...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 month board, or even starting an employee appreciation day. Appreciation for all the hard work that an employee is doing should be shown immediately and will not go unnoticed. Even a “thank you” note will show the employee that he or she does notice the work he or she is doing. Managers that notice even the smallest achievements will encourage more participation and will motivate his or her...
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...continues to evolve in today’s society and manager’s today are facing many new challenges that did not exist before when they are looking to motivate their employees. Historically, monetary incentives and gains were the best ways at making employees loyal. If you offered a person a good salary at their position with a promise of job security and the potential for progression through the company, you could get the work quality and efficiency that was necessary. However, today’s employees are a bit more complicated than that. When looking to motivate an employee in today’s workforce, taking into effect their personal morals and values may be just as important as any monetary gain you can offer them. Before you can motivate an employee, you must take time to find out what it is they are looking for while working for your company. Motivating employees to work to the best of their abilities is a key element to a successful company, and taking the time to ensure every employee is motivated is essential. Employee motivation will always be a difficult task, however the process of employee motivation has definitely evolved over time. The challenge now is to drop the mindset that money will always be the answer to employee frustration, managers must become more creative in their approaches to motivation. Before focusing on what needs to be done to motivate employees today, a manager needs to understand the concept of motivation and how it is applied in the workplace. Motivation is the driving...
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...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 that did not have any feelings involved. In earlier days managers probably were...
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...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. Today, most companies and organizations want to know how to motivate employees in the workplace, so they can work with the zest and increase efficiency and productivity. Moreover, when there is a lack of motivation in the...
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...Employee Motivation: “Give Me A “M”! Give Me An “O”! Give Me A …!” An effective manager has the responsibility of motivating their employees to prevent the weakening of employee morale causing a complacent attitude towards their job resulting in a loss of productivity. Unlocking the secret of employee motivation has been the focus of numerous studies beginning with the Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932. This study began the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers. This study found employees are not motivated solely by money and employee behavior is linked to their attitudes (Joe). After 77 years of studies employee motivation is still somewhat of a secret. Motivation is linked to personal values and desires; it is a very complex and personal issue. What motivates one person is completely different from what motivates another; if a person values money, chances are financial rewards will produce their best performance. On the other hand, if a person values praise, that will be their motivating factor. Many managers believe they have the power to motivate their subordinates by giving endless motivational talks, offering financial rewards, constant praising, or providing a comfortable environment. These managers don’t realize motivation is not “one size fits all”, but an individual need or desire that must be “custom fit.” Stephen R. Covey stated, "Motivation...
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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...
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...sometimes they say it in their daily live, but do you know what is the meaning of motivation? Motivation word come from Latin word movere which mean to move and motivation is concerned with what activates human behaviour, what directs this behaviour toward a particular goal and how this behaviour is sustained ( Rue and Byars, 2000). In motivation have a many theory such as equity theory, reinforcement theory and goal-setting theory (Williams and McWilliams, 2010,p.261), but in this chance I am only discuss about reinforcement theory. May be many people have not hear about reinforcement theory but reinforcement theory can be compare with motivation to motivate someone especially employment and students , because they have a relationship. Do you know what is reinforcement theory? Reinforcement and reinforcement theory is not a same where reinforcement is the process of changing behaviour by changing consequences the follow behaviour (Williams and McWilliams, 2010,p.268) while reinforcement theory is a theory that states that behaviour is a function of its consequences, that behaviours followed by positive consequences will occur more frequently and that behaviours followed by negative consequences, will occur less frequently (Williams and McWilliams, 2010 p.268). In this essay the question of define of motivation will be described. The matter of how reinforcement theory can works and how reinforcement theory can be used motivate will be explain in this essay. Additionally, an...
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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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...productive things get done within work organizations. Since motivation influences productivity supervisors need to understand what motivates employees to reach peak performance. Managers need know how to motivate other people in order to work more efficient. There are numerous ways to motivate a team of employees and there are certain parameters that are needed to implement these techniques. In this paper I will be describing three techniques used in today’s growing economy and how they are used: the two-factor theory, the equity theory and the goal setting theory. There are several ways to motivate employees but these are my top three choices. The two-factor theory is widely used in today’s business’. This theory is based on the likes and dislikes of the employees. The first being satisfier factors, which what the employee like about his job. Tthe second being hygiene factor, which the employee doesn’t like about their job. With both of these theories an employer can focus in on what policies are needed and/or revamped. According to Frederick Herzberg these theories focus in on what the employee takes from his job and then gives back. It focuses in on positive reinforcement by likes and dislikes of the employee. Many have critized this theory because of it ways in on method bound and sometimes difficulty to replicate. It gives the employee a...
