Importance Of Coordination

• Basis of coordination

Motivation is the basis of coordination among all members of the organization. Motivated employees develop a better understanding between them. They appreciate their mutual problems and resolve differences through mutual consent. The main reason for differences in approach among workers is lack of coordination. However, motivation helps maintain coordination among workers. Maintaining coordination helps to develop team spirit and group effort to achieve common goals.

• Stability of workforce

It is well known that a stable and motivated workforce is the potential of the organization. Motivation directly or indirectly facilitates the stability of the workforce. Generally, frustrated and disgruntled employees may think

Likewise, the main responsibility of the management is to focus on the objectives of the organization. Motivated workers put their efforts towards the achievement of the organization's objectives. The best use of human effort contributes to the proper use of other resources. This is useful to minimize the cost of the product or service and maximize profitability.

4.2 How to remain/keep your employees motivated & energized?!

When it comes to job satisfaction, the financial rewards may be lower on the list than most people think. Being happy with your work seems to depend more on intangibles: feeling part of a team and being valued and appreciated consistently outweighed money when employees are asked about job satisfaction.

Bill's story

Take Bill, for example: a very competent project manager in a software development company. He was recruited a few months ago to his current company and is already thinking of looking for another place. "I do not have any feedback from my manager," he said. With no sense of how it fits into achieving the company's overall goals or how it is done, its motivation is down. "The hours are a lot better at this company," he acknowledges, "But I'm not so committed at work - I just do not care

Time is a critical factor in letting employees know about future changes, in order to reduce uncertainty. You also have to be very clear about your purpose when you meet with them. Goodman and Truss recommend the following objectives:

• Obtain individual buy-in

• Obtain commitment to the change

• Minimize resistance

• Reduce personal anxiety

• Ensure clarity of objectives

• Share information/vision

• Challenge the status quo

• Obtain clarity

• Minimize uncertainty

(Goodman, J., & Truss, C., (2004). The medium and the message: communicating effectively during a major change initiative. Journal of Change Management, 4, 217-228.)

Step 4: Get everyone engaged. Figure out a way to get all of your employees engaged in planning and decision-making. That way the project becomes their baby: something they’re willing to fight for. To do this, when possible, ask for input and use your ideas. In this way, they have an interest in having the project succeed. This can not only empower and motivate employees; it can also lead to new, more productive forms of work that would normally be ignored during more stable