3. Strategies of Employee Motivation.
Many members have different reasons for going to work and performing well, and it's up to the leaders to make the most out of all of them. Money, whether in the form of salary raises or bonuses, is one of the most visible motivating tactics. However, they aren't always required or the best sort of incentive. Cash incentives may soon become anticipated and forgotten, especially if they are the only kind of appreciation employees receive (Mandell and Klein, 2007).
On the basis of collaboration Frequent, positive feedback given in a joyful, team-oriented setting makes a huge impact in employees' feelings of worth, whether or not they are paid (Bari, 2013). These workplace culture characteristics are a fantastic investment in company’s and employees morale. This is true even in a goal-oriented workplace. Strive to foster a fun, family-oriented environment where everyone is focused on accomplishing team goals (Yousaf, et.al, 2014).
Empowering Employees
Individuals in an organization are empowered when they are given autonomy, authority, trust, and encouragement to complete a task. Empowerment is intended to free the worker and make the task his or her responsibility (Pradhan, et al, 2014). It encourages workers to seek new ideas and provides them the authority to promote such ideas to empower them. Because traditional institutions and procedures are turned upside down, intrapreneurship is clearly not for the faint of heart. (Pradhan and colleagues, 2014).
In my organization, for example, the operational staff has four key discussions with the team leaders, team in charge, HR departments, and lastly the management team every month and every two months. to understand about their new perspectives on the benefits and drawbacks of the current process, as well as other tasks and administrative-related tasks in the organization, such as internal facilities, grievances, personal and team issues, and the developments they anticipate from the company.
Providing an effective reward system
Rewards are frequently used by managers to promote desired employee behavior. A reward is a favorable labor result that the individual values. People with contributions to the achievement of organizational goals are rewarded generously in organizations (Laakso, 2012). Individuals are rewarded in one of two ways.
1. Extrinsic rewards are given by another party. They are highly regarded outcomes bestowed upon someone by someone else, usually a supervisor or a higher-level management. Pay incentives, promotions, time off, special tasks, office fixtures, trophies, verbal appreciation, and other workplace examples are common. Extrinsic rewards provide a motivating stimulation that comes from outside of the individual in every situation (Khan, et.al, 2013)
2. Self-administered intrinsic rewards Consider the natural high that a person can feel after finishing a task. That individual feels good about herself because she has a sense of competence, personal growth, and control over her work. In contrast to extrinsic rewards, intrinsic rewards provide a motivating stimulation that is internal and does not rely on the actions of others (Khan, et.al, 2013).
The company must create an effective incentive system to inspire employee work behavior. There are four components to a successful reward system ( Ude and Coker, 2012).
• All workers' fundamental requirements must be met in order for rewards to be effective.
• Reward systems must be incorporated in the system and must be equivalent to those given by a competitor in the same field.
• Rewards must be offered to persons in similar positions and allocated fairly and equally ( Ude and Coker, 2012).
The whole incentive structure must be complex. Because everyone is different, managers must give a variety of benefits including as salary, time off, recognition, and advancement. Furthermore, managers should give a variety of opportunities for employees to acquire these prizes (Mikander, 2010). Many businesses have already responded by developing a plethora of compensation plans and incentive systems created by employee design teams, with incentives based on skill levels (Ude and Coker, 2012).
According to my firm, we select an employee of the month in each department to encourage great job production. Because it is an accounting business, all production workers have weekly and daily goals that must be met in terms of output and accuracy.
In addition, we choose the finest employee of the month from each-department related to team and provide him or her with an appreciation certificate. We have a pointing criterion for these letters, and management uses these points and letters for promotions and yearly pay increases.
When they meet business requirements, they can receive the usual pay with conventional bonus amounts, but when they maintain high output and accuracy levels as expected, we use an extra weekly incentive plan to motivate them.
References
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Dheerasinghe, R (2009). Garment Industry in Sri Lanka Challenges, Prospects and Strategies, s.l.: s.n.
Khan,I, Shahid,M, Nawab,S and Wali,SS (2013) Academic Research, savap.org.pk
Kaymaz,K (2010). Business and Economics Research Journal, acarindex.com
Laakso,L( 2012). theseus.fi
Mandell,L and Klein,LS (2007) Financial services review, warehouse.olc.edu
Mikander,C (2010). International Business, academia.edu
Pradhan, P, Thulasiraj, R. D, Kamlanabhan, R.D, T. J. and Muraleedharan, V. R (2014). Employee Empowerment, s.l.: s.n.
Tims,M and Bakker,AB (2010). SA Journal of Industrial Psychology, scielo.org.za
Ude, U and Coker, M. A (2012). Incentive Schemes, Employee Motivation and Productivity In Organizations In Nigeria: Analytical Linkages, s.l.: s.n.
