Teamwork and Motivation
For an organization to encourage high job satisfaction, the following factors should be considered; provision of a positive or conducive working environment, recognize and reward your employees, engage and reward your employees, measure job satisfaction and evaluation, and develop skill and the potential of the workforce you have.
Provision of a Good working Environment
Having a positive working environment is the first step in creating job satisfaction. Motivating working environment means going beyond the responsibility of duty and providing the workers with what they need (Wong, 2007). If the employees are well taken care of, they will be motivated, and their loyalty to the company increases.
Delegate your assignment to our experts and they will do the rest.
Recognize and reward Employees
Recognition is an essential tool in motivation and building morale. Always recognize and reward your employees when they show improvement in their day to day work. They will motivate them and the entire team of the employees.
Engage and involve Employees
People like when they are engaged and committed when there is room for them to share their ideas and to contribute in decision making. This motivates them to work even harder because they feel that they are a part of the company.
Develop worker's skills and Development
Education and training motivate workers and make them more innovative and productive. New employees should be trained for a while before they are given a chance to take part in the organizations daily business. Training is essential because employees will need less supervision and this frees the management for other tasks (Hu & Liden, 2015). Well trained employees are also in a better position to answer customers which makes a better customer loyalty. Employees who know much about the business are more satisfied, complain less and also feel motivated.
Measure Job Satisfaction
The final step in creating high job satisfaction is continuous job evaluation. The main reason for job evaluation is to determine what areas need improvement and to measure progress. The regular assessment includes; measurement of morale, attitude, and motivation of the workforce (Wong, 2007). An evaluation also involves problem identification, the areas that need improvement and plan how to improve. Good institutions carry out job satisfaction survey y once every year.
Factors Encouraging Low Turnover
Lack of Training
Newly hired employees should be trained well before they start working. Job preparation begins with the first step in training when there is new hire orientation. Employees who start working without training are always unaware of the policies of the workplace. Frequent training of the employees keeps their skills up to date and also enables an efficient and productive workforce (Hu & Liden, 2015). When necessary training is not offered to the employees, their performances and production will suffer, and they may quit their jobs for other organizations.
Bad Working Condition
Employees should have all materials they need to perform their daily duties. Some of these tools may include; workspace, proper equipment, enough lighting and good seats. Lousy working conditions that are brought about by physical factors result in low production and job dissatisfaction. This leaves workers feeling not appreciated and may opt to quit.
Poor Leadership
Ineffective leadership comes from employer's inability to provide support for workers who show interest and aptitude for promotional opportunities. Employees who get promoted without basic leadership training leave the employer at risk of low productivity and high turnover. Employee development and leadership training help newly promoted employees understand responsibilities. Without leadership training, the organization is doomed to fail because of a poor relationship between employees and their leaders.
Conflict at the Workplace
Unresolved disputes at the workplace affect employees’ morale. To manage conflicts at the workplace, the employer should enforce rules and regulations that help in solving disputes in the workplace.
Ineffective Communication
Poor communication in the organization encourages low turnover. Motivated employees work hard because they feel that their effort is being appreciated. Employers should ensure that employees feel respected at all time. Disrespect to the employees does not motivate hence, low turnover.
Factors Encouraging High Productivity
Set Weekly Goals
Setting smaller goals on a weekly basis which can be more minor elements of your primary goal encourages high productivity. In this case, problems are managed before they turn into disasters unlike when yearly goals are set.
Priorities Employee's work-life balance
Give your employees flexible work schedule that will motivate them as they continue to work for you. If they are driven, they may offer to work on a holiday or even on their free time and therefore, high productivity. You may also be surprising your employees with lunch even if it is not every day.
Regular Feedback Sessions
Most managers confront their employees if they perform poorly in their work, but hurt them and prevent them from being productive. To avoid this, managers should meet their subordinates regularly to check their goals, progress and solve issues which may have occurred. This will also help improve the relationship between staff and managers.
Include Employees in Decision Making
Companies and managers should see the employees in their organizations as assets and include them in the decision-making process. Including employees in decision-making process motivates them.Moreover, it makes employees feel more involved, which will help them work even harder hence high production.
High-quality Work
To encourage high-quality work, the managers should be addressing performance the problems directly as they emerge. Staffs get demoralized when co-workers do not do their job, and these people discourage every worker around them. It is essential to confront these issues directly and hold every employee accountable.
Sharing information generously with the employees encourages high-quality work. An employee cannot give their best if they lack essential information. Every employee should know much about the company to make them feel as partners of the company. This will encourage them to work hard. Empower the staff by encouraging them to find a solution to their problems where and when they occur. Leaders should provide training, information and the needed resources to help achieve this. Solving problems at the lowest level in the organization encourages employees and creates a culture in which they feel that they are essential and can make a difference (Wong, 2007).
Two methods can be used to motivate all employees;
Give high importance to the employees.
A feeling that an employee is an essential part of the company and has the same information as the investor motivates an employee the most. This will build trust between employer and the employees and will also help the employees to feel more connected to the organization and more motivated.
Hold meetings and training sessions.
It is essential to plan meetings, memos and newsletters and different training regularly to motivate employees and make them more productive (Asproni, 2004). The boss should also be friendly when answering the employees' questions. Effective communication between employees and the employer is required to give motivation to the employees.
Ways of motivating minimum Wage Worker
Let the employees feel special
It is not right for a minimum wage worker to feel meaningless. The employer should increase their motivation and adjust their attitude. The employer should make the employee feel that they are part of the company.
Communicate well with the employees
The employer should ensure that the employee knows everything that goes on in the company for them to feel important. Hold company meetings with all employees including the minimum wage employees and seek their opinions on company's issues.
Give the employees freedom
Money motivates employees, but freedom is a better motivator than money. Allow minimum wage employees select their duties by themselves. This will make them feel important in the company.
Hertzberg's Two –Factor Theory explains that a minimum wage worker can be motivated and is explained in two factors.
Motivator factors – these are the factors which motivate and encourage the employee to work harder.
Hygiene factors- Factors leading to dissatisfaction and also lack of motivation at work. The relationship between workers and managers is an example of these factors. To apply this theory, ensure that employees feel happy and appreciated.
The Relevance of the Individual worker in Today's Organizational Context
In organizations based on the decentralized structures managers (individuals) ensure that all decisions are followed to the latter. Similarly, centralized organizations individual employees make critical choices that enhance the success of the business (Wong, 2007).
The table below shows the descriptive terms that suggest the desired change in behavior from individual work to teamwork
| individual work | team member |
| Talks | Extravert |
| Me-oriented | Result oriented |
| Department focused | Agreeable |
| Competitive | Extravert |
| Logical | Conscientious |
| Image | Neurotic |
| Secrecy | Open |
| Short-term sighted | Conscientious |
| Immediate results | Patient |
| Critical | Agreeable |
| Tenure | Conscientious |
References
Asproni, G. (2004). Motivation, teamwork, and agile development. Agile Times , 4 (1), 8-15.
Hu, J., & Liden, R. C. (2015). Making a difference in the teamwork: Linking team prosocial motivation to team processes and effectiveness. Academy of Management Journal , 58 (4), 1102-1127.
Wong, Z. (2007). Human factors in project management: concepts, tools, and techniques for inspiring teamwork and motivation . John Wiley & Sons.
