This is a dissertation abstract on Employee Motivation:
Why study motivation? To state it simple you need to know motivation to be a better leader to accomplish your business goals. Employees are like sheep you need to lead them to accomplish the mission. It is much easier to lead a group of individuals when they have a vested interest to accomplish it. You create that interest through motivation.
The key to a successful organization in many ways is motivation. It is one of the most difficult tasks that a manager faces because everyone is different. The methods that are used to motivate employees must be tailored to fit each one. Every organization should have motivation plans in placed to show how they value employees. Some of the most effective ways for managers to motivate staff include giving praises, recognition and positive feedback. Motivation is the responsibility of all supervisors. The purpose of this dissertation is to propose a motivation plan that can be used to implement in any organization to build commitment to the companies goals from employees.
Tying in the companies goals together with the employees individual goals is what a supervisor strives to accomplish. To work together towards the organizations goals managers must offer employees something of value that will put the charge in their step. Their main objective should involve increasing performance through self-motivation, rather than having to use external motivation such as conditions of service.
Motivation should be built into the organization system so supervisors will have the opportunity to communicate and motivate staff on their performances through evaluations or words of praise. “Managers must be able to recognize individual differences, match people to jobs, use goals and ensure that goals are perceived as attainable, individualize rewards, link rewards to performance, and check the system for equity.” (Robbins, 2001) The supervisors show employees how to fulfill their needs while accomplishing the goals of the organization. Motivated employees are happy, committed, and productive.
One of the first things that must be done is an assessment of the motivation issue. Management must assess how to motivate the staff and to determine if there are signs of de-motivation. If the assessment shows serious/critical signs of de-motivation, an action plan needs to be implemented. The question that is probably most often asked by managers is “How do I motivate people at work?” To answer that question discusses with the staff on what their work goals are and how they feel it should be accomplished.
Constantly provide feedback on what staff has done well and where improvement is needed. Always encourage the staff to express their views on their performance. Continually evaluate the staff’s performance throughout the appraisal period rather than focusing on periods where their performance was particularly good or bad. Provide all the tools necessary and consider the training and/or development needs of staff.
Individual basis motivation can be achieved using worthwhile work, power of acknowledgement, and personal credibility. People need to know that what they are doing has a meaning. This can be accomplished by delegating tasks that challenge the skills and abilities of staff. Giving staff full responsibility of a task from start to finish and then let staff know the “why” to a task. Also let the employees know the impact of the result of their work while explaining the company’s visions and goals of the organization.
The power of acknowledgement addresses the issue of recognition. A word of encouragement or a sense of respect can go a long way in motivating someone. This power can be used by encouraging the staff and praise them when something is done right. When you see performance improvement recognize quality performance of individual team members and thank them personally and give credit to team members for their assistance to your achievement. Show appreciation for the value of risk-taking even if it ends with mistakes. An employee needs to see that you are behind them.
Personal Credibility deals with supervisors providing an open environment in which employees feel comfortable to make suggestions. When this environment is achieved, loyalty and commitment from employees is achieved. Managers must then personally abide by the rules and laws of the organization, be a role model for team members. A manager needs to be a motivated manager and be brave enough to admit when they are wrong. Speak positively all the time and be organized with a open mind to suggestions and opinions.
Managers have a responsibility to make the environment motivation friendly. This can be done through people. Accomplish this by giving people work that demands their best and opportunities to learn while keeping team members informed of new developments. Encourage problem solving instead of faultfinding disagree, but never say, “you’re wrong”. Deal with mistakes constructively and be ready to coach team members like recommending training courses for team members. Show you care by going to team members’ desk instead of asking them to come to your office when providing feedback.
Motivation is about communication, working together, sharing common goals, knowing one another and helping one another do a more meaningful job. The end results of motivation are employee loyalty and longevity, desired behaviors and performance and employee accomplishments. It is a mental challenge to set your mind for the improvement of staff motivation. The employees depend on us as managers to look out for them.
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