Low Level Employee Motivation

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Low level employees represent the essence of any organization. They may be the least educated or paid employees, but they are the ones who truly understand how the organization functions. For this reason, it is important for leaders to satisfy their employees’ needs and motivate them. Motivation is the art of creating conditions that allows everyone to get their work done at their own peak level of efficiency (Gellerman). It enables workers to focus their minds on completing their tasks efficiently and effectively. It also represents the inner drive for people to achieve both personal and organizational goals (Lindner). Hidden or unknown workers’ competences and capabilities can emerge through motivation. Meanwhile, workers feel involved …show more content…

In fact in today’s world, competition is increasing and customers’ requirements and expectations are going up rapidly. Consequently, organizations work hard to have a competitive advantage over their competitors and delight their customers. In other words, they do their best to achieve the desired performance set by their customers. Unfortunately, the actual performance of the organization is sometimes below the desired one which creates a performance gap. Thus, managers pressurize their workers to spend more time working in order to close this performance gap (Repenning, N. and J. Sterman (2002)). By doing so, low-level employees become exhausted which drops off their motivation over …show more content…

According to Thompson et al., management’s crucial tool for creating organizational engagement and commitment is the appropriate design of the reward structure.
Barrier. M argues that performance recognition has a greater impact on motivating low level employees than monetary remunerations. Thus, expressing appreciation is more significant for employees and has a higher motivational impact. In fact, the real question that managers should be asking themselves is which type of rewards maximizes employees’ motivation for a better job performance?
Motivational rewards can be in the form of intrinsic and extrinsic rewards that low level employees receive at work (Bateman & Snell; George & Jones). Intrinsic rewards are about the motivation that arises from within a person including self-improvement and feelings of accomplishment, whereas extrinsic rewards consist of monetary incentives like salary, job position, job security, and fringe benefits (Hellriegel et al.). The motivation that is intrinsic is not forced, so it has long-term advantages. In the contrary, extrinsic motivation has instantaneous and immediate results but only in the short term

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