...Motivational Methods HCS 325 March 4, 2012 When changes are implemented within an organization, this can cause difficult times. However, finding motivational methods that will work on the employees can be just as hard. When he or she has found a motivational method that works on some of the employees, this does not mean it will work on them. There are three different patterns of behavior that individual’s motivation comes from. These are individual: satisfying his or her own need, competitive: trying to prove he or she is better than the person he or she thinks is an opponent, or cooperative: tries to achieve a goal for the group or team (McConnell, 2005). The way that a manager can figure out what behavior pattern an employee has is by listening to him or her, observing his or her work performance, and asking the employee questions (McNamara, n.d.). There are many motivational methods that a manager can use but in this paper we will discuss three methods: employee recognition, training, and monetary rewards and incentives. Employee Recognition The first method to motivating employees is employee recognition. When employees are putting his or her all into their work, they need to be recognized in some way. If the employee does not see that his or her work is recognized, he or she will not try as hard the next time around. A way to show an employee that he or she appreciates all of his or her hard work would be by buying him or her lunch, starting an employee of the...
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...Purposes of the report The purposes of this report are to (1) explain why employees become unmotivated, (2) identify the consequences a company endures with unmotivated employees, (3) discuss strategies or techniques organizations can use to motivate their employees, and (4) show the positive consequences a company enjoys with motivated employees. Nine professional and scholarly journals were used for the report. Primary research consisted of personal interviews with Lonny Cooper, Jon Wenzel, and Reza Rich. Motivation in today’s workforce Findings from professional and scholarly journals and personal interviews revealed that employees become unmotivated when communication breaks down between management and subordinates. Lack of motivation in employees tends to increase carelessness, absenteeism, resource waste, and turnover rates in an organization. Because employees possess different values, they are motivated by different things. Communicating information, praising employees, and recognizing effective performance are key strategies a manager or supervisor can use to motivate employees. Production, sales rates, and morale all increase when employees become motivated. The results of this research revealed a surprising concept: money alone is not enough to motivate employees today. Recommendations for motivating employees Recommendations for motivating employees at First Bank of Kamloops include • offering bank tellers valued rewards for balancing...
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...Teamwork and Motivation Motivating employees it a vital aspect of any business because a motivated workforce typically equates to a productive workforce. Understanding what is important to the employee should be a main objective when it comes to designing the organization motivation plan. There are also factors that the plan needs to encourage that will be beneficial to the employees as well as the company. In order to encourage high job satisfaction I would make sure my employees felt they were valued. I would get their input on decisions to assure them their opinions are valued. I would have quarterly surveys to assess job satisfaction and take suggestions to where improvements can be made. I would do my best to reward employees based off performance. Through job rotation I would try and rotate task so certain tedious jobs wouldn’t be placed all on one person causing them to burnout. Offering alternative schedules such as compressed workweek or flexible working hours. This way if my employees have conflict with their work schedule and family schedule they have options. This will allow them to stress less and will make for more productive employees. In order to maintain low turnover rates I would ensure that employees are well aware of what is expected in the different positions upon hiring so there will not be any confusion later. I would make clear the requirements and expectations for promotions so employees would know exactly what to strive for to attain higher positions...
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...OUTLINE I. Introduction a. Why is motivation important? II. How to motivate? b. Setting goals c. Showing growth and progress III. Communicate to Motivate d. Why is communication important e. How does it motivate? f. How does it help improve employee motivation? IV. Employee Surveys & Evaluations g. Conducting research and surveys h. Why is a survey designed? i. Employee evaluations j. Questions to ask yourself when evaluating. V. Conclusion Introduction The question when it comes to motivating people is what motivates and how to motivate people? The last but not least is how to keep people motivated? There are many jobs people work and they’re just working for the money and nothing else. The key to keeping good/great employees and to have a low turnover rate is keeping people motivated. Not only that but also engaged with the work, having a positive work environment and wanting employees to help build, grow, and increase productivity. That’s why setting goals, monitoring employee’s growth and progression is the main theory for motivating employees. Also, modeling an evaluation program for the employees to advanced and enhances their job/career with the company to decrease employee turnover rate. Leaders of modern-day organizations must know how to motivate each of their employees in order for them to thrive in dynamic work environments. Understanding the various motivation...
