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For Business Managers and Employers... Understanding the Dynamics of Motivation in the Workplace....
What Business Managers and Employers need to know about Motivation in the Workplace... understanding the dynamics for a more productive workforce. Unfortunately for many businesses today, many managers do not fully understand the effects that Motivation in the workplace can and will have on business. It
is vitally important that any business owner or managerial teams
understand and instill positive employee motivation techniques in the
workplace.  Whether your business is large or small, or you’re focus is on getting the best out of a select few of your staff or possibly just one individual... Everybody within the workplace needs some type of motivation at work. The approached to workplace motivation may be handled slightly different from each business; however the responsibility of its incorporation amongst the workforce generally lies within the immediate supervisors of staff. However, to insure the true workplace motivation benefits... it's in the best interest of business owners to initiate motivation as a strategy to achieve corporate goals. The purpose for this article is to guide you (business owner/manager) or managers, along the path to understanding the importance and effects of motivation by means of identifying key factors that identify the rate of motivation in your employees. Identifying these key factors are the direct links to each individuals needs, behaviors and attitudes as you will discover through-out the subsequent content. What is Motivation? Motivation…the force that compels us act: as a result our individual needs are being satisfied, thus creating the desire to stay focused and accomplish the task. Naturally our needs will vary from individual to individual;
as each one of us has our own personal needs that drive our motivation.
In
supports the statement that human motivation is more on the personal or
individual characteristic and not a one need will suit all as a
motivating solution. For example: employee
motivation in the workplace…there is strong miss-conception that nearly
everyone would instantly consider a higher salary as motivation. This... although partly correct due to the fact that some employees will be motivated by money... This assumption is also commonly wrong, because this reason does not satisfy others on a long-term scale. Motivation in the workplace can reflect productivity concerning both the quantity and quality of your business. Consider
this… if your business relies deeply on the effectiveness of your
production staff; to ensure products are manufactured to the numbers
that meet required weekly demands....and... Should
your employees lack in motivation and fail to produce finished products,
therefore unable to meet the demand; a large problem arises.... a
problem that could lead to
terrible consequences. Your greatest assets are your employees, regardless of how sophisticated or efficient your technology and or equipment may be; they can not compete with or replace the effectiveness and efficiency of your employees. Motivational Theory: Herzberg's Two Factor TheoryMotivation has been studied for many years…dating back earlier than the19th century. Through-out
this time there have been a broad assortment of motivational theories
produced from a number of theorists of who had compiled their own
conclusions as a result of their studies. One theorist Fredrick Herzberg's (1966) set out to research the outline of the main issues relating to motivation. During
1966, Herzberg interviewed a number of individuals from various
professions and at diverse levels to discover the following two things: What two factors created MOTIVATION at work ?What
was discovered and identified was…; workplace motivation factors that would provide
employees with incentive to work resulting in job satisfaction. These are also referred to as 'motivators'. Motivators increased job satisfaction of the employee and additional increased their competence. Factors identified that prevented job dissatisfaction; these factors did not create job satisfaction for the employees; these are also referred to as 'hygiene' factors. Identified hygiene factors, if left unsatisfied, had the effect of less desirable employee efficiency. Herzberg theory …he believed all factors fell into one of these categories; therefore having separate consequences. However
his research he was also able to conclude that several factors
could be categorized into both; even though each held a stronger
position if categorized in one. Click here for more on Herzberg theory How to Increase Employee Motivation...Increase Motivation and Managerial Actions Motivation
is achieved through various factors with different individuals;
therefore it is important that to identify and put into action the
“motivator” for each employee.
Will you offer a financial or non-financial incentive? This
of course will be dependant upon what factors motivate the staff member
but this may also be restricted by your companies’ budget…if an
increase in pay or bonuses are unattainable non-financial incentives
may have to be introduced. Undesirable effects….poor
pay may lead to dissatisfaction with the employees at work and
consequently any non-financial incentives will likely not be effective
for motivation. As a result it would be far more important that you find a fine balance between the two. More on employee motivation techniques a) Incentives of a Financial Nature… This
method of increasing motivation at work by way of financial rewards is most
commonly used when businesses rely on the quantity of the output from
its employees.
