INTRODUCTION Rewards and Recognition can be most powerful weapons to motivate employees, to inspire them and to get good performance. Reward is defined somewhat given for best performance at work place. Recognition is an important feature in retaining hard working employees and for getting performance. Different kinds of rewards and recognition are there to motivate employees, such as cash bonus stock awards, and wide variety of company paid perks. The first objective of giving Rewards and Recognition is to support and encourage the employees to give ultimate performance.
Improving motivation in the workplace can have various positive advantages regardless of whether you are the employee or the employer. For the employer, improving motivation in the workplace may lead to better employee maintenance, enhanced employee morale, enhanced productivity, and finally increased profits. For the employee, improving workplace motivation can result in quicker promotions, a more satisfying career, and better potential for progress. Certainly, there is a multitude of advantages to increasing motivation at work. In today's modern settings, there may be several barriers and stressors to feeling inspired and fulfilled in a workplace.
This will in turn have the effect of creative thinking with employees seeking to come up with new, creative ideas that will help them achieve the set goals. Impression management can also be used to achieve organization goals and motivate employees. Research has shown that junior employees belief impression management is a useful tool that they can use to gain promotion. This clearly shows that impression management keeps employees highly
The effectiveness of career development can be seen if the career development activities were carried out jointly between the employee, employers and the organizations itself. When employees have a positive perception of their career development and been support by the organization, the employee tend to have high motivation in order for them to achieve the goals. Hence, employees who are contented with the work and his career will be faithful to the organization and work to develop profitability and productivity of the organization. According to Roy (2015) Career development is a process of moving forward employee career plan where it is involving effort from individual employees and organization to achieving balance between employee career aspiration and organization workforce requirement. According to Hall (2002) Career development is important to employee and employer because career development provide mutual value outcome to employee and employer.
Like every individual do their best to show their power of talent. If an individual perform more then the task he use to do, he’ll result more benefits to an organization. If an employee takes more responsibilities then the given one. Could help out company as well as employee. If the improvising in job task is being done then the individuals will have more learning skills and will provide more goods to the company as it would be good for both company as well as individual.
They can increase more productivity, sales revenue, and profit. Staff moral: One more, good leading can improve staffs moral which make them loyal to business and be able to work harder, and stay with the firms. It can create a good culture to develop leadership pipeline in an organization. (Gregory Hamel, Demand Media, n.d) 4. Usefulness in
This point is the important objective for Nestle in terms of motivation for employees to work and improve. Their working conditions should be favorable. Reward; Providing benefits, bonuses, paid vacations are essential in terms of encouraging employees to be productive, and satisfied. The particular achievements should be rewarded in order for an employee to feel the value of his work and its appreciation. Performance management and communication: Monitoring of the employee 's performance, guiding them, giving feedback is one of the essential objectives of Nestle.
Aside from the personality of an individual, motivation is crucial for the initiation of the creative process or for the completion of the process. Intrinsic motivation and extrinsic motivation can really determine how well something is done. Sosik et al (1999) suggested that intrinsic motivation, concentration and enjoyment encouraged idea generation (Patterson & Kerrin). However, it is isn’t only about idea generation, intrinsic motivation also seen as curiosity within the person or the ‘want’ to improve the feeling of mastery or self expression and this desire leads to great outcomes (Patterson & Kerrin). The feeling of responsibility is an example of intrinsic motivation because when an employee feels that organization he or she work for is for example in need of a new way to maximize profits, approach customers, or compete with competitors the internal motivation may spur.
It is an effective strategy to retain talent in the organization and encouraging them to carry out their responsibilities in a better fashion. Right person for right job : Job Redesigning helps in creating a right person-job fit while harnessing the full potential of employees. It helps organization as well as employees in achieving their targets or goals. The job characteristics model designed by Hackman and Oldham which is based on the idea that the task
Through delegation leaders can get their respect and loyalty from their teammates thus enhancing their credibility as a leader. Team members have the opportunity of developing and learn new skills as this leads to goal achievement and makes them versatile. Some task when delegated to team members may find it interesting, this makes it more enjoyable; when you give your teammates more responsibility and authority, it makes them creative as they will begin to use their initiative and imagination and subsequently leads to new idea and solution to problems that you may not have recognized, this subsequently instils in your team a feeling of