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foreign
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[Music]
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let's now turn our attention to our team
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8 which means about motivation employee
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motivation what does that mean
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appreciation our employees rewarding
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them responsibility promoting their
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achievements their skills promoting them
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all of that what it means motivation my
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definition is a process that initiates
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guides and maintains goal-oriented
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behaviors that it means reinforce
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everything toward a good practices and
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positive attitudes motivation has been
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fine as an emotional desire open writing
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in the will and causing it people to act
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and disrespect motivations provide the
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multiple Behavior accordingly Pinkus
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motivation as a psychological construct
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has played many roles and paradigms
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which have reason or fallen over the
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decades since 2004. motivation is the
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act of giving somebody a rational
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incentive to do something if the
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feelings of enthusiasm interest or
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commitment makes people feel good about
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themselves and their jobs please watch
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the video how to motivate your worth and
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think about how is motivation defined
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why business look to motivate their
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employees and what is the most
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significant factor to control internet
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management motivation is an effective
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system is a key factor for all
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organizations and institutions improving
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the quality of service and gaining trust
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is impossible without motivated
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Employments this employees motivated
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evaluate evaluating the work clearly
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defined responsibilities and build an
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organizational culture motivation is
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important to maintain High productivity
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and efficient efficiency in the
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workplace it's important that employees
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are energized and motivated employees
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performance is great influence by
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motivation an organization and job does
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not end with employment of workers their
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actual work starts after the employee
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Awards and joins the company when an
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employee believes that the development
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is related to the organizational
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development he will appreciate the
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significance of his offer name to do
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better in the future motivating the
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staff will help them to remain motivated
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engaged through the process the only way
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to do great work is to love what you do
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lose rewards of Steve Jobs and
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recommended to remember them being
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motivated is not the same as being a
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high performer it's not the sole reason
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why people prefer well this is
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nevertheless a key influence over our
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performance level motivation ability and
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environment are the major influences our
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employee performance performance is
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equal to motivation Mass ability Blues
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environment employee motivation
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engagement are two related and distinct
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Concepts but they are critical to create
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a positive and productive workplace
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culture indane is the inner dial right
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motivates is the inner Drive
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enthusiastic energy that employees bring
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to their job it's a driving force that
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motivates people to take action in order
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to achieve their goals extrins and
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intrinsic motivation are both possible
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external factors are as pay bonuses
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promotions recognition intrigues and
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motivation refers to the individual
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drive and energy comes from between
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routers from external rewards like
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self-esteem self-motivation motivation
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employees are more likely to take the
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initiatives be proactive completely to
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an Excellence they also are more likely
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to be satisfying fulfilling War which
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can lead to higher view of
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recommendation retention and lower term
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rubber there are five steps to success
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and employee motivation communicate
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effectively and often make sure that
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your employees are participative coach
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them to success introduce them to
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creativity and make sure that you reward
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and recognize their contributions in
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according to motivation there are
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different theories the question is what
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motivates people to work their
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need-based theories describe motivated
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behaviors individual enforcement or
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needs our task as a manager is to
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identify what people need is the people
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of the need of the people and make the
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work environment a means to satisfy
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those needs in Muslim hierarchy
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describes five categories of basic human
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needs including psychological safety
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socialist team and sulfurt policies
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units the ERG exists in its Regulators
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needs and growthness theory is a
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modification of mass of hierarchy this
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also recognized when play employees are
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frustrated with their attempted to
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satisfy higher level that needs that's a
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pyramid of mass love you may remember
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based on psychological needs the second
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one is safety needs they go up to
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balajinites and lobnets in the middle
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esteem needs and finally the
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self-actualization achieving one's full
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potential sell for three minutes so we
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have three levels basic needs and the
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top levels psychological needs at the
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middle and self-fulfillment needs people
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are motivated to achieve certain needs
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there are sub needs that take presence
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of all over others in the theory of
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heads where there are certain elements
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within the workplace lead to your
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satisfaction it Israel developed the
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theory to understand an employee
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attitude buried in drive towards the job
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interview employees about that please
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and displace them and worry stood in
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both the good and bad experiences he
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theories that an individual job
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satisfaction depends on two types of
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factors motivators and hygiene factors
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the motivating factors as achievements
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recognition work self you have advancing
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opportunities and good opportunities
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hedging factors are relationship with
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peers company policies psychological
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physical work space working Condition
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salary status security and supervision
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take a look at this video what really
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influences motivation of employees then
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we have external rewards the benefits of
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bonuses that are given to employees who
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will be John and above what respected to
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them this reward problems can be in
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place to for the employees who reach a
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specific performance of quality targets
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differentiate between employee rewards
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and employee recognition the rewards can
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be used and considered formal
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recognition but recognition is not
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really a reward rewards programs are
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based on the real given a monetary
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physical bonus they can become quite
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costly company if they are not handled
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carefully recognition programs are
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designed to May employees feel
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appreciated they are much more cost
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effective otherwise program it could be
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a good option for a smaller businesses
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with a tight budget the original behind
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is that you have to show a Precision for
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the woodwork increasing motivation and
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productivity to build a positive
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workplace by convention friendly
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competition in other words it's not only
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the one that is one awarded all the
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employees will feel better if you keep
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rewarding them and recognize them better
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that will boast your employee Rotation
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by making your employees want to work
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more for you so like take a look on that
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rewards and recognition rewards are more
