For success, organizations need to ensure that their employees are devoted and fully committed to their jobs. Many employees strive to provide their employers with their full commitment. However, there are many who struggle in their efforts to remain involved and commitment to their jobs (Simons, 2011). Such employees require motivation. Motivation may be regarded as the process for renewing strength and commitment. Through motivation, it is possible to offer employees new drive that allows them to pursue the objectives that their organizations have set (Hayes & Ninemeier, 2009). The question of motivation at the workplace is the focus of this paper. The paper begins with a look at the important role that motivation plays before proceeding to discuss the different techniques that the management can employ in motivating their employees in an effective and productive fashion. An exploration of the differences between the motivation of individual employees and groups is also offered. The paper concludes by examining the measures that I would personally adopt in a bid to stay motivated.
Importance of motivation
The importance of providing employees with motivation cannot be overstated. Motivation plays a number of important roles that aid organizations in their quest for success and growth. One of these important roles is that motivation enhances the productivity of the employees (Lauby, 2005). When employees are motivated, they are likely to offer their best effort to their jobs. This results in improved productivity. The improvement in productivity is reflected in the performance of the organization. Organizations whose employees are motivated tend to post good financial results. Firms which truly wish to boost their performance need to invest in their employees and motivation serves as one of the tools that can be used for investing in employees.
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The other important function that employee motivation serves is that it offers employees convincing reasons to stay committed to their jobs (Lauby, 2005). There are millions of employees across the globe who are unhappy and dissatisfied with their jobs. These employees hate the routine of their jobs and desire something fresh. There are also those who dread having to wake up every day and leave for work. Motivation renews the strength of such employees. By motivating dissatisfied employees, organizations offer the employees some form of purpose. They allow employees to recognize that they are part of a team that is changing lives and the world. Therefore, motivation provides employees with personal incentives and drives to support their employers in their pursuit of organizational goals.
The third role that employee motivation plays is that it facilitates teamwork and collaboration (Cole, 2012). Employees who are not motivated tend to be grumpy and find it difficult to work with their colleagues. They are unable to recognize the need to join forces with fellow employees to pursue the goals set by the employer. Motivation addresses this issue. It reminds employees of the need to collaborate with their colleagues on such issues as projects. Thanks to motivation, it is possible for organizations to create a culture and a work environment where such values as respect and teamwork are cherished. Organizations which struggle in their efforts to build teams could try to motivate their employees.
How management can motivate in a positive and productive way
The lack of motivation of employees can have disastrous impacts. For this reason, the management needs to institute measures to shield their organizations from these impacts. There are a number of techniques and tools that the management can use as it strives to motivate the employees in a productive and positive manner. Rewarding employees for their effort and dedication is one of the measures that can be adopted for employee motivation (Griffin & Moorhead, 2013). The management can establish reward programs through which employees are recognized. For instance, the management can peg the amount of pay received by employees on their level of productivity. The financial rewards that come with increased productivity promise to incentivize the employees into being more productive. Alternatively, the management may recognize exceptional employees by highlighting their accomplishments. This can be done by making public the identities of the most productive employees. ‘Employee of the Month’ programs are an example of a tool that can be used to recognize productive employees.
In addition to the programs identified above, the management can motivate the employees by listening (Griffin & Moorhead, 2013). There are many employees who lament that their voices are never heard. The management denies them the platform that they can use to air their concerns and grievances. These employees are clearly dissatisfied and the management needs to respond to their plight. The response should take the form of adopting a policy that allows for free flow of information. The management should keep its door open and encourage the employees to approach their seniors with any concerns that they may have. Other than motivating employees, open communication also enhances trust within an organization.
Constructive criticism is yet another measure that the management can adopt as it attempts to motivate its employees productively and effectively (Cassidy & Kreitner, 2009). The constructive criticism should be aimed at pointing the employees towards the errors in their work. This allows the employees to rectify the errors and improve the quality of their work. While constructive criticism is encouraged, it is advised that the management should exercise care. Employees, particularly overly-sensitive ones may find the criticism to be unfair and unhelpful. The management needs to offer constructive criticism only when it is convinced that no damage will be done.
