EMPLOYEE MOTIVATION

Motivating Employees to Improve Performance

Motivating Employees to Improve Performance

AC 1.1: Definition of motivation

Steers, Mowday, and Shapiro (2004) emphasize the importance and criticality of motivation. They explain that motivation is central from both a practical and a theoretical perspective to effective management intended to enhance the performance of the employees. “Managers see motivation as an integral part of the performance equation at all levels, while organizational researchers see it as a fundamental building block in the development of useful theories of effective management practice” (Steers, Mowday & Shapiro, 2004, pp. 379 - 387).

AC 1.2: Factors that may affect motivation levels in the workplace

Effective Strategies for Enhancing Employee Motivation

When employees feel that their higher authorities are more concerned about the work as compares to them, they may feel insignificant. Likewise, when an employee feels that his higher authorities are as concerned about him as they are about the work; he is far more likely to exhibit conviction which is a fundamental characteristic of organizations with flourishing outcomes. Moreover, when managers take the time to create this sense of trust among employees, they acquire valuable insight into what motivates each employee. What motivates one person may do nothing for another; therefore care must be taken when selecting an appropriate strategy for enhancing motivation among the employees.

Some effective mechanisms which can be adopted for motivating the employees of an organization and to identify the aspects which motivate them have been mentioned below (Amabile & Kramer, 2011, pp. 24 - 31);

Effective Leadership Skills

In an organization where a leader offers five compliments for every constructive criticism, without mixing the two in one conversation, the employees feel more motivated to increase their performance. On the other hand, employs feel uninspired in an organization where the leader criticizes in public and appreciates in private only. Such a leader uses responsibility and advancement as awards, for example, by introducing a scenario according to which a high performer is worthy of more responsibility and the respect which comes with it. Moreover, as a leader, an individual should become a true inspiration and be the first to meet (and exceed) the standards set for others.

The Acknowledgement and Recognition of an employee's Efforts

Those employees who are praised and recognized are significantly more likely to produce results which ultimately serve as a better strategy to motivate and retain employees.

For example, a physiotherapist working at a hospital which assures the development and establishment of a healthy recognition culture flourishes more when he feels that his needs for recognition are being catered adequately which inspires and makes him feel appreciated and motivated for his work.

Day-to-day recognition

Ideas here include handwritten notes, small gift certificates, flowers when appropriate or fruit baskets. Elton and Gostick call these "low-cost, but high touch" recognition. These tools may seem overly simplistic. But, given the hectic pace of today's businesses and the demands on the limited time, it becomes virtually impossible to know when an employee was last acknowledged, and what every employee's preferred form of recognition is, ...