Initiate Positive Workforce within a Business - Outline Example

This is mainly influenced by individual needs that have to be satisfied. These motivation strategies needs vary from one individual to another individual. The hard work one tries to do on a particular task is created by the kind of motivation provided; thus, increasing the output. A person’s motivation characteristics can affect the business outputs and are mainly concerned with quality and quantity, in that, a company depends so much on production activities to increase production. If these employees lack motivation the production rate will decline to lead to very precarious consequences in business (Berlyne, 2006). Due to the changes that are taking place in the engineering firm the workers might feel demotivated to work in the long run.

As indicated earlier, motivation can be achieved using different factors within an organization. An increase in motivation can be achieved through financial rewards. This method is widespread in almost all businesses (Baumeister, 2006). For the labour force within the engineering firm to produce effective results, they have to be motivated by increasing their salaries and if this is achieved, the business profits will increase (Blinitton, 2009). The introduction of benefits within an organization can also be considered a form of motivation. This can be achieved by giving organizational carriages, and health facilities, providing loans to its workers and offering company shares to its workers. Quality-related bonuses can also be used to motivate workers. Non-financial incentives can be used to motivate workers within an organization. These forms of motivation include aspects such as giving staff members more work than their job description; this makes them feel more significant (Khaliq, 2001).

The managers can also perform job rotation between staff members. The staff members can be provided with job enlargement where they perform more work than what is expected of them. Lastly, the manager can offer job enrichment to staff members where the workers perform duties of a higher level of proficiency. An introduction of these attributes in an organization will motivate workers to work and increase productivity; thus, an introduction of change does not affect workers instead it motivates employees (Kotter, 2009). As illustrated in the HS Engineering overview the company has initiated some form of motivation to its workers by providing the with non-financial motives as well as monetary motives.

In Malaysia, rewards and motivation are used concurrently. Rewards are the measures developed by an organization to reward accomplishments and inspire staff members on staff members or assortment levels. The two are measured separately from the monthly amount outstanding but may be described in terms of money or have a charge to the corporation. The following are considered when developing motivation structure; the organizational goals, identification of employee job performance, determining key areas of business performance, determining appropriate rewards that can be used within the organization, and lastly exchange of ideas inside the business. The engineering firm uses these procedures when establishing the procedures that can be used for motivation.

Conclusively, an organization that does motivate its workers does not suffer in terms of its production. This is because they have a well-developed procedure for attracting their workers. Thus, it is very important to encourage workers in the business to have better business outputs. This organization can use different types of motivations to motivate its workers as illustrated in the text.