Teamwork and Motivation Introduction Employers face the duty of motivating and facilitating high job satisfaction among their employees. Creating policies and programs that enhance job satisfaction and motivate employees need money and enough time to create. When an employer understands the importance of motivation and job satisfaction in the workplace, the resources injected in employee-related programs can be justified. This paper provides design of my organization’s motivation plan; methods motivating employees and proposes ways that will motivate the minimum wage worker. Motivation plan High job satisfaction The main source of displeasure is from too much stress.
A direct way to raise satisfaction of employees is to decrease stressors. My company will do this by reducing role ambiguity by defining job responsibilities and descriptions of employees. My company will also shift tasks or execute a job rotation exercise to reduce burnout and overload. Other causes of stress stem from inter-employee clash, which can be eliminated or decreased by providing a relationship-building specialist (Manzoor, 2012). Problems in communication within the company can be damaging to employees by hindering positive attitudes and lowering morale. Formal communication procedures help to improve productivity and positively affect satisfaction of employees by providing direct and prompt communication results.
When a company fails to keep employees informed, rumors may begin to work at full speed, thus deteriorating employee commitment and satisfaction to the success of the company. The final strategy that the company will do to increase the satisfaction of employees is to put into practice an on-site wellness plan that improves mental and physical health, increases productivity, and reduces negative stressors (Deeprose, 2007). The costs of the programs differ significantly depending on the services provided.
My company will plan and evaluate low-cost wellness opportunities which include a small area that will offer healthy beverages and snacks, designating a meditation and relaxation area, availing opportunities for medical and nutrition consultation, or scheduling irregular sessions of on-site massage therapy. Low turnover The following are some effective methods my company uses in order to keep my employees happy and feel part of the company: (Podmoroff, 2005). i. Mentoring: A mentoring program together with a goal feedback system offers a planned mechanism for enhancing strong relationships within the company, and it is a strong foundation for employee growth and retention.
A mentoring program enables the company to pair an employee more experienced in a particular task with another employee who has less experience in the same area. ii. Instilling a positive culture: This company establishes some values as the foundation for the culture such as attitude, respect, honesty, excellence, and teamwork. The right culture gives the company an advantage in attracting and retaining good employees. iii. Providing growth opportunities: This company will provide software, workshops, and other tools that will assist employees increase an awareness of themselves and what they need from their careers and augment their efforts of setting goals.
It is important to give employees enough job challenges that will develop their knowledge and skills in their areas of operation. Employees are expected to be engaged in their jobs and remain committed to the company since it invests in their career development. iv. Training: Training reinforces employees’ sense of value. Training helps employees realize goals and guarantee that they get an understanding of job requirements. v.
Coaching/feedback: It is critical to give coaching and feedback to employees in order for their efforts to be aligned with the company’s goals and meet expectations. Employees are given intensive feedback in their few days on the job. High productivity The following strategies help the workforce to perform at high levels: (Podmoroff, 2005). i. Promotion from within the company: Promotion inside the organization give employees an additional incentive to enlarge their productivity and overall performance. Employees do not like to be stuck in a blind alley job, or else their efforts will be unnoticed. Promotion helps employees to work hard and achieve their goals.
ii. Profit-sharing: Profit sharing gives employees a personal stake in the results of the company. The company will introduce a profit-sharing program where employees will receive a percentage of profits that the company will realize. Additional revenue that the company gets means that employees will receive increased salaries. iii. A piecework Compensation plan: One way to improve the productivity of employees is to generate a link between pay and output by the implementation of a piecework compensation program. In this plan, the company does not implement hourly wages.
The company’s employees will get paid depending on how many parts they manage to assemble, sell, and hours they bill. iv. Achievement awards: Besides financial incentives, the majority of employees get motivation by having social recognition. Giving achievement awards to exceptional employees is a superb way to increase productivity. The company’s Achievement awards take the form of certificates, plaques, prizes, jackets, or even unique parking spaces. The awards are given to employees who obtain set performance standards. v. Adequate breaks: Providing employees with sufficient breaks is vital for improving general productivity.
Break time gives employees something to anticipate and give them an opportunity to regain their energy before going back to work. The employees will come back refreshed, and become ready to concentrate for additional hours till the next break. High-quality work A better way to promote quality work among employees is to start an incentive program. This company uses incentives to motivate employees and allow them do a good job (Manzoor, 2012). The incentive programs go on to improve the quality of employees as they motivate employees.
My company organizes meetings that discuss the right way to motivate employees to put in more effort. Employees who are motivated give all of their efforts to the company. Employees feel valued and respected when they receive awards for their efforts. 1. Ways to motivate employees The following are two ways to motivate employees: (Valtanen & Sihvonen, 2008). i. Listen: An employer needs to listen to ideas from employees. The employer needs to identify problems, frustrations, conflicts, and concerns of employees in order to help them. When an employer listens to employees, employees will feel motivated and feel part of the company. ii.
Everyone must get engaged: Employees who feel connected will be productive. Successful organizations allowed employees to participate in decision-making and planning of the organizations. 2. Motivating the minimum wage service worker The incentive theory proposes that employees receive motivation because of rewards (Berg & Frost, 2005). i. Assisting them in their career: A majority of minimum-wage workers has ambition and drive, but they face challenges getting up the career ladder. An employee with a potential to succeed needs to get some trainings.
ii. Be aware of what drives employees: Many employees in this category live paycheck to paycheck. They have troubles getting money for luxury products. For these employees to be motivated, they require something they can enjoy such as tickets for concerts or some money for to buy pizza for lunch. iii. Remain positive: When a company provides positive work surroundings, employees will have a reason to stay around. Employees must be praised for a job well-done. Once a sense of trust is established, workers will be happy and work hard. 3.
The importance of the employee in todays organizational context Individuals play a critical role in the running of organizations. The individual motives help in the accomplishment of the goals of the organization. Employees cannot work in any company without a motive or a purpose (Manzoor, 2012). The achievement of any organization depends on the proper co-operation and co-ordination of its members while co-operating with others. The others need to contribute to a smooth running of the company. An organization attains equilibrium when it can maintain the sustained contribution of all individual workers.
Every individual has a role to play since they have a specific job to do. When efforts are combined, the organization will enjoy success. References Berg, P., & Frost, A. C. (2005). Dignity at work for low wage, low skill service workers. Relations Industrial Relations, 650-682. Deeprose, D. (2007). How to recognize & reward employees: ways to inspire peak performance. AMACOM Div Mgmt Assn. Manzoor, Q. A. (2012). Impact of employees’ motivation on organizational effectiveness. Business Management and Strategy, 3(1), pp. 1. Podmoroff, D. (2005). 365 Ways to Motivate and Reward Employees Every Day—with Little Or No Money.
Atlantic Publishing Company. Valtanen, A., & Sihvonen, H. M. (2008). Motivation of employees for SPI: Case study in a small Finnish software company. In Software Process Improvement. Springer Berlin Heidelberg.