1. Motivation Clayton Gediman Kelsey Chrisley Graciela Gallegos Ohnmar Aung  Define Motivation  Motivation in Public and Private Sectors  Motivation in different kinds of stuff

2. Motivation is …. “an inducement or incentive”. (according to the dictionary) what gets a person or group to complete a task. (according to the work context)

3. A Management Perspective What can we do as a manager to motivate those working under our supervision? Motivation typically moves from the top down. If someone doesn’t want to be involved in a project or work in general, this can be passed down to the people they are supervising and make it that much harder to accomplish anything.

4. What goals are trying to be accomplished? Having a specific tasks or a departmental goal in mind helps focus the energy of a project, or on going projects, maintaining the set levels of performance.

5. Why do we have to reach these goals? Physiological-money, raises Safety-can I keep my job? Esteem-recognition- that the job was done Self-actualization-completion or achievement of goals.

6. Team vs Individual.  Individual  Motivation is about what gets each person to raise their level of production and standard of job performance.  Team  Groups are several individuals organized to within a framework toward a goal.

7. Motivation in the Public and Private Sectors  Test  Is Motivation the same?  Practical Applications

8. Test Myth or Fact?  I can motivate people  Money is a good motivator  Fear is a damn good motivator  I know what motivates me, so I know what motivates my employees  Increased job satisfaction means increased job performance  I can’t comprehend employee motivation –it’s a science  Government/Public employees are lazier than Private Sector employees

9. Is Motivation the same? Studies indicate  Public and Private sectors offer different extrinsic and intrinsic rewards  Public and Private workers may seek different rewards

10. Different Extrinsic and Intrinsic rewards Private Sector placed a  High Value on:  Job Security  High income  Advancement opportunities  Lower Value on:  Interesting work  Helping others  Being useful to society

11. Workers seek Rewards Individuals appear to choose jobs that maximize the type of rewards they value most.

12. Practical Applications “Motivating really means giving someone a reason to do good work. Feeling that a task is important and living up to the good opinion that someone we respect has of us are both very strong reasons to do a good job.”—The Stranger from Winnie-the Pooh on Management

13. Practical Applications Motivating employees starts with motivating yourself Get to know every employee Understand what motivates each employee Align goals Not a task, but a process

14. Practical Applications Use organizational systems—don’t count on good intentions Challenge to improve the operation Customer for a day Great Idea Award Implementation of the Great Idea

15. Motivation and Different kinds of employees Lazy May be boredom Lack of confidence Passed up for promotion Overachievers Recognition High standards Independence

16. Motivation and Different kinds of employees Senior Employees Younger Workers Training Responsibility Feedback Access to information

17. Motivation and Different kinds of employees Volunteers Parties Dinners Increased Responsibility Inclusion in staff meetings Recognition week (April) Thank you

18. Communication Teamwork Social spaces Involvement in decision-making process Training opportunities Positive reinforcement Recognition, awards Additional responsibility Celebrate completion of projects Personal goals Common methods used: