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Employee motivation is an important part of the modern workplace, as employees play a significant role in the achievement of business objectives. Consequently, numerous hypotheses have been proposed in an attempt to understand the aspects that may influence their productivity at these work stations.

Maslow

Maslow's theory of the hierarchy of needs is regarded as one of the most prevalent theories of motivation ever offered. This premise only applies to individuals, rendering it irrelevant to organizational behavior and the work environment. He claimed that human needs can be grouped into five categories, from those of fundamental survival to those of self-actualization (Maslow, 1975). The total fulfilment of one level of desires is therefore what makes the next level of desires important.

The lowest rung of requirements are physiological cravings. This comprises the essentials required for a suitable work environment. This cadre requires proper working conditions, subsidized housing and catering, and an acceptable compensation plan. In order to proceed to the next level, it is necessary to meet certain requirements, which are typical of all employment prospects. Safety concerns trump physiological requirements. Employees who have private insurance coverage, safe working conditions, and a generous pension plan tend to work harder than those who do not.

Even employees require a social life. Employers should accommodate this by hosting social events for their employees. These employees are further driven by their ability to communicate freely. This promotes teamwork and confidence among employees. Receiving consistent favorable feedback and promotions that include work titles comprise esteem requirements. At this stage, including an employee's photograph in business documents is also motivating. This is the second-highest level in the organizational structure and is therefore reserved for the most highly motivated personnel. The final of these demands is the urge for actualization. This can be accomplished if the individual tackles impossible tasks or is granted control over crucial tasks at work.

McClelland

According to this notion, employees need to meet three elements in order to be motivated (McClelland, 1987). Many employees are primarily motivated by the need for power, and so a sense of control. This affords them some power in the workplace, and so a voice in the formulation of crucial choices, including policy. Therefore, employees try to climb the corporate ladder in order to earn a seat in these key positions.

Another thing that pushes them to work diligently is the sense of attachment that arises from achieving at the workplace. This is because success requires a large office staff. This promotes a sense of acceptance and respect among colleagues, who frequently like interacting with successful staff members.

A sense of accomplishment is yet another factor that drives individuals to work diligently. The thought that a person's effort will be acknowledged and valued by management and coworkers frequently inspires concerted efforts. Additionally, the joy of taking audacious chances and going the additional mile functions as a motivator, particularly for those in senior positions at the workstation. After taking such a risk, they believe that achievement delivers the utmost gratification and gives them an edge over their coworkers, therefore the bragging rights.

Herzberg

Another theorist who formulated a theory of motivation based on Maslow's hypothesis of needs. He recommended two strategies for treating people so that they experience minimal levels of dissatisfaction. This instantly leads to high levels of motivation, resulting in sustained employee productivity. He identified many maintenance variables that, upon application, would lessen customer discontent.

Maintenance

It is essential to implement firm policies and an effective administrative structure. This will instill discipline in the workforce and provide employees with a feeling of purpose inside the firm. To develop a cohesive unit and foster team spirit within the workforce, it is necessary to foster exemplary interpersonal ties. The firm should provide suitable working circumstances for its employees and guarantee that high standards are maintained by supervising its current workforce competently.

Additionally, employees should be informed of their job security, as this is the only way for them to ensure that their future interests are protected. This should be accompanied with a generous compensation package and a status commensurate with the employee's job title. In this manner, the employee is able to provide for himself and his family.

Satisfiers

It should be noted that the five factors listed under this category influence motivation levels. This indicates that they maintain their neutrality if they are not activated. Among the motivational components, a sense of pride associated with accomplishment rates first. This acknowledges the personal efforts of employees; therefore, give credit where credit is due.

The understanding that one is assigned with chores instills a sense of responsibility, so serving as additional incentive. In addition to the job itself, this also serves as a source of motivation for the staff, as they must meet certain deadlines. Moreover, the advancement that results from work completion also serves as a motivator. This is due to the fact that a suitable reward and acknowledgment for employee efforts result from this action.

Utilized motivational tactics about Herzberg's notion

This enterprise's motivational theory is consistent with Herzberg's theory because the things they have prioritized are a combination of the hygienic and motivational factors provided by his theory. As part of its motivational strategy, the organization cultivates and maintains an outstanding rapport with its personnel. This is a maintenance aspect that develops team spirit and fosters a sense of unity throughout the entire team. The organization also fosters a positive working atmosphere by providing its staff with the right supplies, equipment, and knowledge. The organization acknowledges employee accomplishment by recognizing good performance. Importantly, company regulations also require employees to establish personal and professional development goals for the organization. Employees are also encouraged to work with enthusiasm, resulting in the generation of fresh ideas that will move the organization ahead.

The ethos of Enterprise

This company prioritizes the development of a positive work environment. This is enforced by the management through a series of measures that have been implemented. The importance of positive relationships in the workplace is emphasized. Managers accomplish this by caring for their people and identifying their expectations for themselves and the organization. This allows them to provide exact instructions, allowing the team to enjoy themselves.

The need of ensuring that the team maintains clear communication is also emphasized. This permits the formulation of clear goals and the discussion of expectations and strategies within the team. Employees can efficiently fulfill their responsibilities because they are aware of what is expected of them. Before undertaking any endeavor, adequate resources are always available. Administrators are responsible for ensuring that pertinent resources, equipment, and information are available prior to undertaking a task. The leadership panel has furthermore assumed the responsibility of motivating the group. Achievements are applauded and rewarded proportionally, while all obstacles are acknowledged. The entire staff is committed to achieving the organization's objectives.

Most importantly, accurate acknowledgement is emphasized. This suggests that effort and excellence will be adequately rewarded. This will be accomplished by instituting methods that enable Enterprise to measure the efficacy of its culture against its own specified criteria. The management is cognizant of the difficulty of developing a motivating culture, hence their choice to undertake training. This will help them to construct a strategic mechanism that will motivate them to create a culture of customer service. By enrolling everyone in these studies, the entire team gains knowledge of the organization's objectives, ultimately improving performance standards. Additionally, managers will be trained to evaluate the motivating levels of their personnel.

This may be indicated by subtle signals such as daily early arrivals, regular attendance at team social gatherings, completing tasks as a team, and organizing the workplace after hours. The staff will also be informed of the benefits of achievement and the repercussions of poor performance.

The Voting

Everyone participated in the process has recommended improvements to others, making the vote invaluable. It has also enabled the availability of constructive feedback between employees and management. Regularly distributed progress reports help alert underachievers of potential development possibilities. Specifically, improvement is valued at the same level as total performance. The Vote also offers managers with an opportunity to use the manners and customer service concepts they have learned.

Motivational approaches' effectiveness

This firm's management is now able to categorize personnel according to their levels of production, making these tactics effective. This identification enables management to take fast corrective action upon seeing a problem. This may involve inspiring and encouraging employees by determining their viewpoints on a variety of organizational challenges.

It has also established a management team that is responsive, adaptable, and receptive to employee requests. Importantly, these strategies have guaranteed that the team comprehends the objectives of any given operational day, monitors progress, and provides feedback to ensure the process runs smoothly. The procedure has also fostered a culture of rewarding personal accomplishments at the end of each workday, prior to preparing for the next day's tasks. The training has also taught managers to grasp that employee motivation is personal and dependent on how they feel. It is acknowledged that individuals' productivity and motivation are determined by their emotions. It should be highlighted that these techniques have helped management to recognize that motivating elements vary considerably amongst individuals.

References

A. H. Maslow, 1975. The Extremities of Human Nature. Saskatchewan: Pergamon Press.

Human motivation, by D.C. McClelland, 1987 Cambridge University Press is headquartered in New York, New York.

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