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1.0 IntroductionDifferent scholars have formulated various theories explaining a number of approaches the management can employ to ensure a well-motivated staff. In the new competitive world where all the focus has been drawn towards customer satisfaction, it turns out that employee motivation is critical as far as ensuring quality customer services is concerned. However, not all of these numerous ways brings forth sustainability. Some of the ways are tailored to cause instant results but do not put into consideration the long term and flexibility aspects of the motivational method.

Therefore, it is crucial and important to any business manager to select the most appropriate type of motivation that would bring about both short term and long term results hence guaranteeing sustainability. Motivation can be defined as “the motive force that moves employees to perform at their very best” (Robbins & Judge 2009, p. 190). It is the employees who can either spearhead the business into realization of higher marginal profits and quality services to the customers or drive the business into losses and poor customer relations. This report looks into not only the financial aspect of motivation but also explores other different ways through which motivation can be achieved sustainably.

This therefore implies that motivation should include both the financial and also the non-financial aspects in order to achieve the set goals (Perry, Mesch & Paarlberg 2006, p. 512). 2.0 CommunicationThe way information is relayed in an organisation can be a very important instrument for motivating the employees. 2.1 Well-defined objectivesOnce the objectives and expected results have been arrived at, it is the obligation of the manager to convey the same information to all employees in order to reduce goal blindness and prompt employees to focus on the organization’s goals.

By communicating the set goals and the channels to be used to achieve the set goals is a primary step towards nurturing talents of the employees. This can be achieved by assembling all the employees then communicating to them what the manager and other executives have set and what is expected of them. The management should also clarify on the various instruments to be employed in achieving these set targets. This will foster awareness among the employees and each one of them will be well informed.

In addition, the management should communicate any changes made in the policies and also the emerging issues that affect the business either directly or indirectly to keep the employees on track with the current affairs (Perry, Mesch & Paarlberg 2006, p. 511). 2.2 FeedbackThe way the manager treats complaints and suggestions from their employees will serve either as a discouragement or a motivator. Employees would feel valued and appreciated when their complaints and suggestions to the manager are treated with concern.

When the manager takes too long to respond to the employees complaints, it will make them feel unrecognised and unimportant to the business. Therefore, for a better employee motivation, the manager should respond to the employees’ complaints and feedback promptly (Kreitner & Kinicki 2009, p. 342). This will prompt the employees to feel recognised and worthy hence encouraging them to submit more feedback whenever needed in the future. It then stands out that the gap between the managerial staff and the other employees is key towards motivating employees to provide feedback whenever required concerning the performance of the business.

It encourages employee loyalty and makes them feel that they are as important as any other staff. Other ways through which the manager can enhance communication with the employees is through the introduction of suggestions boxes, complaint forms and regular meetings to discuss the employee complaints and conduct a joint evaluation of the business progress.

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