No matter what their work ethic, they require incentives in order to work to the best of their abilities. In the 1960’s, there were two types of worker that were established: theory X workers and theory Y workers…
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This is because the workers feel safe in an environment that is tightly controlled by management. On the other hand, theory Y workers are self-motivated to perform their job responsibilities to the best of their abilities. For these workers, their work is simply an extension of themselves. If they perform poorly in the workplace, then they feel that it reflects badly on them as a person. In business organizations that contain many employees of this type, very little instruction is required from top management because the employees are naturally motivated to perform their tasks and use creative thinking to do so.
No matter which type of employees an organization deals with, there needs to be incentives offered that will encourage employees to strive to do their best. An individual goal for an employee could be a bonus depending on how many sales they make in a month. For employees who are not involved in the sales department, this could be translated as how many units of production they do. The added figure to their salaries would be a small percentage based on their work output. Another way could be to offer a promotion if they meet certain company goals. This could be by assigning them to be a manager of a new franchise or factory. Quite naturally, this would result in an increase of pay.
For the organization as a whole, the employees can receive a rise in salary based on the total output of the firm. This encourages employees to work well together because it will affect everyone if there is conflict in the workplace. For organizations with a diverse group of employees, the advantage is two-fold: the employees are handsomely compensated for their work, while the total output of the firm increases due to there being less conflict among employees. However, there would need to be an appropriate measure to judge whether some employees are not performing as they should. Any group-based reward system needs to have checks and balances so that no one is
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What drives people to work is very essential and related to the output of a particular organization. If the employees find satisfaction in the reason for their contribution in an organization, then the outcome of their efforts also improves. Emloyees with good reasons to work or those motivated to work usually out perform their less motivated counterparts.
Employee motivation plays a significant role in the process of production. A reliable human resource depends on the way the organisations treats and reward them. According to Donna (2007) apart from rewards the human resource needs to be in a comfortable position to carry out daily company operations.
It is like producing a one whole show, with all the actors, the stage design, the script, the directing all planned and executed to make a successful performance.
The old guys say, "It all depends on the manager." In the traditional sense, managers had the absolute say in man's activities, most specifically in business.
Thus, according to Taylor the factors that influence people's motivation are not only material, but also immaterial ones. 4
The policy of "stick and carrot" Taylor suggested implied punishments for poor performance and appraisals for better working efficiency.
The author of the essay presents some motivation schemes on a particular example with the assistance, Jonathan. Moreover, it is believed that satisfaction received from performing some job comes from achievement, recognition, advancement, responsibility, the work itself, and knowledge of the growth possibilities.
There are a number of ways for a company to motivate its employees, but the main similarity in all these methods is that they strive to make the employee feel that the effort he/she puts into their work will not only benefit the company alone
salaries they are paid is not equal to the amount of hard work and effort they invest in their work, then employees will experience a decline in their motivation (Gitman 243). This is a theory that I as a manager would follow in order to motivate my workforce. Benefits,
This tactical process will require a good amount of time, patience and dedication along side mutual understanding and cooperation from each organizational member.
Standardized procedures must be followed in order to gain acceptance from each member; especially the employees.
As the paper declares management Guru Peter Drunker came up with a theory called management by objective. Under this theory, return per worker is measured based on an employee’s ability to deliver on set metrics. An employee’s emotional aspects to performance are excluded from this approach to management.
The researcher analyzes Maslow theory and his five types of needs, which are triggered in a hierarchical way starting from the lowest to the highest. In employee motivation, the theory has made great impact in the field of organizational behavior and management in the way it has encouraged workers.
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