Yousaf,S, Latif,M, Aslam,S and Saddiqui,A (2014) Middle-East journal of business, academia.edu
Agree with you, According to Dobre, (2013) almost all organizations is in a competitive environment, all organizations want to be successful. In order to that, the organization should create a strong and positive relationship with their employees and direct them towards goal achievement. In order to achieve their goals and objectives, organizations develop strategies to compete in highly competitive markets and to increase their performance. However, few organizations consider the human capital as being their main asset, capable of leading them to success or if not managed properly, to decline. If the employees are not satisfied with their jobs and not motivated to fulfill their tasks and achieve their goals, the organization cannot attain success.
ReplyDeleteThank you Lakshan, Mahesh. Evita (2011) emphasizes that a truly motivated employee workforce reflects a competitive organization with higher productivity, efficiency and quality with creativity along with happy workable environment, filled with positive energy. For this reason Mohsen et al (2017) considers such motivated employees as the engine of the organization.
ReplyDeleteAgreed with the arguments. There are internal and external factors that can directly affected to employee motivation. Once considering internal factors power, achievement and affiliation is considered and as external factors decisive, work conditions, wages and salaries have to be considered. Other than that, DICS Model (Decisive, Influence, Steady, Complaint) also in practice (Edlund & Nilsson, 2007).
ReplyDeleteAgree with you, one of major factors of employee motivation strategy is promises should be kept.
ReplyDeleteEstablish a culture of trust and consistency that is nurtured from the top down to keep staff motivated. Because you represent the organization as a manager, the promises you make can have a direct impact on employee engagement. Employees frequently fail to distinguish between promises made by a manager and those made by the company, which means that losing trust in one manager can lead to a loss of trust in the entire organization(Pardee, 1990).
As Kalimullah (2010) suggested, a motivated employee has his/her goals aligned with those of
ReplyDeletethe organization and directs his/her efforts in that direction. In addition, these organizations are more successful, as their employees continuously look for ways to improve their work. Getting the employees to reach their full potential at work under stressful conditions is a tough challenge, but this can be achieved by motivating them
ReplyDeleteWhile agreeing with your point, Additionally would like to mention motivational factors, These factors are hygiene factors and motivating factors. Hygiene factors will cause an employee to work less if not present. Motivating factors will encourage an employee to work harder. as per Ganta V.C (2014) Motivational classified into two factors as Extrinsic Motivation and Intrinsic Motivation
Agreed. In addition to empowering employees and providing an effective reward system, there are
ReplyDeletesome more strategies that can be considered for employee motivation as stated by Skilbeck (2019). They are setting goals to create meaning, celebrating milestones big and small, providing meaningful feedback, empowering problem solving and learning and following through on promises can be considered.
The discussion cleary highlights the importance of employee motivation through rewarding. Armstrong ans Taylor (2014) speaks of a reward system which contains both financial and non financial benifits. The article futher explains about non-financial benifits such as as, recognition, developing oppertunities and work environment.
ReplyDeleteAgreed to a certain extent that reward have an impact towards employee motivation. However, Armstrong and Taylor (2014) explains that, when things are done to or for people in order to motivate them, this is known as extrinsic motivation. Extrinsic motivators can have a dramatic and immediate effect, but they do not always sustain. Intrinsic motivators (those concerned with the ‘quality of working life') are more likely to have a longer-term impact.
ReplyDeleteAgreed with you, reward the desired behavior and make sure to not to reward undesired behaviors of employees, be sure with reward are given for the desired outcomes. Reward employees enhance the performance and motivate them (Shanks, 2012).
ReplyDeleteAgreed. High employee turnover increases cost on organizational resources, recruiting, and time when replacing open positions. Organizations’ competitiveness and winning results is based on the “Strategic intent” of getting all staff involved with the organization’s vision, goals, and objectives (Suryanarayana, 2010).
ReplyDeleteAgreed, and adding to your points While a person could be enthusiastic about a stimulus, her main reason for achieving something could be the fear of failure, the desire to distinguish herself from the others, the wish of acquiring knowledge, etc. The motivation of a person covers all the reasons for which he choses to act in a certain manner (Adair, 2006)
ReplyDeleteAgreed Danushkana,
ReplyDeleteFurther employees dissatisfaction is the key problem caused to decrease their motivation. Organization have to identify the place of employees stand on the Maslow’s need pyramid in order to motivate them (Robbins, 2001).
Agreed with you. further, employee motivation strategies are tactics and processes put in place to keep employees inspired, engaged, and interested in their responsibilities. Ways of motivating employees will vary by workforce, based on different work environments, work cultures, and industries (Lauren Dellarocco 200)
ReplyDeleteAmabile (1998) likewise argued that “not all motivation is created equal. An inner passion to
ReplyDeletesolve the problem at hand leads to solutions far more creative than do external rewards such as money.” Thus, to summarize, under SDT (self determination theory), an increase of one unit in extrinsic motivation and a decrease of one unit in intrinsic motivation do not offset each other.