In the discussion above, a number of measures for motivating employees have been outlined. Some of these measures can be costly and difficult to implement. For instance, an organization may lack the financial resources needed to motivate employees using monetary incentives. The organizations that are cash-strapped need not worry. There are other measures that are rather inexpensive and fairly easy to implement. One of these measures involves setting the proper tone. Organizations need to create an environment of warmth and friendship (Griffin & Moorhead, 2013). This can be done by encouraging the employees to be warm toward one another. The organization may also invest in team-building activities. These activities have been established to be effective in promoting trust among employees and providing the employees with motivation.
Motivating individuals vs. motivating groups
In their efforts to boost employee productivity, organizations usually focus on individuals who require motivation. There are other situations where motivation is targeted at a group of employees. The approaches that organizations adopt in their motivation of individuals differ from the measures instituted to boost the morale of groups of employees. The first difference lies in the specificity and the uniqueness of the approaches that are adopted. It is easy to develop unique approaches when motivating individual employees (Deeb, n.d). This may not be possible when an organization wishes to motivate a group of employees. Each employee has their own unique needs and preferences. These employees can only be motivated by using standard approaches that apply to all members of a group. It is true that the standard approaches do not sufficiently meet the personal needs and desires of individual employees. However, it must be remembered that it is not possible to tailor an approach such that it satisfies all group members.
Another difference that is witnessed when motivating individual employees versus motivating groups lies in the demonstration of responsibility and the types of reward programs used (Deeb, n.d). It is easy to secure commitment from individual employees and demand accountability. On the other hand, challenges are encountered when the management demands that a group demonstrates responsibility. It is common for group members to refuse to commit to the task at hand. The members sit back and hope that some other member will perform the task. The motivation techniques that are used need to account for the differences in the level of responsibility and commitment between individuals and groups. Reward programs have been identified as among the tools that organizations can exploit to motivate their employees. There are differences in how these programs are deployed for individuals and groups. When an individual is rewarded, feelings of resentment among other employees may emerge (Deeb, n.d). On the other hand, rewarding teams allow all group members to share in the reward. Organizations need to develop reward programs that deliver gains for all concerned parties.
Motivation for the self-employed
It is easy for an individual to find motivation when they are employed. The same cannot be said about an individual who is self-employed. As a self-employed person, I will be tasked with the mandate of motivating myself. This task can be daunting. I think that the independence and freedom that self-employment provides will be my greatest source of motivation. I will work with the understanding that the more my enterprise grows, the more independence I gain. Furthermore, the financial rewards that I obtain from the business as it grows will also offer motivation. I think that the best and ultimate motivation can be found in the belief that my business helps to solve problems and alleviate suffering. I am sure that this understanding will provide me with the energy and desire to keep working.
In conclusion, the energies of employees are not infinitely abundant. These energies run out and must be replenished. Motivation allows organizations to do this. Thanks to motivation, organizations are able to offer their employees renewed strength and a fresh vision. Additionally, motivation enables organizations to boost the productivity of their employees. Financial rewards and open communication channels are among the tools that can be used for motivating employees. Constructive criticism can also be used by organizations which have lost the commitment of their employees. Since motivation plays a vital role in enhancing employee productivity, organizations must invest in the advancement of their employees.
References
Cassidy, C., & Kreitner, B. (2009). Supervision: Setting People up for Success. Boston: Cengage Learning.
Cole, L. (2012). A Handbook on Transformational Teamwork: Putting the Work in Teamwork To Work. San Francisco, CA: Untreed Reads.
Deeb, C. (n.d). Team Motivation vs. Individual Motivation. Retrieved 17th December 2016 from
http://smallbusiness.chron.com/team-motivation-vs-individual-motivation-37114.html
Griffin, R. W. & Moorhead, G. (2013). Organizational Behavior: Managing People and Organizations. Boston: Cengage Learning.
Hayes, D. K., & Ninemeier, J. D. (2009). Human Resource Management in the Hospitality Industry. Hoboken, NJ: John Wiley & Sons.
Lauby, S. J. (2005). Motivating Employees. Alexandria, VA: American Society for Training and Development.
Simons, R. (2011). Human Resource Management: Issues, Challenges and Opportunities. Boca Raton, FL: CRC Press.
