called motivators , does influence job satisfaction

An example: Many Apple employees said that they

worked 60 to 70 hours a week, but people still do their best not just for the salary But because Apple values personal growth and Apple's constant innovation

environment helps employees learn new knowledge every day

An example: Many Apple employees said that they

worked 60 to 70 hours a week, but people still do their best not just for the salary But because Apple values personal growth and Apple's constant innovation

environment helps employees learn new knowledge every day

Hygiene factors

None of the above

Hygiene factors

None of the above

Acquired Needs

Acquired Needs

David McClelland, proposes that certain types of needs are acquired during the individual’s lifetime.

David McClelland, proposes that certain types of needs are acquired during the individual’s lifetime.

Acquired Needs

Acquired Needs

● Need for achievement The desire to accomplish something difficult, attain a high standard of success, master complex tasks, and surpass others.

● Need for affiliation The desire to form close personal relationships, avoid conflict, and establish warm friendships.

● Need for power The desire to influence

or control others, be responsible for others, and have authority over others.

● Need for achievement The desire to accomplish something difficult, attain a high standard of success, master complex tasks, and surpass others.

● Need for affiliation The desire to form close personal relationships, avoid conflict, and establish warm friendships.

● Need for power The desire to influence

or control others, be responsible for others, and have authority over others.

Need for power

Need for affiliation

Need for affiliation None of the above

Need for achievement

Need for power

Need for affiliation

Need for affiliation None of the above

Need for achievement

Guess the right

● The representative cannot see the word, their

teammates can see it and must describe it to the

representative.

● The teammates cannot say that word or its

synonym.

● If the teammates break the rule, 10 points will

be removed from that team

● Each team that guesses correctly will get 20

points.

Process theories explain how

people select behavioral actions

to meet their needs and

determine whether their choices

were successful.

03 Process Perspectives On Motivation

What Are Process Perspectives?

03 Process Perspectives On Motivation

What Are Process Perspectives?

● Described by Edwin Locke and Gary Latham

● Proposes that managers can increase motivation and enhance performance by setting specific, challenging goals, and then helping people track their progress

toward goal achievement by providing timely feedback

Goal-setting

Goal specificity Goal difficulty

Goals are concrete

Goal acceptance

Goal acceptance Feedback

Developed by J Stacy Adams Proposes that people are

motivated to seek social equity

in the rewards that they receive for performance

Equity Theory

Outcome s

Inputs

A state of equity

exists whenever the

ratio of one person’s

A person may choose

office.

Change

perceptions

Change

perceptions Leave the job

People may change

the inequity.

Developed by Victor Vroom

Suggests that motivation depends

on individuals’ expectations about their ability to perform tasks and

receive desired rewards

Expectancy Theory

What Is The Reinforcement Perspectives?Reinforcement theory simply

looks at the relationship between behavior and its

consequences

04 Direct Reinforcement

04 Direct Reinforcement

04 Direct Reinforcement

04 Direct Reinforcement

Positive reinforcement is the act of rewarding a positive behavior in order

to encourage it to happen

again in the future

behavior is improved, thereby encouraging and strengthening the desired behavior.

It proposes that an individual’s

motivation can result not just from

direct experience of rewards and

punishments, but also from the

person’s observations of other

people’s behavior.

Vicarious learning, or

observational learning, occurs

when an individual sees others

perform certain behaviors and get

rewarded for them.

Social Learning Theory

Social Learning Theory

When behavior is followed by the removal

or avoidance of negative consequences, behavior is more likely to be repeated

Which reinforcement tool is it?

Question

When behavior is followed by the removal

or avoidance of negative consequences, behavior is more likely to be repeated

Which reinforcement tool is it?

Avoidance Learning Avoidance Learning

Positive reinforcement

Positive reinforcement

A salesperson who is relatively new to the job can learn how to offer better services and make more sales It can be done by listening to the sales experts make sales and observing how they behave when

making sales What type of learning is it?

Question

A salesperson who is relatively new to the job can learn how to offer better services and make more sales It can be done by listening to the sales experts make sales and observing how they behave when

making sales What type of learning is it?

Vicarious learning

A leader's application of a negative consequence or the withdrawal of a positive consequence from someone under his or her supervision is _

Question

A leader's application of a negative consequence or the withdrawal of a positive consequence from someone under his or her supervision is _

Punishment

Choose The Right Answer

Round 3

● Each team will have to answer different questions from different themes.