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tangible and recognition are more
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intangible now let's face in what we
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have an employee misconductable Behavior
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how do we handle this that's a fact
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we're in a real world we have people who
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work very fine for the people who are
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not always in the right track sometimes
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employees display inappropriate and
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disruptive behaviors those behaviors
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that are not consistent with base
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collegial and professional expectations
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can result in significant negative
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consequences to the organization and
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people can increase energization
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potential legal liability an intentional
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disregard for corporate rules and
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expectation or are written and employee
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employee policy this misconductance
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bring can bring with inevitable
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consequences from basic Bible and
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written disciplinary action to
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suspension unemployment termination so
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there are ways to handle employee
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misconduct of course we either begins
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with an effective disciplinary policy in
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place the side which is a communication
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plan outline a process for reporting
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employee misconduct considering getting
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a certain investigative support
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investigate any and all claims of
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employee misconduct review the
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documentation with all employee
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employment attorney gather information
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and document everything related to the
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incident train employees from day one
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for about what is misconduct is react
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swiftly but careful to work and
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misconduct communicate the company
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policy to employ is going to maintain
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the consistency in the application and
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continue to review whatever is related
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to misconduct employee in general
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misconduct can be referred in a
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prograduate process you have to wait the
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first type generates misconduct in both
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Behavior levels in it to harm others of
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the company maybe it's a distraction
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maybe it's something that was not done
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in purpose it doesn't require immediate
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termination but doesn't mean that the
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employee immediate supervisor HR need to
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document the carrier a follow-up
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disciplinary action could be an employee
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who is chronically late to work how will
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that affect your production our
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stratical production or and say in a for
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a band group or an orchestra agros
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misconduct is in the case an employee
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has acted some in a way that grants
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immediate termination something that is
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very very bad this game behavior is body
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mature mean to how the company or
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another co-workers harming this action
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and enough to cause the company they
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have no other choice but keeping men
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containing him to terminate their
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employee and escort them even out of the
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premises this kind of gross
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misconductance can may include but it's
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not limited to theft property damages
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failure to follow procedure safety
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protocols serious insubordination proud
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frauding work bearable and physical
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threats of body violence bullying and
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sexual harassment how to handle this
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remember get an effective disciplinary
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policing place a lot of processes for
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reporting misconduct investigate all the
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claims get information in the document
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everything related to the incident react
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swiftly but carefully communicate the
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company really well decide in a
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communication plan and consider an
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external investigative Support Review
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the documentation with an attorney
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trained employees from day one what is
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misconduct and disciplinary policies and
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keeping the consistency that's the way
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that we have to separate that everything
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in a consistent way now let's take a
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look and change our attention to the
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power politics and empower over and over
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people as we want to make keep them
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motivated what is the power sometimes we
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have to give and share empowerment power
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is a persevere persuasive a part of
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organization every every level uses it
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we have to understand different levels
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of power now how and when to use it
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anticipate effects of that and power
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means for our purposes the capacity to
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get somewhere to do something the
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potential to influence not a personal
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attribute that's different that's not
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seem power as a personal attribute it's
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a capacity to to take someone to do
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something to influence influences the
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exercise of that capability obtaining
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maintaining using power is essential to
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influential behavior and there are two
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types of relation symmetrical where the
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two parts have the same amount of power
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peers heads of department or
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asymmetrical one person has more power
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than the other power May came from
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interpersonal and structural vices
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interpersonal organizational personal
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resources decision-making information
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the empowerment then and we'll cover in
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a separate chapter later but he means to
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enhance feelings of Phil self-efficacy
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in the organizational members the
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removal of these conditions may be by
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formal Institute practices of
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informality it's not universally
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embraced because of managers feeling
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fear of losing control and power
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sometimes employees can't make
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responsible decisions they are not ready
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to be empowered they have trade and they
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have failed there is a fear of share and
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lost key information so empowering means
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to delegate priority be a partner be
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supportive share information provide
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training and provide constructive
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feedback Empower management stage you
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identify the condition and if the
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employee and the team are ready to be
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empowered then secondly to remove
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conditions that create powerliness and
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provides a few efficacy information
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process and structure to subordinates
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receive information results and Empower
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feelings translated into behaviors there
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are of course politics tradition that
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had to be followed they exist in all the
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organizations they are part of our
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recession of Life they will be behaviors
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axis outside the leading ultimate
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recognition Power Systems behaviors that
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benefit an individual or a subgenital
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dispense organizations behaviors that
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are intentional and designing to acquire
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power they can displace legal formal
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power people place those politics like
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game to resist the politics of the
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company challenge authority to willpower
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inside the company Islam's sponsorship
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niches caps defeat Rivals lying against
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the stops bring out change would be
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whistleblower so we have to be aware of
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those politics exist and how do we
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better to address them and change use
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your influence topics like consultation
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perception integration Coalition
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legitimation pressure and change so how
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do companies keep their employees
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motivation there are two cases here the
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Coca-Cola Company taking trade on that
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how Dreamworks Animation keeps their
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employees motivated and also check in
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the web through Google L'Oreal Netflix
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take a look in the way for these
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companies and bring out your ideas how
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can we motivate creatives how can we
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motivate production workers in our
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different entertainment industry hope
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you have find this
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topic entertained and engaged
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hope to see you in next session
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have the best in your course
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thank you
00:13:09
[Music]
