Motivating employees

BY RANJITHA133906001

The value of motivationMotivation refers to the energy and commitment with which an individual or group performs a task or role. It affects almost every aspect of business. At the most basic level, motivated staff work harder. They may get more done in less time which reduces labour costs. This shows in higher productivity for the business. However, it is not just the level of output that improves. Motivated staff work to higher standards of quality because they care about what they are doing. They learn faster and have more ideas. They are less likely to cause accidents, make mistakes or get involved in conflict. Motivated workers make a more favorable impact on customers and other stakeholders. They are also less resistant to change and require less supervision. Motivating the right people to join the organization and stay with it is the key function of managers. The earliest effort to explain motivation at work was published in 1911 by Frederick Taylor. As an engineer, Taylor saw the need for a scientific approach to improve productivity. His findings led employers to break down work into simple repetitive tasks and to pay workers strictly by results.

Type of Motivators

Extrinsic Motivation/intrinsic motivation Extrinsic motivation: It occurs when we are motivated to perform a behavior or engage in an activity in order to earn a reward or avoid a punishment.For example: Money,reward,badges,competition etc.

Intrinsic Motivation: It involves engaging in a behavior because it is personally rewarding;essentially,performing an activity for its own sake rather than the desire for some external reward.For example: Love,autonomy,curiosity,learning etc.

Maslow’s Hierarchy of needsMaslow's defined a hierarchy of human needs that stated d lower needs must be met before an individual can strive to meet the higher needs. The levels are:

Physiological needs: Basic needs such as food,water,shelter.

Safety needs: need to feel secure.

Esteem needs: Feeling important. Engage in activities that bring achievement, success.

Self-actualization needs: obtaining full, full potential, becoming confident etc.

Maslow’s hierarchy of needs

Herzberg’s motivating factorsFrederick Irving Herzberg (April 18, 1923 – January 19, 2000) born in Massachusetts was an American psychologist who became one of the most influential names in business management. He is most famous for introducing job enrichment and the Motivator hygiene theory. Herzberg concluded that certain factors, which he called Motivaters,made employees productive and gave them satisfaction. These factors as you have seen, mostly related to job content. Herzberg called other elements of the job Hygiene factors. Herzberg's motivating factors led to this conclusion: The best way to motivate employees is to make their job interesting, help them achieve their objectives and added responsibility.

Herzberg’s motivating theory

Motivational techniques Job Enrichment: job enrichment is an attempt to motivate employees by giving them the opportunity to use the range of their abilities. its a way to motivate employees by giving them more responsibilities and variety in their jobs. While money is one way to motivate employees more and more workers want to be appreciated for the work they do.

Job Enlargement: Job enlargement means increasing the scope of a job through extending the range of its job duties and responsibilities generally within the same level and periphery. Job enlargement is considered a horizontal restructuring method in that the job is enlarged by adding related tasks. Job enlargement may also result in greater workforce flexibility.

Motivational techniques Job Rotation: Job rotation is a management technique that assigns trainees to various jobs and departments over a period of a few years. Surveys show that an increasing number of companies are using job rotation to train employees. Job rotation is also a control to detect errors and frauds. Job rotation also helps in business continuity as multiple people are equally equipped to perform a job function. If an employee is not available other can handle his/her position with similar efficiency.

Open Communication: Procedures for open communication are as follows:

1. Create an organizational culture that rewards listening.

2. Train supervisors and managers to listen.

3. Use effective questioning techniques.

4. Make it easy to communicate.

5. Keep communication positive.

Tips for motivating Employees Thank employee for good job

Listen to employee

Give feedback

Give rewards

Keep them informed

Training opportunities

Remember important dates

Celebrate goal accomplishment

Allow for input

consider each employees age and life span

Warning signs of employee stress Drops in productivity

Chronic lateness

Absenteeism

Unable to work with others

Negative attitudes about work

Easily upset

Yelling, using harsh language

Withdrawal from co-workers

Several depression,sucidial thoughts

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