These employees include everyone in the chain from line workers to office personnel etc. These programmers are framed to employee morale and empower them so that they take more personal responsibility and achieve their self actualization goals. These employee incentive programmers are often conducted as employee training programmers and new employ management systems etc. ‘Maslow’s hierarchy of needs concept assumes that lower level needs must be satisfied or at least relatively satisfied before ...
MOTIVATING YOUR EMPLOYEES Every human being needs motivation now and then. Incentives and recognition programs can support you in helping your employees become happier and more productive at work. As a leader, one of the main things to think about is how to recognize an employee for a performance that has exceeded expectations, objectives and goals. Therefore, I would like to introduce you in this paper to some ideas that hopefully would promote this method as one of the main priorities in today's and tomorrow's workplace. People want to do more than work as machines; they want to be productive as well as being recognized by others.
Utilizing the power of teamwork Team leaders across the world are focusing on basic elements such as instilling trust within their employee teams so that each employee can work with each other and share work effectively; It not only builds effective employee relationships but also helps in reducing conflicts. Finally effective leaders know the importance of increasing collaborative efforts within employees by frequent interaction and valuing their opinions helps in Emphasizing upon core values and leadership skills, while hiring people in organizations. World’s leading high engagement organizations hire for leadership potential as expressed in individual values that align with core organizational values. Finding employees who will fit into the company’s culture is more important than hiring based on work role competency.
Motivation is intrinsic and extrinsic. As managers our job is to play a role in the choice, competence, meaningfulness and progress of our employees. (Duening & Ivancevich, 2006) As we become more familiar with our employees behaviors we can make better decisions on how to motivate them. Herzberg, McClelland, Musselwhite, Bulter and Waldrop, have explored this concept in great detail, however they all have one commonality; successful motivation makes your job more enriching. Employees want to come to work, they are more productive and they are more successful, which in turn makes the organization more successful.
When an employee feels a sense of ownership in their job, the employee will put the effort into their responsibilities. Empowered employees will take leadership roles in the organization and will transfer energy unto fellow employees to take care of their everyday tasks. Also when an employee feels empowered, they feel as though they a part of decision making processes and their voices are being heard and listened to. This will lead to a beginning of employee being fulfilled in their role which leads to improved organization’s image. Forbes.com states “…we still need to give employees the ability to make their own decisions and be responsible for their outcome.
With this mentality, many employees hope to show off their skills and ability so that they can succeed. This attitude is the foundation of the theory of equity, based on the work of J. Stacy Adams, which attempts to explain the relationship between employee satisfaction and effort. Simply put, it illustrates that a worker will only be happy if he is rewarded according to the amount of effort he puts in. If another worker does equ... ... middle of paper ... ...have developed a system that has and continues to produce favorable results for themselves. Motivational theories are but a guideline to any business structure, every company has different situations and conditions.
The process of work motivation can initiate performance of employees (Clark, 2003). The best approach to fostering motivation has shown to be the satisfaction of the employees (Heathfield, 2014). Employees are more likely to engage in work when they know what to expect from the work, are given the resources to complete the tasks, are given ample opportunities to grow their own knowledge and within the company, have moderate feedback about their work, and feel like they are an asset to the organization (Shuck, & Wollard, 2008). Also, companies must be sure to avoid things like unfairness and other elements that deter motivation.
which will ensure a supportive, flexible work environment to pursue employee personal interests and advancement in their life. Company will focus more on training and development to ensure better job function and career advancement. Based on the study by Schmidt there is a high degree of relationship between job training, skill set and overall job satisfaction among employees in technology as well as customer... ... middle of paper ... ...nefit of work scheduling flexibility, in job training and reduced repetitiveness. High-quality of work: There are two motivation factors which are interrelated to encourage high-quality work performance. One is the job characteristic and the dependent factor is psychological empowerment.
Developing people is therefore a critical process because it allows individuals to benefit in terms of personal competence, growth, adaptability and continual employability, thus creating a sense of job satisfaction. Within this essay we will be looking at key strategies that organizations adopt in order to successfully develop and engage their staff so as to benefit both the individual and the company as a whole. `I was always conscious that I was making people come to work when they did not want to. They would rather be doing other things. So we created the conditions whereby people not only had to come to work in order to earn a living - they also wanted to come to work.'
In today’s competitive market, motivating employees to offer quality service would result in customer loyalty through customer satisfaction and give the organization a competitive edge. Companies have now realized that though processes and technology may be replicated by other companies, the value brought on by motivated and well trained employees cannot be replicated. Therefore companies have now placed more focus on employee motivation and improvements. Studies show that employee motivation has effects on customer satisfaction, while the work environment affects the motivational levels of employees. Employees satisfied with the efforts made by the