Constructive feedback should be given when leaders are encouraging motivation. Individuals have different motivators, for example, by more money, promotions, or time off work. Each person values different rewards. Therefore, when trying to motivate people, it is essential to identify what exactly motivates each individual. Workers have a desire to feel appreciated at work.
The Role of Reward Systems: Organizations use reward systems to emphasize on which parameters their employees should exert the extra effort on by including them in their reward program. This is a good way to emphasize and convince the employees of which performance areas that are important and create goal congruence within the organization and signals how the employees should direct their efforts. To motivate is the second control benefit. People sometimes need an incentive to perform tasks well and work hard. Last but not least we have the personnel related control benefit.
According to Robbins and Judge (2007), they defined motivation as a process that describes the intensity, direction and persistence of effort to achieve a goal. In conjunction with the work environment, Ernest L. McCormick (Mangkunagara, 2002, P94) suggests that work motivation is defined as a condition that affects stimulate, direct and maintain behaviours associated with the work environment. The fact is when employees work they brought the desire, needs, past experiences that make the hope for their work expectations. With motivation, especially motivation to make an achievement will encourage someone to develop the knowledge and ability to achieve better performance. Usually someone who has a strong motivation will have responsibility for generate better performance.
Some motivational methods that could affect productivity are job engagement, goal-setting, and reinforcement. Knowing the connection between motivation and productivity can be crucial for employees to increase productivity levels. When employees are motivated they will work more efficiently and raise overall productivity. The first step for employers is choosing how to motivate their employees. Forms of Motivation There are many ways to motivate employees to increase their productivity.
Individual Factors- Empowerment, Recognition and Rewards, and Career Support are respective of individual employee. These incentives are based on employee participation and involvement in response to organizational benefits. The common denominator is that the employee has the power to determine to what degree they can feel empowered to reap the benefits that the organization offers to the employee as it relates to reward programs and to career opportunities. Empowerment Huang, (2012) “The author expresses that psychological empowerment is associated with four cognitions: meaning, competence, self-determination and impact, and he indicates through research that psychological empowerment is link to improve job performance and morale.”
To give them opportunities that enjoyable or will be able to construct the skills they want will gain loyalty or motivation. Moreover, as workers accomplish the work, they might feel the importance of themselves. That also motivates them. • Conclusion In conclusion, you have to consider several aspects to motivate employee. As follows, according to the textbook, the Expectancy theory, and the bucket analogy.
Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved.
It can be termed as how a person behaves, or how can a person improve his behavior. We can also say that motive is what influences a person to behave in a certain way. Motivation helps in achieving success. If your employees are motivated then automatically organizational goals will be accomplished. Every organization needs to keep its employees motivated and give best of their abilities.
Gains are shared with unit/department employees on a monthly, quarterly, semiannual or annual basis according to some predetermined formula calculated on the value of gains of production over labor and other costs. The plan lets employees reap some of the rewards of their efforts through teamwork and cooperation and by working smarter and harder. Gain sharing plans offer the following: · Directly ties pay to some important measure of company performance · Results in productivity improvements when installed · Appropriate for all groups of employees · Improves communications and teamwork among employees · Increases employee awareness of "the big picture" · Improves job satisfaction and employee relations · Increases employee participation through involvement in the system Gain sharing pay programs have the following disadvantages: · Time consuming to design, implement and administer · Requires employee orientation, education and training · Accurate and timely production and cost data must be available · If not already in place, gain sharing requires a shift to participative management and employee involvement Once you decide to add a gain sharing plan to your company you must pick the type of plan you wish to implement into your company. The following is a description of different types of plans a company could implement. A Value Added Plan is the cost of materials and services is subtracted from sales to determine a value added figure.
While there have been differing perspectives (such as the theories mentioned above), the measure of employee motivation is directly related to the productivity, efficiency and sustained success of a company. Goal setting and feedback are the most robust practices, adopted by organisations for motivating employees. Through goal setting, me and my team had a mission to work for and keep up the momentum to acquire skills. Feedback was an essential activity, which gave us an insight to our approaches and contributed to our sense of achievement. Something as explicit as a promotion, bonus or an award was a key driver for my team.