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...Different Techniques to Motivate Employees By Student Managers Motivating Employees, September 8, 2014 I. Introduction Managers keeping employees motivated is a problem in most organizations, because not all individuals are motivated in the same way. When individuals lose interest in the workplace this can cause problems for the organization as a whole, then the overall production and morale suffers. There are different techniques that can be used to help managers motivate their employees. Some of the techniques to understand are positive and negative reinforcement, nonmonetary incentive programs, award programs, recognition awards and showing appreciation. Managers can motivate employees by understanding what motivation is and by discovering what drives each individual by using different techniques to motivate each employee. II. Motivation A. Definition of Motivation Motivation is “defined as the psychological processes that arouse and direct goal-directed behavior” (Kinicki, Williams 376). Motivation “is not a one size fits all”, each employee is their own person and what drives them to effectivley perform while on the job is an important factor for managers to be knowledgeable about (Broder). B. Why Motivating Employees is Important Employees within an organization play a key role in how the company runs. Knowing about the different techniques that are used can help managers succeed in keeping their employees motivated. Businesses today...
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...“How to motivate employees” Abstract Positive motivation within an organization today is more important than ever to achieving success. Organizations need to understand the concept of motivation, which comes in a variety of forms such as total rewards, perks or recognition within the corporation. Motivation also leads to higher productivity, greater profits and longevity. It is very for managers to understand how to motivate employees to perform at high level. “How to Motivate Employees” Most organizations have begun to realize the importance of keeping employees motivated. When an employee enjoys their working environment, they are more prone to success within the organization. One of the main goals of a leader is to motivate his/her associates. Many organizational executives as well as scholars of organizational behavior have noticed the positive impacts of motivating and coaching. As Stone states, “As a coach, you can motivate, inspire, and encourage” (Stone, 1999, p. 31). Maslow’s Theory of Human Needs, which “recognizes that people have a range of needs, and the extent to which they will perform effectively in the workplace will be affected by the extent to which these needs are satisfied” (Nelson & Quick, 2013, p. 165). Maslow proposed five basic human needs, which consist of “Physiological needs Safety needs, Social needs, Esteem needs, and Self-actualization needs” (Nelson & Quick, 2013, p. 165). Maslow...
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...in helping employees within the organization adapt to change. Preparing the employees will minimize errors and unproductive time spent on adapting to new structure, techniques, equipment, and strategies. In order to remain up to date and at the same level of competition, health care organizations need to refresh and update knowledge & skills by doing up training or continuing education classes. Also, upgrading equipment & supplies will contribute to helping the organization as a whole meet and exceed expectations. Along with the change and preparing for change should be motivation from the management team. Motivation is very important in the workplace because other factors that support good performance may not be present. Being motivated will help individuals strive to do their absolute although there may be obstacles present. There are different methods that can be used to motivate employees such as staying accessible, providing an explanation for the basis of the changes, showing results, providing meaningful and challenging work, providing clear targets and expectations, and giving supportive feedback. Also allowing input and options on how tasks are done can help to motivate employees. Motivated employees not only help boost individual performance but they help boost team and organizational performance as well. Change can cause anxiety and maybe even frustration. As the authority figure the manager should stay accessible. Staying accessible allows employees to come to...
