MOTIVATION TECHNIQUES IN WORKPLACE

How are employees affected by different motivation techniques in the workplace?

Abstract

Employers have always remained an integral part of human resource management functions. Employers tend to play an important role in motivating their subordinate employees. The prevailing competition among the retail sector companies has had profound positive impact employees. Now, companies are moving towards implementing such training facilities and policies that can cater to the needs of employees, who tend to perform beyond their capacities. That is why there exists a gap between levels of motivation among employees, working in different capacities. It is a fact that employees showing good performance tend to get both compensatory benefits and non-cash incentives. This practice continues in every organization let alone the one which is playing in the retail sector. It is a fact that without motivation, employees will not do what an organization expects from them. If an organization wants to motivate its employees, the management should come up with effective motivation plan.

Table of Contents

Abstractii

Introduction1

Background of the Study1

Problem Statement2

Research Question2

Literature Review2

Intrinsic and Extrinsic Motivators: Frederick Herzberg5

Employee Motivation techniques7

Measuring Performance9

Compensatory rewards10

Non-cash incentives11

Gain Sharing with Employees11

Comparison of Motives12

Labor Productivity12

Monitoring Costs13

Wage Flexibility14

Planning of Administrative Costs14

Discussion15

Recommendation16

Conclusion16

How are employees affected by different motivation techniques in the workplace?

Introduction

The concept of motivation revolves around three pillars, which include intensity, direction, and persistence. Motivation forces an individual to engage in a work process that serves as a goal. Attaining a set goal provides satisfaction to that particular individual (Thomas, 2006 pp.56). There are two major types of motivation. One is intrinsic motivation and the other is extrinsic motivation. Three factors can entice an individual to motivate himself and go for goal attainment. These factors are interest, challenge, and personal satisfaction, which form the basis of intrinsic motivation.

Background of the Study

Motivation is an internal drive to satisfy one's unsatisfied needs and is commonly used in management of enterprises to make employees energetic for creating profits for the company. Businesses today encourage their workforce to work in teams as part of the management policy to ensure greater commitment, participation, recognition and motivation. The retail business is the fastest growing industrial sector in Britain today. Experts anticipate that in the next five years, the retail sector will experience a growth of around five percent (Wright, 2004, 55). Currently, the retail sector accounts for £325 billion in revenue with 11 percent of total British workforce working in this ever growing sector (White, 2008, 29).

According to (Wright, 2004, 55) developing and maintaining a motivating relationship between employers and employees within organizations is especially important. As boundary spanners, employers must work through critical horizontal and vertical ties on which their departments or organizations depend (Weisbord, 2007, 89). Given the complexity and uncertainty involved in managerial work and the mutual compromise it involves, effective working relationships within organizations and specifically between employers and employees are critical (Thomas, 2006, 56). With regards to organizational effectiveness, employers not only need to develop a motivating relationship with their employee's, they must also deal with the issue ...