The following are ways of motivating employees at the work place: * know their different needs: know the different needs of your employees. each employee have got his own needs that may be much different than the needs of the others. An employee wont get motivated unless you make him realize that his job can help him satisfy one of his important needs. For example people who work for money will never get satisfied by empowerment or promotion compared to increasing their salaries.
Type A’s will hate work that consumes a big amount of their precious time , a Type A person may enjoy a boring repetitive task that takes less time compared to a creative task that takes more time. people who work for job satisfaction may not be satisfied by increasing their salaries compared to the satisfaction they will get when having a satisfying job. One of the main tasks of your Human resources department should be assessing the different needs of your employees in order to know how to satisfy them all using the least cost.
Properly assign tasks: If the human resources department did a poor job in assigning the right person to the right place then employees may lose motivation. After all someone who is over qualified for a job or who feels that he deserves better than his current position will not be motivated to work. * employee appraisal : Employee appraisal is very important, it anchors the the reward the employee gets to his good performance and so it motivates him to do his best. Again appraisal should be done according to the employee’s needs and not according to the company policy. meet his expectations: if the employee did something good and expected something in return then got less than what he expected he may lose motivation.
Make sure to assess the expectations of your employees in order to satisfy them. * provide a way for relief: if your employees work for 8 hours and if you know that it only takes 6 hours to finish their work then what’s the point in disabling chatting programs, web browsing or any other method that provides a relief? some other factors that could prevent motivation of employees there are some other reasons that could prevent motivation of employees like job insecurity, being pessimistic about the future of the company or loss of hope of being promoted or of getting a salary increase.
If any of these factors are present then make sure to do your best to get rid of them in order to motivate your employees * let them set goals: goals and plans are one of the very strong motivating factors. when your employee feels that he is moving towards achieving a certain goal he may get more motivated. now that an employee should set his own goals else he may not be motivated to achieve a goal that is set to him by someone else. * remove other irritating factors : provide good lighting, fast computers and good air conditioners. Although those factors wont increase motivation still their absence could reduce the motivation levels of your employees. 2knowmyself is not a simple article website nor it’s a place where you will find shallow fixes, but it’s a place where you will find effective techniques that are backed by psychology and that are presented in obvious and understandable format.
If you think that this is some kind of marketing hype then see what other visitors say about 2knowmyself. The book How to make someone fall in love with you was released by 2knowmyself. com; the book will dramatically increase your chance of letting someone fall in love with you. Financial Reward Many people work to provide housing, food, clothing and entertainment for themselves and their families. Works allows people to live. Some workers will dedicate greater time and effort for the opportunity to increase their pay through raises, bonuses or promotions.
Others may be happy to accept a less competitive pay package in exchange for doing work that they enjoy. Benefits like health care and retirement packages can also fit in this category. The cost of having these benefits outside of a work context can be prohibitive. Maintaining these benefits motivates many employees to stay with a business and do well in the organization. Personal Satisfaction One of the first pieces of job advice most people hear is to do something that you love. Workers that enjoy their jobs look forward to going to work, stay engaged during the day and show dedication to the business.
Not everyone has the opportunity to be involved with a business that is an absolute passion, but a business owner can provide a supportive workplace where employees feel valued and rewarded. This kind of positive working environment fosters job loyalty and keeps employees happy and motivated. Flexibility Offering employees flexibility in their work can help keep them on track and motivated. Flex-time that accommodates family schedules, vacation days, holidays and a work-from-home option are all powerful incentives. These perks can be given as bonuses to employees that meet certain goals or expectations.
Flexible scheduling also opens up the potential to hire good employees who can’t work a traditional 40-hour week in an office due to family or other reasons. Employees appreciate being able to have a life outside of your business. Being supportive of that can be strong motivator. Impact Workers like to know that what they do has a positive impact on the people and world around them. This may be as simple as bringing a smile to a customer by selling them a fashionable shirt or fixing a plumbing problem in a customer’s house. Center your business around providing topnotch customer service.
Happy customers help to make employees happy and keep them motivated. The reward of customer appreciation can go a long way to keeping employees interested in their work on a day-by-day basis. Recognition Many employees work in relative anonymity. Recognizing employees for accomplishments such as finishing a major project, reaching sales goals or providing excellent customer service can be an important motivating factor. Set concrete goals for workers to strive for and offer rewards for reaching them. This could be in the form of a good parking place for the month, a certificate, a bonus, a gift card for a dinner or a promotion.
Some businesses conduct meetings where employees are recognized for good work in front of their peers. This can help motivate all the workers in the business to strive for success. Recently, a friend showed me the results of a survey of employees around the world. When it comes to what motivate staff to give their best at work, the following Top 10 motivating factors were identified: 1. Appreciation or recognition for a job well done 2. Being in the know about company matters 3. An understanding attitude from the management 4. Job security 5. Good wages 6. Interesting work 7. Career advancement opportunities 8. Loyalty from management 9. Good working conditions 10. Tactful discipline It seems that, in Asia, not enough emphasis has been placed in these areas. Some of these factors are self-evident. However, some need elaboration to clarify what employees are really looking for and what business owners and managers can do to make these factors happen. Appreciation or recognition for a job well done Recognition is not only to make employees feel good about their work and accomplishments. That is only a by-product.