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...in helping employees within the organization adapt to change. Preparing the employees will minimize errors and unproductive time spent on adapting to new structure, techniques, equipment, and strategies. In order to remain up to date and at the same level of competition, health care organizations need to refresh and update knowledge & skills by doing up training or continuing education classes. Also, upgrading equipment & supplies will contribute to helping the organization as a whole meet and exceed expectations. Along with the change and preparing for change should be motivation from the management team. Motivation is very important in the workplace because other factors that support good performance may not be present. Being motivated will help individuals strive to do their absolute although there may be obstacles present. There are different methods that can be used to motivate employees such as staying accessible, providing an explanation for the basis of the changes, showing results, providing meaningful and challenging work, providing clear targets and expectations, and giving supportive feedback. Also allowing input and options on how tasks are done can help to motivate employees. Motivated employees not only help boost individual performance but they help boost team and organizational performance as well. Change can cause anxiety and maybe even frustration. As the authority figure the manager should stay accessible. Staying accessible allows employees to come to...
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...problems. They started out as a small business and got bigger over time, because they had the right techniques to work with their employees. Koch Industries developed some theories and practiced them into three main objectives. One of the objectives was that all employees had to have the same point of view about the company. Management made it clear to the entire team that everyone understood what their goal and the principles of market based management were.(Gable,1993) Also it was very important that the management of Koch Industries was proper trained on the company’s concepts and philosophies so that they could spread it throughout the whole company. And last and not least was to examine all facets of Koch Industries for values, organizational structure, incentive systems, and other practices to ensure that each was consistent with the principles of market-based management. With these three objectives the company grew on employees and also their sales went up very high. A lot of companies take this company as an example, because they admire their marketing based management styles and how they operate a company. Koch Industries lead an example for a lot of companies and will always be. Companies these days sometimes do not know how to motivate their employees and that’s how lack of motivation happens. Production will decrease and a lot more employees will be calling out sick. Companies had to rethink the idea that the workers of companies are human beings and not just people...
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...Managers should learn to show concern for employees Showing interest in the employees which could include engaging in conversation, allowing them to participate in team decision making, and using coaching techniques to help the employee feel valued and engaged in the work that they do. Provide development and training for all employees and offer additional training to help develop the skills of the employees so that they will not only feel like they are taking the steps of career development, but it also provides a sense of value that the company is investing in the employee. Minimum wage service worker are limited to a set income. Due to the fix rate of income the employer has to motivate employees pertaining to the needs of the employees. Maslow's hierarchy of needs speaks of the five (5) major needs of people as physiological, safety, social, esteem and self-actualization. Of the five (5) specified, the esteem need most applied to the issue of minimum wages. Esteem needs in terms of independence, achievement, mastery, status, dominance, prestige, self-respect and respect for others (McLeod, 2007-2014). Use positive reinforcement Always tell you employees what exactly they need to do. Be very explicit and polite in specifying to them what they need to do to the job done right. Do not focus on the negatives but rather, the positives. Managers should enforce goal-setting guidelines by encouraging their workers to do their best so as to achieve higher level of job performance...
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...All business managers with employees at some point in the business life cycle select, retain, and motivate employees. Where many managers go wrong is that they don’t look at the unique personalities and behaviours of certain employees, they must understand that different employees will be best suited into different positions and that these employees will all be best retained and motivated in different ways. The dictionary defines management as “the act or art of managing: the conducting or supervising of something (as a business)” (dictionary.com). Although this helps define a manager it is far from helping to define a good manager. Good managers have strong qualities in different aspects of the management system and they do great jobs selecting, retaining, and motivating different employees of different personalities. An organization consists of one or more employees who perform various different tasks within the organization. The relationships between the employees working and the tasks performed must be structured so that the organization can achieve its strategic goals in an efficient and effective manner with a motivated and engaged workforce. There are many different ways for a manager to ensure and promote a motivated and engaged workforce, this starts with the selection process and ensuring that the proper employees are selected for the positions in which they best belong. There are many ways to distribute work among employees and ensuring that work is distributed effectively...
