Managers are continually challenged to motivate the workforce to do two things. The first challenge is to motivate employees to work towards helping the organization achieve its goals. The second is to motivate employees to work towards achieving their own personal goals (Nancy, 2017). Meeting the needs & achieving the goals of both the employees and employers is often difficult for managers in all types of organizations. In the telecommunication sector, which I work, this is often more difficult because of the operational nature. Because it is an essential service, the workforce must be available 24 hours a day, 365 days a year.
Motivation, as defined by Randall and others in 2006, is the process of giving employees a reason or enticement to undertake or achieve a specific target or task, and it is a feeling of enthusiasm, interest, or commitment that brings comfort about themselves and their employment. Motivation and job satisfaction are two important factors for a success of an organization as they encourage employees to exert maximum effort in order to meet its goals (Rahman et al. 2018). Due to a lack of exploitation of skills and abilities, a lack of opportunity and challengers, and an unsatisfactory leadership style or policies in the organization, certain employees tend to produce low potential in their work environment (Al-Madi et al. 2017).
Figure 1.0 : What makes for a happy employee?
(Susan, 2021)
As per the Figure 1.0, Ideally, the work culture consists of an environment in which employees are trusted, treated like the adults they are, and not micromanaged. Employees are entrusted with the values, vision, mission, and strategic framework within which they're expected to do their jobs.
Other than the general theories, there are so many ways to motivate employees & get their maximum to increase the performance in an organization.
Make the workplace a pleasant place to be
Employees spend a more time of their lives to working in offices (Rothberg, 2005). Therefore, organizations must keep the working environment as look like friendly and appealing as possible.
Listening to employees
One of the biggest motivating factors for employees is the feeling that their wants and needs are heard at work. This doesn’t mean that every request is granted but listening to what employees have to say is key to motivation. Whether an employee has an idea for a new process or new ideas for their position, however unrealistic the ideas may be, just listen. People like their voices to be heard and if they are continuously blocked by managers unwilling to listen, they may reach a point where they don’t care about the organization and aren’t willing to work hard (Dugguh,2014)
Acknowledge employees’ achievement
Everyone wants to be recognized for something they've done, whether it's a professional or personal accomplishment. The acknowledgement of a job well done coming from upper management will mean more to an employee than we think. Leaders always try to give credit when credit is due ( Adrian, 2020)
Rewarding employees
The awards must be relevant, and they must be provided for an action that the manager wants other employees to repeat. To be meaningful, a reward should be tailored to the one getting it, and it should be well-thought-out. If a person knows the award is emotional and intended for them, it will mean more to them. Employees should not be rewarded simply putting in a good effort, but rather for doing an outstanding job on a project or task. It's also crucial to acknowledge the staff who labor behind the scenes and in the background. The organization would not be able to function without these individuals ( Adrian, 2020)
Care about employee’s future
A manager that shows interest and involvement in the future of their employees does wonders for motivation. Creating opportunities for employees to move up within the organization as well as encouraging continuous growth and education. Employees feel valued and important when they feel their manager really cares about where they are headed within the company and in their career. Acting as a mentor and advocate will build trust and motivate them to think about their future with your company. (Andrew, 2005)
Encourage creativity
A new generation employees have innovative techniques and it will encourage to make creativity of work environment with effective and efficiency (Govindaraju, 2018)
Offer flexible scheduling
Technology has changed the way businesses operate, and it has also changed the way we work & the way we can work. If employees are able (and expected) to check work email on their phones or finish projects on their laptops at home, it’s reasonable for them to want a similar flexibility from their employers when it comes to scheduling. Therefore, whether it’s a work-from-home opportunity or flex time, offer various scheduling options if the organization wants to be viewed as a progressive employer and attract top talent. (Andrew, 2005)
Video 1.0 : How to Motivate Employees to Work Harder
Supervising people generally order employees to do what they should be done to increase the performance in the organizations. However, Video 1.0 illustrates that organizations can get more outcomes by listening to their employees and changing the operational culture accordingly.
References
Adrian, G. &. C. E., 2020. Leading with
Gratitude: Eight Leadership Practices for Extraordinary Business Results. 1
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Andrew, E.
C., 2005. Sabbaticals and Employee Motivation: Benefits, Concerns, and
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Dugguh, S.
I., 2014. Using Motivation Theories to Enhance Productivity in Cement
Manufacturing Companies in Nigeria: An Overview. The international Journal
of Social Science, 20(1), pp. 35-39.
Govindaraju,
N., 2018. The role of traditional Motivation theories on employee retention
NithyajothiGovindaraju. International Journal of Arts, Humanities and
management studies, 4(6), pp. 95-97.
Madi, A. F.,
2017. The Impact of Employee Motivation on Organizational Commitment. European
Journal of Business and Management , 19(15), pp. 134-137.
Nancy, H.
S., 2017. Introduction to Health Care Management. 1 ed. Landon: Jones
& Bartlett Learning.
Rahman, M.
H., 2019. Impact of Motivation and Job Satisfaction on Employee’s
Performance: An Empirical Study. Asian Journal of Economics Business and
Accounting, 10(4), pp. 2-9.
Randall, J.,
2006. Is it Really all about the Money?: Motivating Employees in the 21st
Century,. ournal of Undergraduate Research at Minnesota State University,
Mankato,, 6(1).
Rothberg,
G., 2005. The Role of Idea in the Managers Workplace: Theory and Practice.. Pakistan
Management Review, XLII (4), pp. 48-73.
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