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Hearty welcome to distinguished delegates

Hearty welcome to distinguished delegates. Motivating Employees – Theory and application. Presentation by G. Ananthakrishnan, FM, RTC, NABARD. Comparative Analysis of Performance of 27 PSU Banks. Business Per Employee (2005-06) Rs. lakh. Profit Per Employee (2005-06).

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Hearty welcome to distinguished delegates

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  1. Hearty welcome to distinguished delegates

  2. Motivating Employees – Theory and application Presentation by G. Ananthakrishnan, FM, RTC, NABARD

  3. Comparative Analysis of Performance of 27 PSU Banks

  4. Business Per Employee (2005-06) Rs. lakh

  5. Profit Per Employee (2005-06)

  6. Salary as % of total expr. (2005-06)

  7. Three Pillars …. Bank Purpose Employees Structure Providingflexi, friendly and familiar banking • What is the differentiator ?

  8. Three Pillars …. Bank Purpose Employees Structure Providingflexi, friendly and familiar banking

  9. Supervision Responsibility vs. work pyramid Top Executives Middle Level Executives First/Second Line Managers Work Pressure Front-Line Employees

  10. What is motivation? • It is something which propels one to act • Motive for action • Igniting the spark for action • Force that can literally change our life. • To motivate means to encourage and inspire

  11. Importance of Motivating Employees • Motivated employees become more productive – personally and professionally • Our relationships improve at home and at work place • Life becomes more meaningful and fulfilling. TCS, Cuddalore

  12. The Motivation Process Unsatisfied Need Change in Behaviour Tension Individual and Organisation Benefits Satisfied Need Drives

  13. "Motivation is like food for the brain. You cannot get enough in one sitting. It needs continual and regular top ups." - Peter J. Davies Mobile

  14. Some theories in brief

  15. Self Actualisation (Doing the Best) Self Esteem (Confidence, respect) Social (Friendship,Family,Intimacy) Safety (Job,Health,Property) Survival (Food,water,sex, sleep) Maslow’s Hierarchy of Needs

  16. Frederick Herzberg’s Two-factor Theory Motivators (INTRINSIC) (content) • Determinants of Job Satisfaction Challenging work, recognition, responsibility Maintenance Factors (Hygiene/EXTRINSIC) (context) • Determinants of Job Dissatisfaction Pay, job security, working conditions, relationships, fringe benefits

  17. Existence ERG Theory Relatedness Growth Clayton Alderfer’s Theory

  18. 1. Effort-performance relationship 2. Performance-rewards relationship 3. Attractiveness relationship Vroom’s Expectancy Theory Individual Effort Individual Performance Organizational Rewards 1 2 3 Individual Goals

  19. McClelland’s Needs Theory Achievement Affiliation Power

  20. Goal setting Theory Having a definite goal itself is motivating. Reaching the goal is the reward. Goal must be SMART.

  21. PARETO’s 80:20 Principle

  22. Corporate Objectives IndividualMotivational level Personal Objectives Motivation-Combo of personal development objectives aligning with Corporate objectives To reach personal goal employees need to ask themselves: • How can I improve? • What is the time frame ? • Why do I need to improve? To achieve orgn’s. goals, each employee must have: • An understanding of what is expected • The competency (KSAs) • The motivation • Conducive culture

  23. How Do we Get There? High motivationlevel Entry level

  24. Getting there …

  25. Application of Theories • Recognize individuals’ needs • Match people to jobs • Set attainable goals • Link Rewards to performance VPP (Variable Pay for performance)

  26. Management attitude has an impact If management assumes that its employees will succeed, they usually will live up to this expectation.

  27. How can we motivate existing staff to accept additional workload without creating stress and other IR problems?

  28. “The goal of delegation is to pass along skills and opportunities that help develop your subordinates.” Paul Falcone

  29. Why employees want to leave their current job: • There’s no room to grow • “I’m not learning anything new” • “I’ve been doing the same thing for years”

  30. What Motivates Employees? • Clear Expectations & Goals • Materials and Resources • Accurate/timely feedback • Interesting work • Challenges • Responsibility • Recognition • Respect

  31. What Motivates Employees? • Being Informed • Being Listened to • Being Treated fairly • Opportunities for growth/advancement • Autonomy • Participation in decision-making • Being a Member of team

  32. Step One • Accept that Everyone is motivated by different needs and wants • Find out which of the following is most important for each member of your team

  33. Climbing the Career Ladder • Additional Responsibility • Acquiring New Skills • Enhancing Managerial and People Skills • Work / Life Balance • Compensation - Money

  34. Step Two Meet individually with each of your team members and learn more about their wants and needs.

  35. Step Three • Decide what to delegate to whom. • Match assignments to motivational needs.

  36. 9 Cost Effective Motivational Applications ( C E M A )

  37. Cost Effective Motivational Applications CEMA CEMA 1: Keep stock of Pre-printed birthday greeting cards signed by the Chairman in all branches. Issue to employees on birthdays along with a rose or chocolate.

  38. CEMA 2: ‘Praises are wages’ - Appreciate all good work in public and reprimand in private.

  39. CEMA 3:Develop team spirit by inviting ideas, feedback on the working environ, productivity etc.

  40. CEMA 4:Identify strengths and weaknesses of team members and allocate responsibilities accordingly

  41. CEMA5: Display prominently in branches / offices best performer’s name as the “Star of the month”

  42. CEMA 6:Superiors to show their superiority in terms of K S & A – “You can’t give to others what you don’t have”

  43. CEMA 7: Employees manning the front office are the only interface for customers – Give them more freedom

  44. CEMA 8 - Positive Responses • Great idea; it will work • I like the idea • Why don’t you make a presentation • Cost is worth trying • Job well done • Can we sit down and discuss?

  45. CEMA 9 - Sixer • Prepare a list of 6 tasks • Review daily before going to bed • Replace those already accomplished with new ones • Very good tool for planning, prioritising and performing • Tasks get accomplished without much effort. • This motivates us further

  46. Organisational Devt. Initiative - ODI • Systematic process involving all sections of employees • Starting with SWOT, STEP, Preparation of MISSION, VISION statements • Ends with an SMART Action Plan • Having been involved in the process, employees own up the plan • Hence motivated to achieve the plan.

  47. Summary • Let us be liberal in praising / recognising good work • Let us set well defined goals • Let us provide opportunities for growth • Make jobs more challenging • Be a good role model • Develop sense of belongingness among peers and subordinates.

  48. Could I motivate you all ? ? ? ? ? ? ? ? ? ? ? ? ? Any questions?

  49. Thank you very much. G. Ananthakirishnan Ph: 09448953471 Email: g_ananthakirishnan@hotmail.com

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