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...1. Describe what is meant by motivation. What types of non-financial reward might a company use to motivate employees? Answer: Motivation is the process that accounts for an individual’s intensity, direction, and persistence of effort toward attaining a goal. In this case, Motivation may stem from personal interest such as keeping safe or form external factors such as praise and reward. Motivating factors are appreciation of hard work, a sense of achievement, responsibility and empowerment, opportunity for advancement and a sense of challenge and enjoyment in workforce of the employees. Company needs to motivate employees who are flexible, well-trained and can recognize customers need. A company needs to motivate employees for the growth. To motivate those employees company needs to give some non-financial reward support, they can be- * Flexible working * Free or reduced rate health benefits * Company share options * Competitive salaries * Staff discount * Discount gym membership 2. Describe the effects of an unmotivated workforce on a company. How does Tesco benefit from ensuring that its workforce is motivated? Answer: An unmotivated workforce on a company affects the employees most. The employees do not push hard to achieve greater outputs. They requires supervision and demonstrates pride in their works, they couldn’t make better impact on the customer. Unmotivated employees cannot concentrate in their work and accidents or get involved in...
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...improve the productivity of employees. During the Industrial Era of the early 1900’s Frederick Taylor became famous for his work on improving employee performance through time and motion studies. This proved to increase worker efficiency, but it had the downside of lower motivation and morale. Employees felt like machines required to leave their thinking and ideas outside the workplace. Later on it was discovered, somewhat by accident, (Hawthorne studies) that increased management attention to employees appeared to increase employee performance. This launched a revived era of employee motivation through what was called human relations. Better communication and open dialogue from managers accompanied by increased attention to the personal interests and needs of employees were thought to improve motivation and performance. These social based approaches did improve how employees felt about the workplace, but in the long run did little to sustain improved performance. Since that time, organizational research has confirmed several approaches that have a significant positive impact on employee motivation and performance. Goal Setting: Perhaps the most fundamental approach to improve employee motivation is by setting goals and holding individuals accountable for those goals. Goals not only align employee behavior to what is important for the organization, but also drive their energies to accomplish something that is meaningful. Employees often feel their work is routine...
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...MOTIVATING EMPLOYEES IN THE ORGANIZATION Prepared for Professor Dan Riding Florida Institute of Technology Prepared by Student Elzbieta Kociolek Florida Institute of Technology February 19, 2012 TABLE OF CONTENTS Introduction………………………………………………………………………………….3 Understanding the concept of motivation………………………………………………4 Assessing your approach to employee motivation 5 Identifying manager's role in motivation process6 Applying motivational techniques7 Use appropriate methods of reinforcement.7 Provide people with flexibility and choice…………………………………………….8 Encourage employees to set their own goals and objectives………………………8 Have a flexible management style…………………………………………………….8 Provide immediate and relevant feedback that will help employees improve their performance in the future……………………………………………………………....8 Establish a climate of trust and open communication……………………………….9 Demonstrate your own motivation through behavior and attitude…………………9 Conclusions and Recommendations………………………………………………………10 References……………………………………………………………………………………11 INTRODUCTION Motivation is defined as the willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual needs. Motivation is necessary element and the most crucial aspect in achieving goals in the organization. When people get motivated, they will put more effort and try harder on what they doing to achieve better goals...
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...clients, that company must be able to fully motivate their employees. One of the primary factors to motivate the sales force is compensation. Employees that are in the sales force do want to get commissions for the sales that are made, but they do also want to get a base salary as well. A commission only structure can greatly motivate employees to make sales, yet if they only receive pay for making a sale, an employee might not feel that they need to come to work if they can’t rely on a sale that day. Base pay can make an employee want to choose that job because it can lead to job security (Motivating, 2011). A good mixture of both a base salary, as well as a commission structure will provide the best motivation for a sales person as far as compensation goes. Compensation is not the only thing to goes into motivating someone in the sales force though. Employees also want to gain recognition for results that they have achieved. Rewards don’t always have to be financial for every member, yet can still be a great motivator. Employees will probably work hard to get good results if they were to know those results could send them on some sort of trip, or even just to a nice event outside of the work place. Some employees find intrinsic rewards to be a huge motivator as well though. An employee having their name on an internal leader board might be enough recognition for that employee (What Motivates, 2011). Employees also want to feel that they fit in with the...
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