As
a result the motivator would be to produce as large amount as possible
in order to achieve a higher amount of pay: the catch is to ensure your
quality control is effective… Make certain the customer focused areas is not ignored in exchange for quantity.
These benefits can tend to be less expensive for the business to initiate and are often valued higher than wage increases.
However
you may also find that some people benefit from other people's work if
they are not pulling their own weight to help increase efficiency. It can be fair to say that profit sharing does not encourage motivation at work with all employees… Nevertheless it is highly effective in businesses with few employees... this... more or less because the employees are aware that their performance and contribution will make a difference; the increase in business profits is the evidence.
This
method for example….the employee’s salary will be up for review twice a
year and will be reflective on their value in the business with respect
to, the standard of which they complete tasks and or, on personal sales
records, achievement, and so forth… This should provide the employee with the incentive and motivation to complete tasks to a high standard and compel them to further stand out in the future in order to gain a higher salary: not to mention the fulfill the personal need of accomplishment and achievement…. b) Incentives of a Non-financial Nature…
Even if it did manage to have some short term effect; it is likely your Employees may also perceive factors other than money as prime motivators. Should you decide that non-financial incentives to be more effective in your business, you can get creative with the many forms of which they can be given.
Earlier we discussed employee appraisal in brief… this process can have a enormous motivator impact on employees; because they are aware they will be recognized for the value and contribution they add, or equally do not contribute to the business. This is an effective way to review each employee’s progress and achievements over a certain time frame. Also consider the motivators below to introduce in your business…these can also be seen as processes that may reduce job dissatisfaction... Job Expansion Job expansion involves increasing the job of the employees, having them perform further labor along the lines of the same nature to what they currently do. For example: allowing them to complete the entire task rather than just part of it. By eliminating the repetitiveness and removing potential boredom from the job or tasks; thus allowing the employees to complete the whole process, and additionally increasing their responsibility and sense of importance. Job Rotations
This method involves a change in the nature of the
employee’s job description from time to time. An example of this may be... you may offer the employee admin duties one week, advertising the next week, and back to their usual job of sales the week following; this sequence can ongoing. By doing so you can alleviate boredom with the employee, creating a more satisfying work environment and also increase motivation by encouragement of the achievement of increasing work related skills. Both the business owner and the employee gain from multiple skills training, this also gives the opportunity for potential feed-back and improvement ideas. Job Enhancement Job enhancement although somewhat similar to job expansion..., With this you can improve an employee's job by increasing their tasks to provide an elevated level of responsibility to the type of work they do. An example of this… they can be given the task of ordering equipment and organizing delivery arrangements, rather than just manufacturing the products. Not only will this develop their skill sets, but this will also provide them with increased responsibility and challenge.
Summary of Motivation in the WorkplaceNever underestimate the importance of motivation in the workplace..., without implementation of employee motivation techniques your business is at risk of enduring devastating effects from a lack of efficiency... your employees need workplace motivation incentive to perform tasks to a high standard and to fulfill required tasks on time. Workplace motivation is imperatively important...you must encourage your employees….give them something to work for…rewards for their higher levels of
performance and accomplishments…this is vitally necessary for the success of any
business.
Remember that motivation in the workplace will be different for everyone, as they will be compelled by different motivators; the majority of these factors are likely not money orientated: but rather they respond more effectively to incentives that offer individual recognition and achievement. So it would be in your best interest to determine what motivates each individual and then additionally determine whether a financial or non-financial incentive may be the answer. Workplace motivation analysis can be somewhat of a task ...determining what choice of motivating factors will be best suitable to motivate individuals, and equally that of those factors that will prevent job dissatisfaction; as some things do in fact increase the level of efficiency in employees by way of reducing job discontent but are not motivators themselves. It's fairly fair to say that workplace motivation begins with the elimination of discontent in your employees, before they can begin to be feel motivation at work, this is often thought to start with a satisfactory salary. Click here for more employee motivation techniques Also See Similar Workplace Motivation: motivation at work, employee motivation theories, employee motivation techniques, employee motivation article, work motivation, workplace motivation, sales motivation quotes, job motivation, employees motivation, motivation sales seminar training, articles on employee motivation, employee motivation games, employee motivation strategies, employee motivation articles, sales training, conflict resolution, employee goal setting, setting performance goals, sales goal setting, motivating employees, employee rewards, rewarding employees,
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