Stop De-motivating Your Employees - Research Paper Example

? ID Lecturer Stop de-motivating your employees Motivation works wonders for any organization becauseit boosts up the morale of the employees and gives them renewed energy and confidence to work at their best. It allows them to see things from a new perspective, which is better than what they used to see when they were de-motivated. Organizations must enact measures to motivate more and avoid curtailing such initiatives for their long term betterment. To achieve an appropriate and healthy workplace environment, organizations have to stop de-motivating their employees by applying motivational concepts which are: recognizing individual differences, setting individualized goals, linking rewards to employees’ performance, and enhancing the working atmospheres. When employees are recognized for their distinctive associations, the motivation premise will set in easily. This helps them to grow beyond a certain point and get encouraged all the same. Nearly each and every employee has a characteristic of their own which needs to be appreciated within the domains of an organization. This can be discerned through meeting employees who stand a chance to get recruited within the domains of an organization. What this implies is the fact that these potential employees are asked for certain questions which suggest for their motivation levels. If they are de-motivated then this is a good time to know why this is the case (Robbins et al., 2008). If they are encouraged properly, they shall find a way to get motivated because it is every organization’s priority number one. There cannot be any two opinions about new employees who should be motivated enough to run the reigns of an organization. When strong relations are built with employees, they become motivated to carry out their respective tasks. If these relations turn into positive ones, there would be more delight amongst the employees and they will always appreciate the organization for all its efforts, endeavors and undertakings (Sirota et al., 2006). It will essentially stop de-motivating the employees who are proactively looking for a way through which they can learn new avenues and seek novel grounds as far as their working domains are concerned. Hence it is a good measure if the de-motivation comes to a halt immediately, whereby there is more room to grow and develop for the employees and workers to boost the business in the real sense of the word. Another way through which de-motivation can be avoided within employees is to set individual goals for them so that they achieve them without much difficulty. It makes their tasks cut out and they know exactly what is required of them from an organizational standpoint. When the employees have hard specific and achievable goals up their sleeves, they will always remains motivated enough to come back to work day in and day out. They will know exactly what is required of them and what resources they must employ to attain their respective results (Sirota et al., 2006). This is a very significant aspect of learning new methodologies while remaining motivated all this while. What is even more necessary is the fact that employees must always know that whatever they are trying their hands at is achievable right from the outset. This shall shape up their actions and tell them exactly how they are going along with their respective work domains (Robbins et al., 2008). If they believe they cannot achieve these tasks, then there is bound to be more de-motivated existent within their ranks. Providing feedback on employees’ performance is one of the few ways through which their work regimes get measured. This could either be done in an annual feedback session or through semi-annual programs (Robbins et al., 2008). The need is to tell the employees exactly where they stand and what more they can do in the future. It shall always motivate the employees because their respective domains mean that the business will start to prosper (Sirota et al., 2006). When rewards are linked to employees’ performance levels, they become motivated instantly. This is because any financial incentive attached to their working conditions is bound to be welcomed by them. It is a good way to increase their confidence and up their encouragement and motivation. The rewards should always be individualized so that the employees feel that they are being given incentives for each and every effort of theirs. It would set the precedent for doing more work which would essentially mean that they get paid higher. It would motivate them to excel at their work manifestations and commit to an organizational good in the long run scheme of things (Sirota et al., 2005). Thus the achievement of individualized goals would be taken as something that was much needed in order to renew their working bases. It will also help them learn the true definition of hard work, commitment and devotion with their respective organizations. The work will also improve in terms of quality and output (Robbins et al., 2008). Within any organization, it is of paramount significance to enhance the working atmosphere to foster positive linkages and to ensure that a harmonious environment is existent (Robbins et al., 2008). This makes things easier to undertake on an employee to employee level and the organization also feels confident about its actions and steps which it takes from time to time. Perhaps a positive reinforcement at work is through introduction of entertainment activities at work during the working hours. This allows the employees to feel refreshed as well as mingle with one another easily. Also encouraging creativity in executing work flows is another way through which employees feel that the working atmosphere has become better. This can be in the form of putting up employee activities’ pictures, different write-ups on notice boards and so on. In essence, the entire workplace is one big family and this is the concept that should be cultivated across the board as far as an organization is concerned. It allows the employees to know where they have to be more participative and where their actions are much needed. In the end, it would be fair to suggest that motivating employees is for the long term success of just about everyone under the banner of an organization. It helps the employees to know that they are valued enough to be a part of one such community. References Robbins, S. P., DeCenzo, D. A., & Moon, H. (2008). Fundamentals of management: essential concepts and applications. Prentice Hall. Sirota, D., Mischkind, L., & Meltzer, M. (2006). Why your employees are losing motivation. Retrieved on November 30, 2012. Sirota, D., Mischkind, L. A., & Meltzer, M. I. (2005). The enthusiastic employee. Wharton School Pub. Stop de-motivating your employees! (2006, Jan 30). The Hindustan Times. Retrieved from http://0-search.proquest.com.mylibrary.qu.edu.qa/docview/469560128?accountid=13370 Read More