Explaining Ways to Motivate Staff to Achieving Objectives – Part 1
Explaining Ways to Motivate Staff to Achieving Objectives – Part 1
Motivational theories attempt to explain what motivates people to behave as people do. Gibson (2010) sites that he motivational theories can be applied to the workplace to shed light into why some employees working hard or are more involved than others, which can lead managers to understand how to motivate each employee to perform at peak levels.
Step1 - Expectancy theory: Using the compensatory strategies traditional and innovative to take advantage of the expectancy theory. Expectancy theory puts forward the idea for each task, employees will be put forward an amount of effort commensurate with their perceived value of the compensation they receive. Employees who resist taking on the new duties of the position, stating "I'm not paid to do this," serve as an ideal example of expectancy theory at work (Andolsek et al, 2013).
Step 2: Incentives compensation tie directly into performance objectives to push employees to Excel. Give generous bonuses for the most efficient and use additional compensation to monetary intangible rewards to employees at a deeper level, seeking a deeper level of commitment to the objectives of the Organization.
Step 3: Employee Institute programs, recognition programs for employees and a corporate culture open to draw in acquired needs theory and positive. Acquired needs theory States that all people are fundamentally motivated by three needs, with a need to be always stronger than others (Price, 2000). According to this theory, all employees are unconsciously looking for personal fulfillment, social acceptance or power. Employee recognition programs can boost the self-esteem of the employees and the feelings of achievement (Burke et al, 2013).
Welcoming a culture of the company encourages employees to develop lasting friendships. Employee development programs are enabled workers strenuous positions of direction, to fulfill their ambitions.
References
Andolsek, D. M., Primozic, M., Stebe, J. (2013) Human Resource Managers and Employees 3rd ed. London. Cambrige University Press.
Burke, T., Ruel, H., Axinia, E., Arama, R. (2013) HR Professionals and Academics. The Future of Employer, 92 (5) 25-95.
Gibson, L. (2010) Human Resource Management Practices. A Study of the H.R Practices, 30 (4) 38-60.
Price, A. (2000) Principles of human resource management: an active learning approach. 2nd edition. London: Wiley-Blackwell Publishers.
Create a clear vision. Clearly communicate departmental objectives, and solicit input from your employees on what they can do to help achieve them. Make an effort to compliment each of your direct reports on at least a weekly basis.
ReplyDeleteSo true Shalomie 😊😊😊
DeleteInnovation is necessary to produce quality work. Only driven employees would put in the effort to find better methods to deliver quality output in the most efficient manner possible. The more engaged and motivated your employees are, the more it helps with reducing turnover.
ReplyDeleteA company with employee turnover as low as 1 percent a year is in danger of suffering from too little experimentation and innovation.
DeleteYou can only motivate and inspire your team if they know what they are working towards. Make sure your employees are aware of your vision and what your ultimate goals for the business are. This encourages everyone to work together to achieve better results. As well as this, regularly set clear and measurable goals that are framed by this vision so that you and your teams can track progress and they are able to see their success in a tangible way.
ReplyDeleteThere are several reasons why employee motivation is important.
DeleteMainly because it allows management to meet the company's goals. ...
Motivated employees can lead to increased productivity and allow an organisation to achieve higher levels of output. 🎯🏆🏆🏆
The best kind of companies are those where everyone works together cohesively. Encouraging and promoting teamwork boosts productivity because it makes employees feel less isolated and helps them to feel more engaged with their tasks. You can do this by regularly holding team-building exercises and opportunities for your team members to bond and get to know one another.
ReplyDeleteAlthough cohesion is a multi-faceted process, it can be broken down into four main components: social relations, task relations, perceived unity, and emotions.
DeleteImpetuses pay tie straightforwardly into execution destinations to push representatives to Excel. Give liberal rewards for the most productive and utilize extra remuneration to money related immaterial prizes to representatives at a more profound dimension, looking for a more profound dimension of pledge to the targets of the Organization.
ReplyDeleteYes Deeptha....should aware about those dimensions
DeleteA lot of research has been conducted over the years to identify the factors that have the most dramatic impact on productivity. While pay, fringe benefits, and working conditions are important, research has shown that absence of these factors produces a lack of motivation, but their presence has no long-range motivational effects. Long-range motivational factors are recognition of a job well done, sense of achievement, growth, participation, challenge, and identification with the company’s goals and vision.
ReplyDeleteBoth short-term and long-term goals can motivate and inspire us to be more productive and focused. ... 🎯
DeleteA problem that most people face with long-term goals is the difficulty or challenge to maintain focus and motivation; this is because these goals are far off into the future and take quite a long time to achieve🏆🎯
The Expectancy Theory of Motivation can be used to explain why people behave the way they do. As managers, this theory can help us to understand how individual team members make decisions about behavioral alternatives in the workplace. We can then use this information as an input for creating motivated employees.
ReplyDeleteThis proposes that an individual will behave or act in a certain way because they are motivated to select a specific behavior over others due to what they expect the result of that selected behavior will be.🌟
DeleteMost of companies that sadly fail to understand the importance of employee motivation.
ReplyDeleteWell said Piumaliii ☺
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ReplyDeleteWith motivated workers, works become much easier organizational goals can be achieved easily. A highly motivated workforce is not just a factor of productivity but also it may cause development in the environment of the workplace and creates highly satisfied and loyal employees.
Loyalty in the workforce has taken on a new meaning. ... Companies offering employee growth and opportunity will ultimately gain a sense of loyalty from their employees.☺
DeleteMotivation is a major factor which retain people in the organization. But it is not happening properly in srilankan organizational culture.
ReplyDeleteYes Pivithuru ☺ Many organizations failed to achieve that.
DeleteI think if we use to play a small motivational speak by a successful person everyday for the employees in the organization maybe they would start their day motivated. And it will surely effect the outcome.
ReplyDeletewoww ...😀 what an idea 😊
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