MGMT10002 Lecture Notes - Lecture 8: Employee Engagement, Quartile, Motivation
19 Jun 2018
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PRINCIPLES OF MANAGEMENT WEEK 8
Managing Employee Motivation and Performance: What makes employees want to work?
Employee engagement is recognised by 90% of leaders as impacting on business success; however 75% of leaders
have no engagement plan or strategy. Work units in the top quartile of employee engagement outperform units in the
bottom quartile in:
-Customer ratings:10%
-Productivity: 21%
-Profitability: 22%
-Lower absenteeism: 37%
-Lower turnover
-Lesser shrinkage: 28%
-Fewer safety incidents: 49%
-Fewer quality defects: 41%
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-Motivation: “the forces either within or external to a person that arouse enthusiasm and persistence to pursue
a certain course of action”. There are two types of motivation:
1. Intrinsic motivation: desire to perform a behaviour for its own sake, the activity is rewarding in itself 2.
Positive: help people enjoy work, sense of accomplishment. Negative: tap into self doubts.
-e.g. employees whose work gives them a sense of purpose, fulfilment or enjoyment
2. Extrinsic motivation: Desire to perform a behaviour in order to acquire material or social rewards or to avoid
punishment (pay, praise and status). Positive e.g. pay rise/bonus. Negative: Threats and punishment.
-e.g. employees who work because they have to in order to get the things they want/need
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-Maslow’s hierarchy of needs:
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-Individuals strive to seek a higher need when lower needs are fulfilled. Once a lower level need is satisfied, it
no longer serves as a source of motivation.
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-McClelland’s acquired needs theory: proposes certain types of needs are acquired during an individual’s
lifetime>
-Most common acquired needs: 1. Need for achievement (do something better, solve problems, master tasks) 2.
Need for affiliation (establish and maintain good relations) 3. Need for power (have control and influence).
-Generally individuals develop a dominant bias towards one of the three needs.
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Document Summary
Employee engagement is recognised by 90% of leaders as impacting on business success; however 75% of leaders have no engagement plan or strategy. Work units in the top quartile of employee engagement outperform units in the bottom quartile in: Motivation: the forces either within or external to a person that arouse enthusiasm and persistence to pursue. Intrinsic motivation: desire to perform a behaviour for its own sake, the activity is rewarding in itself 2. Positive: help people enjoy work, sense of accomplishment. Negative: threats and punishment. e. g. employees who work because they have to in order to get the things they want/need. Individuals strive to seek a higher need when lower needs are fulfilled. Once a lower level need is satisfied, it no longer serves as a source of motivation. Mcclelland"s acquired needs theory: proposes certain types of needs are acquired during an individual"s lifetime> Need for achievement (do something better, solve problems, master tasks) 2.
