Employees Motivation and Teamwork - Research Paper Example

? Employees Motivation Employees Motivation Globalization and the explosive growth in technology prompt management of organizations to consider the human capital development. This has led to the establishment of motivation plan in order to turn the existing employees into valuable organizational assets. The aspect of motivation in organizations was meant to boost the morale of the employees with an aim of increasing production. Today, motivation has incorporated other organizational practices such as firms’ structures, advancement of personal career and growth, and decision-making. Leaders work to enhance the internal force in employees that eventually manifests itself in all the above sectors of the organization. Motivational theories are sometimes used as tools to measure the manifestations of motivation efforts in workplaces. Consequently, an effective motivation plan is essential towards the success of any organization in relation to the dynamism in the market and the ever-growing competition. The WooWoo manufacturing company requires an effective motivation plan that would encourage high job satisfaction, low turnover, high productivity and high quality of work within the organization. This plan should bring together more that self-interest to all employees to attain success. Moreover, the motivation should also improve the relationships among all staff in this small organization to ensure both individual and group strengths. The organization’s motivation design contains several components namely organizational structure and culture, intangible rewards, communication, and trust among all employees and the management. The combination of all these components would result to success in the establishment and implementation of the motivation plan. Many organizations today implement the horizontal structure that incorporates transparency and open environment for employees. This clears communication and results to efficiency in allocation and completion of assigned tasks and projects. This form of openness motivates the employees and inspires loyalty to leaders. The employees work as a team in accomplishing the mission and organizational objectives with ease (Bruce, 2006). The horizontal structure helps in eliminating the mental barriers and employee-management myths. A motivation plan with this component boosts employees’ motivation leading to improved loyalty and minimal employee turnover. Intangible rewards are part of the motivation plan and entails looking beyond the monetary compensations. Intangible rewards help in achieving employees’ confidence in their jobs. This is done through the creation of a platform that helps them to grow on their careers and develop to their next level. They include clear job descriptions that create a conducive environment for assuming an employee’s responsibilities (Bruce, 2006). Receiving career development support, being well informed on the affairs of the organization and just compensation are part of intangible rewards that boost the performances through high job satisfaction with respect to employees. Communication is a crucial part of any organization because it determines the efficiency of all operations, completion of assigned tasks and projects. Keeping the employees updated on all issues, rewards, promotions and change of command avoids negative reactions towards changes. Communication also entails feedback that ensures a message was received and any forms of instructions were followed (Lauby, 2005). Passing on information regarding an individual’s personal achievements and expectations boosts the workplace relationships thus motivating them to improve their performances. Effective communication motivates employees towards high productivity through passing on the requirements of any task and giving the necessary feedback on the progress and completion. The management should build on trust to ensure they trust the employees and are trusted. Trust entails keeping of promises, upholding integrity and fairness in the workplace. Trust also entails believing that the employees can handle their assigned tasks to the best of their abilities and with minimal supervision. A workplace relationship based on trust embraces errors and uses mistakes as learning opportunities for both the employees and the managers. This motivates the employees towards high-quality work because of believing in their own abilities and learning from mistakes (Lauby, 2005). The first method to motivate all employees entails taking a genuine interest in an employee’s career path. This method constitutes a leaders effort to listen and advice an employee on the best choice of a path and respecting their personal choices. This results to a positive attitude towards managers in the view of their perception of concern and care. The method also entails mentoring and coaching on any needed extra training or education. This is the most important method since a change in attitude towards managers and career results to increased productivity. In addition, it improves the relationship between the employees and the managers enhancing trust and loyalty on both individual and organizational levels (Bruce, 2006). The second method used to motivate all employees is tailor-made reward system within the organization. This entails recognizing individual or group of employees because of their extraordinary contribution to the organization. Various programs such as employee of the month program that recognizes top employees motivate them. In addition, one on one complements or congratulatory notes also motivate employees towards maintaining and improving their performances. A good leader should identify the best way of rewarding his or her employees and acknowledging their achievements. This method is also important because it encourages other employees to work harder in order to receive an acknowledgement and possible future promotions. One of the methods used to motivate the minimum wage workers includes understanding what drives them. This is because they live by the paycheck and can hardly afford any money for leisure. Therefore, managers should provide incentives such as gift cards, shopping vouchers, movie and other concert tickets to best performers. This would encourage then to work harder with an aim of such rewards. These forms of rewards should be regular and frequent in order to keep them anticipating the rewards day. The inclusion of selected free meal days in the organization may also motivate the workers since it offers something to look forward to at their workplaces. Secondly, the managers should implement an open door policy with regard to free and non-restricted communication channels. Consequently, the manager or supervisors can pass the instructions to the employees easily and describe what is expected of them. In addition, this form of communication encourages employees to pass their complaints directly to their managers or supervisors. These employees can also be allowed to give suggestions regarding the organizations system and the work environment. Valuing such opinions from them makes, motivates them since they feel appreciated. This forms of communication makes the employees feel appreciated and cared for thus motivating them to work harder and improve their performance (Doyle, 2005). Offering proper initial and additional training to the low-waged employees also motivates them to improve productivity and loyalty to the organization. Proper initial training helps the employees adapt faster to an organizations system and his or her job description. Additional training should be offered to the employees with growth potential to help them climb up their career ladder. This entails sending them back to school or training colleges in order to improve their skills at work. Such gestures in the work places motivate other employees to become more ambitious. This is followed by enhanced performances and productivity. The above methods used to motivate the low-waged workers can be supported by the Elton Mayo theory that introduced the Human Relation School of thought where workers were believed to have additional motivation beside money. This includes various social needs in the workplaces and taking care of other needs outside their workplaces (Bruce, 2006). Individual workers play a great role in an organization irrespective of the size or number of operations carried out. In today’s organizational context, an individual worker is relevant in both the individual and organizational development. Individual workers should consider their personal growth first in order to possess the ability to develop an organization, solve organizational problems and provide necessary feedback related to operations. Individual workers can also assist in helpful activities within the organization through identification of opportunities and specifying ways to exploit them and benefit as an organization. In addition, these different individual workers have the ability to train, mentor, and coach new employees and help them adapt an organizational system faster. Other employees can be involved in identifying good coaches to mentor new or existing workers aiming to climb the corporate career. The individual workers relevance also extends to the identification and setting of new and additional organizational goals and objectives amid dynamism in the markets and increased local and global competition. The present organization context also offers individual workers to identify developmental relationships and offer numerous learning opportunities in workplaces that work towards the growth of the organization. Moreover, individual workers play a crucial role in the success of any organization. The recognition of individual responsibilities and effectively executing them helps in completion of individual and group tasks and projects thus achieving set goals and targets. References Bruce, A. (2006). How to motivate every employee: 24 proven tactics to spark productivity in the workplace. New York: McGraw-Hill. Doyle, S. (2005). The Manager's Pocket Guide to Motivating Employees. Amherst: HRD Press. Lauby, S. J. (2005). Motivating employees. Alexandria: ASTD Press. Read More