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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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...your own words define the meaning of employee relation. In my own words employee relations is the way of communication being formed between the employer and employee to address, resolve or prevent conflict within the employment relationship. Task2 In your role as a manager, how can you encourage good employee relations between you and your employees? • All employees are treated fairly and diversity is valued and respected • Staff are encouraged to develop new skills. • Initiative and innovation is encouraged • Managers understand the need for employees to balance personal and business needs Task3 What effect might good employee relations have on; a) Your business? b) You? c) Your employees? Good employee relations can help organisations to react more quickly to competitive challenges and to achieve better performances from its employees.alternatively it can also be beneficial to have a good employee relations in order for the employees and employer to have a good way of communicating as this will be one of main things that will be needed in order to have a good employee relations, managers should always try and communicate with employees and listen to what ideas they might be offering in order to help the organisation grow. Task4 What skills do you possess that help you to promote good employee relations in your workplace role? Are there other skills that you could develop that would assist you further? How might you attain those required skills? Some of...
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...Motivation Questionnaire > Employee Motivation Report Name: Sample Report Date: 12 August 2009 Employee Motivation Report Introduction This report describes the factors that are likely to have an impact on Sample’s motivation at work. It provides a high level summary of Sample’s motivators and demotivators followed by more detailed information on what is likely to motivate and demotivate Sample at work including tips and suggestions on how to keep her motivated. This report is based on Sample’s responses to the Motivation Questionnaire (MQ). The accuracy of this report depends on the frankness with which she answered the questions as well as her self-awareness. This report has a shelf-life of 18-24 months and should be treated confidentially. If there are major changes in Sample’s life or work she should complete the MQ again. Summary Sample’s key motivators and demotivators are summarised below in priority order. Typically, focusing on areas that are highly motivating or demotivating is most effective. To maximise the value of this information it is important to confirm with Sample what motivates her, and to discuss with her the impact of this in her current or future role. Highly Motivating Autonomy Personal Principles Personal Growth Interest Highly Demotivating Moderately Motivating Achievement Material Reward Progression Ease and Security Competition Commercial Outlook Recognition Flexibility Affiliation Status Power Moderately Demotivating ...
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...Seven Ways to Motivate Top Talent in De-Motivating Times August 9 2012 by Brad Remillard So how do you motivate your top talent to achieve the company’s goals? How do you keep them from contacting recruiters? How do you keep them passionate about coming to work? How do you keep them engaged day after day? The answer to all of these is “culture.” Even in difficult times top talent, by definition, will always rise to the occasion. They will always strive to be the best. If they don’t, they aren’t top talent. However, even top talent can burn out, get frustrated, not see the light at the end of the tunnel or wonder if they are really contributing. It is the role of all CEOs and managers to ensure these things don’t happen. There seems to be a consistent theme as to what great managers do in difficult times to hold on to and even attract top talent. The following are seven areas managers must focus on to ensure they keep their top talent motivated: 1) Companies must have a performance based culture. Even in difficult times there must be clearly defined goals for the company. These goals must cascade down to your top talent. They must have quantifiable objectives that motivate them, so when reached, they feel a sense of accomplishment. Providing specific time based goals with achievable results clarifies exactly what is expected of your people. Your best talent will embrace the goals and not stop until they reach the goal. Employee engagement is critical to retaining your...
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...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 and not valued. Individual goals that are aligned to the organization’s mission and strategies help reinforce the value of what an employee...
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...jobs that motivate," nd). There are five important job dimensions, skill variety, task identity, task significance, autonomy, and feedback ("Designing jobs that motivate," nd). A learning organization is one where employees continually expand their abilities to create desired results (Smith, 2001). Designing jobs must start with the review of information views. Systems thinking are the theoretical framework which provides information to help understand factors that are involved in change allowing for clearer understanding of how to facilitate the process (Smith, 2001). With organizations facing falling reimbursements and climbing costs for services, they face the hard decision of doing more for less. Process of Job Design The redesign of an organization has several steps. The first step in the organization design process is designing principles that would be applied to certain situations ("Application of principles," nd). The ideas surrounding the first step are skills, abilities, needs, and motivation. The design team will help to formulate an acceptable model of the employee behavior ("Application of principles," nd). Job enlargement is when the number of tasks that an employee performs is increased. However, the tasks are kept at the same level of difficulty and responsibility ("Designing jobs that motivate," nd). They theory with job enlargement is you can reduce boredom by giving employees a larger variety of jobs to be done ("Designing jobs that motivate," nd)...
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