Lack of Employee Motivation in an Organization - Coursework Example

Lack of Employee Motivation in an Organization Employee motivation has been an emerging issue in many organizations in the recent past. Lack of employee motivation has led to the fall of many organizations as the employees are always sensitive to issues like equity, achievement and camaraderie. An employee who is not motivated can not perform; therefore, can not be productive in their various duty posts within the organization that has employed them. This essay examines lack of employee motivation as an issue of concern within an organization and highlights the best practices that can be used to remedy the issue or avoid it. Ways of avoiding it For different organizational managers, the best to avoid lack of employee motivation within their respective organizations is to instill an inspiring purpose among the employees. When an organization has a clear purpose of the goals and objectives it is expected to accomplish, employees are enthusiastic as they the reason why they are there is clearly defined for them by the management. A good purposes statement leads to effective employee’s motivation within an organization as the focus is rightly addressed. In addition, the managers are able to communicate with the employees about the roles and responsibilities they are expected to carry out. Secondly, managers can avoid lack of employee motivation by providing recognition to his employees and to the general organization he is tasked to head. They should make certain that all efforts made by employees are accurately followed to make them feel that they are being recognized by the organization. Most organizations which do not always integrate their employees in the decision making process always end up performing poorly because the employees are not motivated thus not effective in the production process of an organization. For achieving employees, the managers should award a recognition award like sponsoring them for tours and trips or give a complementation note to the executive about the good performance of the employee in question. Moreover, good words like saying ‘good work’ works towards winning an employees trust and loyalty leading to their increased motivation in the organization as they develop a feeling that they are appreciated by their bosses or the management of the organization. When shown or done with a sincere intention, a competitive pay works wonders towards the motivation of employees as both of all the employees within an organization will be doing their best to earn the pay award. Thirdly, Managers should also act as expediters to their employees. They should make it their role to ensure that their employees accomplish their task effectively and in the right manner. Many employees are always not motivated because their managers do not advocate for their welfare. Whereas, the managers may be comfortable in their different positions and pay, the employees may not be as their pay or working conditions might not encourage them to be productive in their various assigned responsibilities. When a manager ensures that his employees are provided with all the necessary resources needed to accomplish their task, they turn to be motivated in their different work stations hence enhancing the productivity of the entire organization. This can be achieved by asking employees what they lacking through such sessions like ‘lunch and schmooze’. A manager should then address the complaints he has received from his employees and assure them that he is making an effort to get them improved by highlighting to them the strategy he will use in overcoming the obstacles. The end result is that the employees will build trust which comes along with motivation on their respective managers and will give their best to the organization. This will improve the performance of the organization because employees will work even when the issues affecting them are not addressed immediately as they will be having trust that their manager will have the issues addressed as soon as possible (McShane &Glinow 56). Fourthly, managers should also coach their employees in different sectors for improvements. They should make it their responsibility to find techniques and strategies which they use to accurately do this without discouraging those being corrected. They may give their employees an ear to listen their different views on how to tackle an issue of concern to them. This will assist managers in determining how various performance issues can be addressed and how they can use their position to help in putting right the issues. They should also not allow their comments to stray from anything that is not work related because most employees are always not motivated when their superior touches on their personal life. In addition, managers should be cautious in their reason for giving a feedback. The reason they should have in mind is that their comment is directed towards improving performance and not showing their influence in the organization. When these are done accurately, the probability of employees not being motivated will be reduced as the mangers will have a connection to the employees. Lastly, managers should communicate fully to their employees to avoid any issues of lack of motivation. Many employees are always lack motivation because of their frustration in lack of information. This leads to negative attitude among employees which in turn influences their motivation in their different work stations. Managers should ensure that they practice good communication with their employees by ensuring that they provide their employees with what they want or what they need to know. An example is that a two way communication should be encouraged and introduced by managers in their organization as it will avoid common assumptions that are always possessed by managers that their message is understood (McShane &Glinow 78). Best Practices According to McShane &Glinow 2014, Managers can tackle lack of employee motivation in an organization by employing numerous best practices targeted at solving the issue. They can solve the problems by evaluating their employees. Evaluating employees means that managers are expected to analyze the situation at hand before acting on it. This is because many times, managers always end up increasing the magnitude of an issue by their quick response towards the said situation. Employees who are always difficult in an organization are always driven by various factors like stress. Through evaluating an employee, managers are capable of knowing the cause of stress hence cause of lack of motivation. In the process of evaluating employees, managers always learn on different strategies to approach the issue of lack of motivation among employees as they have the facts pertaining to the situation at hand. Secondly, managers should also do their homework in their organizations. They should ensure that they do not react on rumors rather should verify information reaching them to ensure that they act on facts so as to put the situations of lack of motivation under control. They should act promptly, but ensure that they are not part of the problem of lack of motivation among employees. This is because when managers are contributing factors to the problem of lack of motivation among employees, it will be difficult for them to solve the problem as they will not be calm and impartial when handling the situation. Thirdly, managers should confront the problem of lack of motivation among their employees in their organization. Assuming the issue of employee lack of motivation in an organization can be disastrous to an organization as it may reduce the productivity of an organization. Tackling the issue might prove resourceful to managers only when they use strategies which are effective and do not worsen the situation. An example is that when a manager notices an employee who is not motivated by his jobs and makes a decision by firing him, other employees may resent this by dropping their tools to sympathize with the fired one hence creating more problems for the management. Fourthly, According to McShane &Glinow 2014, managers can also tackle to issue of lack of motivation among their employees by addressing the behavior and not the individuals in question. This means developing solutions to the problem at hand like giving out general remarks and not attacking an individual personally. For an individual who is always late for meetings, the manager may issue out remarks like ‘I need everybody here to attend the meeting and failure to attend will not be an excuse’. Lastly, managers should always highlight the reasons behind the behavior like asking questions which can not be answered by an employee who lacks motivation in an organization. However, the manager should take into consideration the points and reasons and excuses given by the employees and strive as much as possible to avoid being impartial and non-judgmental. Conclusion In conclusion, lack of employee motivation is an issue of concern to many organizations as it hinders their ability to expand as their production is limited. At one point or the other, managers are always faced with the challenging of dealing with lack of motivation among employees which makes them to be difficult. However, good strategies and decisions are always the key to solving the issue and putting employees back on track. Work Cited McShane, Steven L, and Glinow M. A. Y. Von. Organizational Behavior. New York: Mcgraw- Hill/Irwin, 2014. Print. Read More