Chapter 6
Designing a Motivating Work Environment Setting SMART Goals
Video Learning Segment
Setting SMART Goals Setting SMART Goals
• Set SMART goals.
– Specific
– Measurable – Actionable
– Realistic or Responsible Person (who is responsible to deliver the goal)
– Timely or Time bound
Setting SMART Goals Setting SMART Goals
• Setting SMART goals require thought and focus.
http://www.youtube.com/watch?v=uThBb3kGf4k&feature=rela ted
Setting SMART Goals Setting SMART Goals
• Exercise
– Write a SMART goal about what you will do to get the job or internship you want.
• Hints:
– SMART – Specific, Measurable, Actionable, Realistic, Timely
– 1 – 3 year action statement.
– Start with a verb.
– Remember to break down the goal manageable pieces.
Setting SMART Goals Setting SMART Goals
• Discussion Question
– Why are SMART goals motivating?
Chapter 6
Designing a Motivating Work Environment
Motivating Employees
Video Learning Segment
Motivating Employees Motivating Employees
• What do employees want?
– Money?
– Security?
– Satisfaction?
– Intellectual challenge?
• How do employers use motivation
theories to create recruiting and
retention programs?
Motivating Employees Motivating Employees
• There are four influential theories of motivation:
– Hierarchy of needs
• 5 needs – physiological, safety, social, esteem and self- actualization.
– Two-factor theory
• Motivation factors (strong contributors to job satisfaction).
• Hygiene factors (though not strong contributors to satisfaction must be present to prevent job
dissatisfaction).
– Expectancy theory
• Employees work hard to obtain a rewards they value and consider attainable.
– Equity theory
• Focuses on employee perceptions of how fairly they are treated relative to others.
Motivating Employees Motivating Employees
• Here’s what some Gen Yers think is important at work. What do you
think?
http://www.youtube.com/watch?v=pggBbJkFvbY&feature=relat ed
Motivating Employees Motivating Employees
• Discussion Question
– Discuss how each of the motivation theories applies to this video.
• Hierarchy of needs
• Two-factor theory
• Expectancy theory
• Equity theory
Video Learning Segment Video Learning Segment
Chapter 6
Designing a Motivating Work Environment
Book Brief:
The Carrot Principle by Chester Elton
The Carrot Principle The Carrot Principle
• According to Chester Elton, the
author of the popular business book, The Carrot Principle, there are 4
basic traits of good leadership:
– Goal setting
– Communication – Trust
– Accountability
The Carrot Principle The Carrot Principle
• According to Elton, these traits
become even more powerful when a leader adds the element of
recognition.
• See what he means in this book brief.
http://www.bnet.com/2422-13724_23-314287.html
The Carrot Principle The Carrot Principle
• Discussion Question
– Have you ever worked at a company
where you didn’t receive recognition for your contributions? How did it make you feel?
The Carrot Principle The Carrot Principle
• Discussion Question
– Have you ever worked at a company
where you have received recognition for your contributions?
– How were you recognized and by whom?
– How did it make you feel?
The Carrot Principle The Carrot Principle
• Discussion Question
– What are the three elements Elton
suggests create effective recognition?
The Carrot Principle The Carrot Principle
• Discussion Question
– Discuss an example when any of these elements of recognition were used
(frequency, specificity, and timeliness).
Video Learning Segment Video Learning Segment
Chapter 6
Designing a Motivating Work Environment
Book Brief:
Peak: How Great Companies Get Their
Mojo from Maslow by Chip Conley
Peak: How Great Companies Get Peak: How Great Companies Get
Their Mojo from Maslow Their Mojo from Maslow
• Maslow’s Hierarchy of Needs says that all people have 6 basic needs.
• Each one of the needs in the
hierarchy must be met in order for
the next need to be important.
Peak: How Great Companies Get Peak: How Great Companies Get
Their Mojo from Maslow Their Mojo from Maslow
• The six basic needs in Maslow’s
Hierarchy are (starting at the bottom of the pyramid):
– Physiological (food, shelter, clothing) – Safety and security
– Love and belonging – Esteem
– Self-actualization
Peak: How Great Companies Get Peak: How Great Companies Get
Their Mojo from Maslow Their Mojo from Maslow
• Chip Conley puts the theory to work in the way he manages relationships with employees, customers and investors.
http://www.bnet.com/2422-13724_23-182940.html
Peak: How Great Companies Get Peak: How Great Companies Get
Their Mojo from Maslow Their Mojo from Maslow
• Discussion Question
– What are the three needs that Chip Conley focuses on for employees?
Peak: How Great Companies Get Peak: How Great Companies Get
Their Mojo from Maslow Their Mojo from Maslow
• Discussion Question
– How does Chip Conley suggest that companies can create a culture of recognition?
Peak: How Great Companies Get Peak: How Great Companies Get
Their Mojo from Maslow Their Mojo from Maslow
• Discussion Question
– How does Chip Conley suggest that
companies can meet the employee need at the peak of the pyramid - meaning?
Peak: How Great Companies Get Peak: How Great Companies Get
Their Mojo from Maslow Their Mojo from Maslow
• Discussion Question
– Think about the company for whom you work (or a company for whom you have worked). Suggest one thing the
company could do to address the Recognition need and one thing to address the Meaning need.