● Option of “Double the points” or “Triple the points”.

● The team that gives the wrong answer will have their respective points deducted

● Each right answer will bring the team 10 points

Job design is the application of

motivational theories to the

structure of work for improving

productivity and satisfaction

05 Job Design For Motivation

What Is Job Design?

05 Job Design For Motivation

What Is Job Design?

● Job enrichment means incorporating high-level motivators into the work, including responsibility, recognition, and opportunities for growth, learning, and achievement

● When jobs are designed to be controlled more by employees than

by managers, people typically feel a greater sense of involvement, commitment, and motivation, which

in turn contributes to higher morale, lower turnover, and stronger organizational performance.

Job Enrichment

Job Characteristics Model

● Incentives plan

● Empowering to meet higher needs

● Giving meaning to work through engagement

● The making progress principle

Innovative ideas for motivating

● Incentive programs can be effective if they are used appropriately and combined with

motivational ideas that also provide people with intrinsic rewards and meet higher-level needs

● Three important approaches are empowerment, engagement, and making progress

Incentives plans

Empowering to meet higher needs

Empowering to meet higher needs

Empowerment is power sharing, the

delegation of power and authority to subordinates in an organization

● Employees receive information about company performance

● Employees have knowledge and skills to

contribute to company goals

● Employees have the power to make

substantive decisions

● Employees are rewarded based on company

performance

Giving meaning to work through engagement

Giving meaning to work through engagement

The making progress principle is the idea that the single most important factor that can boost motivation, positive emotions, and perceptions during a workday is making progress toward meaningful goals People are most motivated when they have the opportunity to experience achievement

The making progress principle

JOB DESIGN JOB ENRICHMENT

EMPOWERING PEOPLE TO MEET HIGHER NEEDS

EMPOWERING PEOPLE TO MEET HIGHER NEEDS GIVING MEANING TO WORK

THE MAKING PROGRESS PRINCIPLE

THEMES

THEMES

INCENTIVES PLAN

Scope

Scope

Strongly Supportive

Strongly Supportive

ModerateSupportive

ModerateSupportive Inconclusive

Strongly Supportive

Strongly Supportive

ModerateSupportive

ModerateSupportive Inconclusive

Task Identity Autonomy

Question

In the job characteristics model, the dimension of refers

to the degree to which doing work activities required by a job results in an individual obtaining direct and clear information about the effectiveness of his or her performance.

Question

In the job characteristics model, the dimension of refers

to the degree to which doing work activities required by a job results in an individual obtaining direct and clear information about the effectiveness of his or her performance.

A

C

B

DTask Significance

Task Identity Autonomy

Question

In the job characteristics model, the dimension of refers

to the degree to which doing work activities required by a job results in an individual obtaining direct and clear information about the effectiveness of his or her performance.

Question

In the job characteristics model, the dimension of refers

to the degree to which doing work activities required by a job results in an individual obtaining direct and clear information about the effectiveness of his or her performance.

A

C

B

DTask Significance

Question

Which of the following elements does not enable

employees to act more freely to accomplish their jobs

Question

Which of the following elements does not enable

employees to act more freely to accomplish their jobs

A

C

B

DInformation

Question

Which of the following elements does not enable

employees to act more freely to accomplish their jobs

Question

Which of the following elements does not enable

employees to act more freely to accomplish their jobs

A

C

B

DInformation

People contribute enthusiastically to meeting team and organizational goals

People contribute enthusiastically to meeting team and organizational goals

Feel a sense of belonging and commitment to the organization.

Feel a sense of belonging and commitment to the organization.

All of the above All of the above

People enjoy their jobs and are satisfied with their work conditions.

People contribute enthusiastically to meeting team and organizational goals

People contribute enthusiastically to meeting team and organizational goals

Feel a sense of belonging and commitment to the organization.

Feel a sense of belonging and commitment to the organization.

All of the above

All of the above

People enjoy their jobs and are satisfied with their work conditions.

Making process in meaningful work

Making process in meaningful work Stress

Making process in meaningful work

Making process in meaningful work Stress

A Tale Never Loses In The

Telling

A Tale Never Loses In The

Telling

Round 4

● The last person standing will be handed a

sentence, which they must convey through body

language for the person in front to guess

● The first person in line must deliver the correct

answer.

● If they do, all teams will receive 30 points If they don’t, every team will be reduced to 30 points

Motivating Employees Motivating Employees

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