Employee Motivation Employee motivation is a key factor within a successful organization or business. The quality of work that people express is often a result of the motivation they possess. Companies have a variety of ways to motivate their employees, as well as to keep them satisfied. Businesses set substantial amounts of goals, and when employees reach those goals, they should be recognized within the company. To know that someone appreciates your exertion is a great feeling.
There are correlations between how motivated a person is at their workplace and job satisfaction relating to performance. Organizations should make an effort to enhance job satisfaction because employee motivation will improve. Companies need to concentrate on creating enthusiasm, serenity, and teamwork environment to assist their organization to succeed. Employee dedication is developed when the workers are motivated and contented at their job environment. The correlation between motivation and workplace satisfaction is demonstrated by the dedication an employer shows for their company.
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.
Organizations that have a cultural that is working within the organization can build off of that positive energy. The cultural of an organization is built from the employees (including managers) and as more of the employees start to feel the same way the culture begins. This is also true in terms of a negative culture. If the employees are not in sync with the managers, other employees and the overall mission of the organization that can mean a slowdown in production. A powerful concept noted by Eide and Allen (2012) is that to have a positive reform leadership involvement is required and without it, change will be difficult.
Therefore, they guarantee a special meaning to your life. The result is increased productivity due to the commitment of the professional, who feels proud of working in the company which have the same vision aligned with its principles. In addition to productivity, which we have already mentioned, engaged employees can cooperation the organisation to keep their talents in the company, since, through recognition and satisfaction (Koys 2001), they feel less need to pursue other career opportunities. Thereat, it reduces the turnover and its costs. Finally, engagement is a measure to reduce costs, increase productivity, ensure employee satisfaction and new standards of
I truly believe in a business or service a company must ensure the growth and the well being of the customer are satisfied. If the company is putting the need of the customer first the leadership is developing their followers or employees, which allow the employee the performance at a high level. This leadership empowers and make the individual feel as a partner rather than just an employee. According to Coetzer, Bussin, & Geldenhuy
Therefore, empowerment helps manager and employee to get along with more comfortable. For company, empowerment can bring some benefits to company. At first, giving responsibilities to employees is an effective management strategy the helps to increase employee satisfaction. Empowering employees gives them a feeling of belonging and ownership. In addition, if employees are satisfied with their job, they are not willing to give up their job.
1. How can leaders improve employee satisfaction? Leaders can improve employee satisfaction by employee orientation, creating a positive work environment, provide competitive benefits, career advancement opportunities, involve and increase employee engagement, evaluate and measure job satisfaction, recognition, and rewards.Employers should look for ways to give employees more control over their schedules, environment, and/or work habits. Employees will be able to create a place they enjoy working in rather than being stuck in a bland office cubicle. Each employee can set personal goals, and they will feel a sense of accomplishment rather than obligation.
Job design Conceivably it may not be what is done on a day to day basis, but of the nature of the job itself. There is an expectation that by creating a job with a high job satisfaction that employees will naturally be motivated to perform at the highest. Michaelson (2014) extends this view by expressing the significance of making the nature of the job to be meaningful to fully gauge the employee. This is seen to directly impact the employees need for recognition as they believe that their job is making a difference. May (2014) supports Michaelson’s view revealing that the morale and motivation of an employee in a job of poor design could result in employee resentment.
The level of competition in the corporate world has prompted firms to embrace motivation strategies to encourage their employees with an aim of ensuring that quality services are offered to consumers. To attain this, firms have been prompted to initiate mechanisms that make their workplace desirable so that employees may be motivated to work efficiently and apply their skills optimally. Unlike past days when most firms regarded employees as just part of the inputs required in the production process of goods and services, it is now apparent that they are valued as the human capital without which an organization cannot attain its goals. There are a number of theories that have been used to explain the need for employee recognition and engagement, for instance: equity theory, two factor theory, expectancy valence theory and need hierarchy theory. Motivation of employees should be the primary focus for managers by offering: equity, support to employee aspirations and goals, good remuneration, and skill enhancement through continuous training.