Outline
I.
Introduction
i.
Describe what employee motivation means: definition and
types of employee motivation
ii.
Thesis: many things can be done to build
a motivated team. The managers should use any chances available to integrate
with the team and listen to or observe what motivates them. Nevertheless, no
matter what the cost, employees’ motivation should feature in any plan by the
management.
II.
Body: What motivates the team?
i.
An organization culture
·
A culture of honesty and openness
ii.
Good employer/employee relationships
·
That which involves sharing of mission,
vision, strategy and broader organization’s objectives
iii.
Response to employee’s problems or
inquiry
·
Quick feedback to employees’ concerns
iv.
Delegation
·
Trust for employee’s capability
·
Minimal control and reproach
·
Give autonomy and responsibility.
v.
Decision making
·
Consult and involve them in
decision-making
vi.
Rewards and welfare
·
Sufficient compensation
·
Reward their efforts and contribution
accordingly
·
Mind their safety
·
Put them first
·
No excessive work- affordable working
hours
vii.
Job security
III.
Conclusion
i.
Recap of how to motivate or stimulate a
team.
Introduction
The
concept of employee motivation and how to build a motivated team has always
been an elusive activity for the management of many organizations. However, it is imperative that a manager
studies his team and identify what factors lead them to work comfortably and
what outages make them unmotivated. The unmotivated team spends a lot of time
producing low-quality work. On the other hand, a motivated team is always
willingly undertaking any task and produce desirable results. Employee
motivation is therefore defined as the external and internal factors that
stimulate employees’ energy to commit continually themselves to a job or role
and to attain a goal. Employees’ motivation is of two types: intrinsic and
extrinsic. Extrinsic motivations refer to factors off the control of an
employee that leads him/her to work or perform a task or goal. They usually
come in terms of punishments or rewards. Conversely, intrinsic motivation comes
from within an employee. Usually, an employee is intrinsically motivated by the
work itself. He/she finds the work satisfying, fulfilling or enjoyable
(Champagne & McAfee, 2009).
Apparently,
the motivation of employees is essential to the success of an organization.
There are many ways to motivate employees as can be seen in the outline above.
In the following section, I will discuss three of the most critical ways
recommendable for the management to motivate their team
Ways
to Motivate A Team
i.
Delegation
The
first of the most critical ways through which a team can be motivated is
through delegation. As per definition, delegation refers to the practice of
giving an employee a task and entrusting him/her with the successful completion
of the task assigned. (Cardy & Leonard, 2014) Some managers are so
controlling that they do not trust their employees to perform their tasks sufficiently
and comprehensively. They keep following up the progress of the task that makes
them find a lot of mistakes. They will also be heard reproaching some team
members. Apparently, this habit discourages the workers as they continuously
may feel unsuitable for a certain line of duties and as such gradually, develop an attitude of
self-denial and low self-esteem. Such an employee will feel unwanted, and this
accelerates his mobility to another place of work that may be available. The
best delegation practices would involve giving tasks according to employee’s
qualification and following up their doings with coaching and actively
supporting the employees with words of encouragement. That shows respect for
their tenable efforts (Cardy & Leonard, 2014).
ii.
Reward
and welfare
Rewarding
is another strategy which if made viable can lead to increased motivation to
workers. Similar to the goal of (some) businesses which is entire to accumulate
profits, workers also surrender their energy, skills and time working to earn a
salary and other benefits. The fact remains the same for workers in NGOs and
other non-profit making organizations. They also need to be compensated for
taking care of the ever-present human needs and recurrent wants. As such, a
company whose management minds the welfare of their employees in terms of compensation will keep them motivated for as
long as they work there (Cardy & Leonard, 2014). Besides the basic salary,
other rewards may add up to the increase of motivation among workers. These
benefits include cash tokens after the commitment into the completion of a
hard, challenging task, a holiday after a long time of service, a little
promotion and salary increment, academic sponsorship among others (Cardy &
Leonard, 2014).
Welfare
mindfulness is also very important. A manager who shows total respect for the
welfare of the employees always motivates them. He minds their safety at work
and provides them with safety equipment such as helmets and overalls. He also does not make them work until late hours
since he is concerned about the insecurity of walking home at dark hours. He is
also aware that they are family people whose presences are required by the
children back at home (Champagne & McAfee, 2009).
iii.
Job
security
Another
vital element that motivates workers is job security. An employer who regularly
fires his/her employees due to petty issues makes the remaining ones feel
vulnerable and at risks of being discharged and replaced. They will thus work
with minimum motivation since they are not sure whether they will still be
employed tomorrow. On the other hand, an employer who laments and feels sorry
for the loss of an employee who went to another company assures his/her
employees of their value in the organization. Such employees will honor their commitment
to the job and will always be stimulated to do more. Apparently, no matter how
good the company pays its employees, if they are not assured of their job
security, they will never be intrinsically motivated (Cardy & Leonard,
2014).
A
motivated employee will always show the following characteristics. First, they
are always punctual at work. Secondly a motivated employee is always dutiful
and takes everything with a good attitude. Thirdly, he/she constantly works
happily. They are always spirited. He/she is also confident and focused in the
performance of his/her duties (Champagne & McAfee, 2009).
Conclusion
Employees’
motivation is a very important aspect to consider when performing managerial
duties. However costly it may be, motivational efforts are always fruitful and
adorable. A manager who fails to heed into designing motivational strategies
will always suffer drawbacks of a slowly performing staff as well as low output
from employees. There are many ways with which to motivate employees. The three
of those that I find critical include delegation, reward and welfare and
assurance of job security. Though other earlier mentioned are also critical, it
is good to start with the three.
References
Cardy
R & Leonard B.(2014). Performance Management: Concepts, Skills, and
Exercises. NY: Routledge
Champagne,
J., & McAfee, B. (2009). Motivating strategies for performance and
productivity: A guide to human resource development. New York: Quorum Books.
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