Employee Motivation Plan
Every manager, director, or leader who exercises leadership activities within their daily business is seeking solutions to make teams more productive while also ensuring that they are focused on the goals of the area in which they operate. Most importantly, they also make sure that these teams are committed to the organization’s strategic objectives. When one talks about productivity, the terms ‘focus’ and ‘commitment’ are basically interconnected with the motivation level of employees. Many managers spend hours wondering: “Why are my teams lagging behind in productivity?” There are times when good salaries are not enough to motivate and retain good professionals in companies.

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The factors that motivate the professionals at work are good relationships with people at work, professional recognition and the ability to work with what they like. Salary and capital accumulation does not appear even among the top five motivating factors. Often, institutions invest time and money in restructuring HR settings, career plans, jobs and salaries, hire numerous consultants, and end up forgetting the most basic: what motivates people to wake up in the morning and go to work? I believe that before hiring an HR consulting, every manager can pay attention to some points which usually cost very little and can produce great results, related to the motivation of people in a company.

2 – Methods for Motivating Employees
Method 1 – Employee-oriented Approach
By simply employing a more employee-oriented approach, the leaders of an organization can make sure that the employees are better motivated to work for them. This approach may envolve the following initiatives:

Invest in quality of life
In a market that seeks creative people who make a difference where they are, the differential of any product or service is innovation. So if you want motivated teams, involved with his work, creative, opine that, suggest, criticize and suggest improvements, create a work environment where people enjoy living and spend most of the day. Investing in areas of leisure and
conviviality common with comfortable sofas, a pool table, and puffs in meeting rooms, can make the environment more relaxed and conducive foremployees to express their views and contribute innovative ideas.

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Allow flexible work schedules
Whenever possible, let the teams do their work schedule. Try to focus efforts on the achievement of goals and evaluations by meritocracy, instead of staying monitoring how long people are chatting in coffee. Most of the activitiesof any company involves creativity – something that can be developed throughout the day, including coffee. If a team is more productive working in the afternoon, create mechanisms so they can work this time. Any team will be more motivated in working time that is more productive.

Give people freedom
Generally, large companies and internet technology are cited as the most innovative market, and most of them have management models that are more flexible and lean. In companies like Facebook, Google and Amazon, employees are encouraged to be self-managing, and have the freedom to solve their problems with more autonomy. This freedom allows people to develop their creativity and foster innovation. When Ricardo Semler began to spread his ideas about business management in 1982, Semco S / A, preaching of radical freedom and democracy in industrial companies, most thought he was crazy. Today, its management model is an international reference for any business manager.

Do not give orders, share responsibilities
Do not dictate or say what people should do. You can point out ways to understand what difficulties and problems need to be solved. Most professionals, especially Generation Y, love to take on responsibilities and challenges, and increasingly reinforce these desires in all searches. Allow people to face the problems of the company and have the freedom to be able to help with solutions.

Method 2 – Organizational Goals Oriented Approach
In this method, the following steps can be taken to ensure high motivation
level among employees:

Build a flat hierarchy
Having a career plan well structured policies and well-defined positions and salaries are important for any organization. But if a person cannot have contact with their immediate managers, and not feel close to their leaders, will automatically feel distanced from the company. It is no coincidence that Jack Welck, shortly after taking the direction of GE in 1981, promoted a profound transformation in the structure of the company, consolidating a hierarchy much more “flat” and simplified. The result we all know.

Promote effective communication
You can only create any expectation about an employee if he knows what the institution where he hopes it acts in the workplace. So, invest in generating feedback loops between employees and managers, so everyone has a clear strategy and business goals. Most often, it is not necessary to implement feedback systems or complex long meetings involving all areas, but encourage a culture in which managers, leaders and followers are free to talk more informally, allowing important information to be shared between naturally everyone.

3 – Ways to Motivate Minimum Wage Workers
McGregor (1992) conducted extensive research on the factors that motivate an employee to work efficiently in an organization. McGregor’s theory X and Y represents the integration of individual and organizational goals through actions based on the following assumptions:

a) The expenditure of physical and mental effort in work is as natural as play or rest. The ordinary human being hates not by nature work. Depending on controllable conditions, work can be a source of satisfaction (and will be voluntarily performed) or a source of punishment (and will be avoided, if possible).

b) External control and threat of punishment are not the only means of stimulating work in view of organizational objectives.

c) The commitment to the objectives is dependent on the rewards associated with their achievement. The most important of these rewards, ie the ego satisfaction and needs of self-affirmation can be a direct product of the effort made in order organizational objectives.

d) The average human being learns, under proper conditions, not only to accept responsibilities to look for them. The refusal of responsibility, lack of ambition and the search for security are generally consequences of experience, not innate human characteristics.

e) The ability to use a relatively high degree of imagination, ingenuity and creativity in solving organizational problems is more widely distributed in the population than is generally thought

f) In the conditions of modern industrial life, the intellectual potentialities of the ordinary human being are partially used. Keeping the above points in mind, the following steps can prove to be highly effective in motivating employees working at a minimum wage:

Rewards
You can distinguish the exertions of extraordinary representatives in your business by remunerating them with a wide range of rewards. Most businesses give ‘Employee of the Month’ rewards to the employees as a token of appreciation and recognition for services rendered by them. This is a very effective way to keep the employees motivated because recognition is one of the primary needs of employees when working in an organizational setting.

Positive Work Environment
Create a positive environment in which employees work hard but can still have fun. Such a workplace motivates employees to dedicate themselves fully to their tasks and benefits customers through exemplary service. It also increases your sales because customers who receive good service will keep doing business with you. Creating a positive environment involves praising employees for every accomplishment and correcting them in private when they make a mistake. Enhance communication between you and your workers so that they can easily forward their complaints or concerns to your office.

Career Advancement Opportunities
Minimum wage employees can become effective workers when they see great opportunities to advance their careers in your business. Help them climb the career ladder with training or by advising them to get the necessary education. You can also promote hard-working employees to higher positions in the business, which will inspire others to work hard in an effort to gain promotion. The career ladder in your organization needs to outline promotion and advancement opportunities. It should also spell out the necessary credentials, experience and skills for advancement into a higher position.

4 – Relevance of Individual Worker
Employees form the backbone of the organization as they carry out a wide range of duties and responsibilities that ensure that completion of assigned objectives. Without employees, an organization cannot hope to survive in the market for a long time. The relevance of an individual employee, and the contributions that he makes towards the goals of the organization are particularly important in this regard. There are numerous reasons why it is imperative for an organization to look after the needs of individual employees. The collection of individual employees constitutes a team and this team is directly responsible for the accomplishment of goals and objectives. Individual employees work in their own capacities to ensure that they are aligned with the organization’s mission. This way, they dutifully carry out the tasks that are assigned to them and thereby contribute towards the completion of team-based goals.

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