We recognize and praise because we want to reinforce a particular effort or result that helps the business. The more these specific behaviors are recognized, the more frequently an employee will repeat them. This is the other side of the coin of why we discipline employees. It’s because because we want to discourage specific behaviors that do not add value to the business. In Asian cultures, many bosses and managers do not receive recognition or praise in their upbringing, and have perpetuated the myth that appreciation is not an important aspect of job.
The typical view is that there’s no need to recognize or praise employees for doing the job they’re supposed to do well. That’s what the paycheck is for! These bosses have had no positive role models in their work experience that reinforces appreciation, recognition or compliments for a job well done. But in today’s global marketplace, desire for such positive work experience is becoming more and more a reality. Being in the know about company matters People want to feel that they are part of something bigger than just their job.
It is the difference in coming to work in order to receive a paycheck or coming to work in order to help the organization be successful. Believing in something larger than the job is a key ingredient for employee engagement. Try to include employees in discussions or communications about these topics: * Current and new products/services offered * Key customers and their needs or expectations * Financial position and or results * Key projects and their status * Market/economic trends and issues * Current company goals * Future plans
Being in the know in these areas not only helps employees feel informed; the information actually helps them to make the best possible decisions in their daily activities. Often, management would view an employee as making wrong decisions, when the truth is that the employee made the best possible decision based on the information he or she has. An understanding attitude from the management This factor filters down through factors 4 to 10. For instance, an understanding attitude should be reflected in the way an employee receives correction and discipline (tactful discipline).
The same can be said for displaying loyalty to your employees (loyalty from management). In addition, making work interesting and planning a career path for them would demonstrate that a manager or supervisor has taken into consideration an individual employee’s strengths and talents prior to assigning the work (interesting work, career advancement opportunities, good working conditions). The true opportunity for every manager or supervisor in this area is actually in everyday conversation and interaction. It is during these times that an employee determines if you truly care and understand.
Are you courteous, respectful and enthusiastic enough? The key lies in how available you are when your staff encounter problems – not just work-related. How you approach work-life balance would determine how understanding an attitude you have towards your emplyees. Good wages As you can see, good wages isn’t top but middle on the list. Money is typically not a motivator at all. It becomes a real motivator only if an employee is not making enough money to meet his or her basic needs. If this is the case, the employee will do what is necessary to survive. Determine a compensation strategy for your organization before it becomes a survival need.
Think and communicate in terms of total compensation. Include benefits, time off, bonuses, profit sharing and any other program you have in your organization that relates to compensation. Make certain your people know and understand every aspect of their compensation plan, not just what they take home at the end of the month. Whenever possible, base compensation on performance, not seniority. Pay people what the position and their performance is worth. Don’t wait until they have received a better offer before you are willing to do that. Give them the respect they deserve.
Ultimately, you should aim to provide more than just a paycheck to your employees. If all your business means is a source of a paycheck, any comparable paying job will suffice. Provide them with challenges, opportunities for development and advancement, recognition, prestige, and a place that they can feel proud to work at. Definition Motivation in management is the process through which managers build the desire to be productive and effective in their employees. Motivation is the internal condition that activates behavior and gives it direction; and energizes and directs goal-oriented behavior.
The term is generally used for human motivation but, theoretically, it can be used to describe the causes for animal behavior as well. This article refers to human motivation. According to various theories, motivation may be rooted in the basic need to minimize physical pain and maximize pleasure, or it may include specific needs such as eating and resting, or a desired object, hobby, goal, state of being, ideal, or it may be attributed to less-apparent reasons such as altruism, morality, or avoiding mortality. The definition of motivation is to give reason, incentive, enthusiasm, or interest that causes a specific action or certain behavior.
Motivation is present in every life function. Simple acts such as eating are motivated by hunger. Education is motivated by desire for knowledge. Motivators can be anything from reward to coercion. The term ‘motivation’ has its origin in the Latin word “mover” which means to “move”. Thus, motivation stands for movement. One can get a donkey to move by using a “carrot or a stick”, with people one can use incentives, or threats or reprimands. However, these only have a limited effect. These work for a while and then need to be repeated, increased or reinforced to secure further movement.
The term motivation may be defined as “the managerial function of ascertaining the motives of subordinates and helping them to realize those motives”. Motivation is that internal drive that causes an individual to decide to take an action. There are several motivation factor for the employees including biological, intellectual social and emotional factors. The best way for employers to figure out how to inspire employee motivation at work. To create a work environment in which an employee is motivated about work, involves both intrinsically satisfying and extrinsically encouraging factors.
Motivation is the combination of fulfilling the employees need and expectations from work and the workplace factors that enables employee motivation. Many contemporary authors have also defined the concept of motivation. Motivation has been defined as: the psychological process that gives behavior purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, ; Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993).
For this paper, motivation is operationally defined as the inner force that drives individuals to accomplish personal and organizational goals. Intrinsic motivation, described as a person’s desire to complete activities for their own benefit, typically causes people to take action without external encouragement or influence. Thomas Malone, a professor at the MIT Sloan School of Management, and Mark R.
Lepper, a professor at Stanford University, have studied attitudes and organizational behavior extensively. In contrast with extrinsic motivators that have a short-term impact, intrinsic motivators tend to produce a lasting impact. Companies provide financial payment rewards in exchange for the work they want done. However, creating an environment that encourages individuals to complete additional tasks only for the enjoyment and enrichment it gives them leads to more satisfying results for everyone.