Motivation

In the past, employees have been recognized for their job performance to help motivate them. With today’s ever-changing organizational structure, there is little supervision, so when employees go out of their way to make an extra effort, nobody is there to see the little things they do. There needs to be more emphasis on recognizing these individuals so the overall motivation of the workforce keeps improving to stay competitive in the dog-eat-dog world. Organizations have had a hard time keeping up with competition in the ever-changing business world and have tried several conclusions in addressing the issue of keeping a workforce motivated. Researchers agree motivation helps keep people enthused about their job, but what tactics work the best; recognition, job satisfaction, Motivation has been studied and is known to be the most inexpensive form of energizing employees. The real problem lies in knowing how to do this and then continuing the process. In an article written by Bob Nelson, low-cost ways to energize employees, he states, “Forget the employee-of-the-month plaque and the big holiday bonus- they have little lasting effect on the positively motivating employees. Instead, managers should consider using the power of ”the five I’s” to focus their time and energy on daily interactions with employees!” The five “I’s” are, Interesting work, Information – share it, Involvement _ encourage it, Independence – allow it, and Increase visibility. They all give different aspects of ways to motivate employees. If a manager uses these suggestions wisely, he will get good work effort. Job satisfaction goes along with motivation, in that they can feed off one another. An article written by Steven Pool suggests that individuals who feel good about their jobs maintain a self-motivating factor that gives them their own job satisfaction. They know what