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The Supervisor as Motivator

The Supervisor as Motivator. Presented by Human Resource Services rev. March 2011. Objectives Define motivation. Explain the supervisor’s role in motivating others. Identify the three determinants of behavior and your role in relationship to them.

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The Supervisor as Motivator

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  1. The Supervisor as Motivator Presented by Human Resource Services rev. March 2011

  2. Objectives • Define motivation. • Explain the supervisor’s role in motivating others. • Identify the three determinants of behavior and your role in relationship to them. • Comment on the five levels in Maslow’s hierarchy of needs.

  3. Objectives • Explain the essence of goal setting and regulation theories and tell how they are relevant to WSU’s culture. • Explain why giving deserved recognition and rewards to people who have earned them is important. • Demonstrate giving a deserved compliment.

  4. Why is Motivation Important?

  5. What is motivation?

  6. Understanding Motivation “Work motivation is a set of energetic forces that originate both within as well as beyond an individual’s being to initiate work behavior and to determine its direction, intensity and duration.” (Pinder)

  7. “An inclination to act”

  8. Determinants of Behavior • Ability • Situational constraints and barriers • Motivation

  9. Relationship Among the Three • Ability: What you can do • Constraints: What you are allowed to do • Motivation: What you will do

  10. Your Role as a Supervisor • Clearly communicate expectations • Provide the necessary training • Remove / minimize constraints • Recognize positive behaviors

  11. What “motivates” people?

  12. Overview of Motivation Theories • Seven categories of motivation theories • See Reference Page for summaries and evaluations of the theories

  13. Self-Actualization Esteem, Status Social, Affection Safety, Security, Order PhysiologicalNeeds Needs Satisfaction Model Abraham Maslow

  14. Goal Setting and Self Regulation Theories • Goals do two things: • Create “inclination to act” • Direct behavior • Individual can monitor progress • Organization can provide feedback

  15. Two Universal Motivators • MMFG AM Make me feel good about myself • WIII FM What is in it for me?

  16. Individual Motivators • Know your people • Determine which “key” fits

  17. Recognition and Rewards

  18. Relevance • Maslow’s Hierarchy of Needs • Goal Setting Theory • Two Universal Motivators

  19. Remember that behavior that is rewarded is repeated

  20. Ten Tips on Recognition and Rewards

  21. Give deserved compliments • Sincere • Timely • Specific • Individual • Personal • Proportional

  22. Lend an ear • Provide non verbal recognition • Apply the platinum rule.

  23. Show them respect • Involve them in the business of the unit • Help them grow

  24. Ask them what they think • Say “thank you” • Celebrate success together

  25. Re-enforce WSU’s values by recognizing those who demonstrate them • Familiarize yourself with WSU’s Recognition Programs

  26. Summary • Your role as a supervisor • Remember, behavior that is rewarded is repeated

  27. Five Minute Follow Up

  28. Resources • Training - SkillSoft and HRS Training • BPPM and WAC’s • A/P Handbook and Faculty Manual • Human Resource Services • Managers Toolkit – www.hrs.wsu.edu • Questions can be directed to HRS at • 335-4521, or hrs@wsu.edu

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