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
Because of the pressure to stay on their fast schedule, workers
This is why I say there needs to be a certain balance in the workplace. A balance that benefits the employees and
I wonder if customer service is a just a word or an actual mission for retail and customer based businesses. One thing is sure at Kudler Fine Foods customer service is the mission and our goal. With that being said there are many variables to just deliberately delivering quality customer service. Specifics like, caring, joyful, and positive personalities are required in order to carry an appropriate customer service experience. One way to ensure that our personnel is providing the right customer experience is to provide incentives to those who go above and beyond.
References Caza, Arran, Matthew Mccarter W., and Gregory Northcraft B. "Performance Benefits of Reward Choice: A Procedural Justice Perspective." Human Resource Management Journal 25.2 (2015): 184-99. Business Source Premier. Web. 19 Sept. 2016.
Critical Thinking Answer The two recognition and reward programs that I would like to participate are Employee attendance and employee empowerment. Based on an employee attendance reward, it makes the company feels s/he cares about his or her job. Also it helps the employee protect his or her job. However, the employee empowerment makes the employee feels s/he has been trusted by the organization.
A performance-oriented philosophy is followed; no one is guaranteed compensation just for adding another year to organisational service. Instead, pay and incentives are based on performance differences among employees. Employees who perform well get larger compensation increases; those who do not perform satisfactorily receive little or no increase in compensation. Thus, employees who perform satisfactorily should keep up or advance in relation to a broad view of the labour market for their jobs, whereas poor or marginal performers should fall
For employees, things that aren’t intrinsically interesting requires extrinsic rewards to motivate. Employees can be motivated by extrinsic rewards such as additional monetary compensation, gifts, gift cards, or other monetary rewards. These types of rewards could lead to improved performance and higher motivation. It would also motivate a worker, but only satisfies the person’s lower-level needs. The flip side to this type of motivation stimuli, employees will want the same or better reward to maintain the same level of motivation and performance outcomes.
Motivation at workplace There are two dimensions of motivation; internal and external. Internal motivation refers to personal interest in doing something and external motivation refers to be persuaded by someone’s activity. The characteristics of motives are identified as: individualistic, changing, may be unconscious, often inferred, and hierarchical (Reece, 2014). Most important fact to understand motivation is the theories. Many motivational theories have been developed over time to study human behavior at the workplace.
This is a good way of increasing employee 's motivation and if used properly always have positive effects on the normal business
Keeping the workforce motivated and making them feel empowered to make some decisions is key to an organisations
Motivation is essential for a group as well as an organization. In the eyes of the leader of organization McDonald’s, authorizing and inspiring staff members to do the best in their job and they’re capable of helps create job satisfaction, lowering gross revenue in an industry that has a standing for stimulating its employees. In addition, a glad, stable workforce not just conveys better customer service; it is likewise more compelling at building deals and attracting repeat business. There are five concentrate benefits of employee motivation which Mc Donald’s approached at: 1. Improved Productivity 2.
EMPLOYEE RECOGNITION Employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behavior, effort or business result that supports the organization’s goals and values, and which has clearly been beyond normal expectations. Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued. When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work.
1. Introduction It is crucial for managers to understand what motivates employees because only then will they be able to meet their needs and demands. Employees will be more motivated and committed to the organization when their important needs are met and when these important needs are not met, their morale suffers and this weakens their motivation in the long run. Like all other companies, Microsoft does its bid to keep its staff motivated and the theories I found to be used by Microsoft to motivate its employees are Douglas McGregor’s Theory X and Theory Y, Abraham Maslow’s hierarchy of needs and McClelland’s theory of needs.
Introduction In today’s business, maximization of profits represents the principal feature of business operations. In order to achieve the highest profits, companies have to manage their human resources effectively. Thus, employee’s motivation has emerged as a critical component, it holds the key to the success of a company. Therefore, human resource managers must motivate their employees to let them perform to their best and achieve the organizational goals.
This may lead to have poor morale as well as wastage of time in the business contracts and agreements (ft,