workplace-motivation-paper July 09, 2017

Introduction

Good motivational strategies have a great impact on productivity in a workplace. Well-managed and motivated workers often make a business successful, while demotivated workers lead a business down it failure path (Brehm, 2004). Incidentally, managers have both the ability to motivate and demotivate workforces, which implies that managers have control over the productivity of a given organization. Productivity has greatly been a significant contributor to the success of most businesses. Productivity has also been significant to long-term growth and justifiable enhancement and when linked to economic growth and development, it creates non-inflationary increments of wages and salaries. Lack of motivation in workers contributes to high employee turnover in workplaces, which has been as a result of the challenges in underscoring the positive side of worker motivation (Brehm, 2004). This awareness has contributed to enhanced efforts over decades to improve workers' motivation because motivation is necessary to do away with the negative perspective of motivation, which may be more psychological.

There is a correlation between the motivation of workers and performance. Based on that information, it is important for workers to continuously feel motivated in so as to increase performance, hence productivity. To wholly understand the effect of motivation on the workplace, one has to first assess the likely sources of motivation in an organization. Workforces are typically motivated by internal factors-which to include an individual workforce's thought processes and experiences; and external factors-including organizational culture, which would encourage workers to be productive through rewarding or by ingraining a sense of fear in employees. It is important to realize that workers that are highly self-motivated can be influenced by external surroundings that would discourage workers to demonstrate the high degree of motivation.

How Various Motivational Strategies Affect Productivity in XYZ Workplace

There are various motivational strategies ordinarily used to improve productivity in XYZ workplace. Individual workers appear to be naturally motivated by various factors. However, similar to many management strategies, not all approaches are applicable to all situations. Therefore, it is necessary to look at an individual worker involved in each situation ahead of determining a suitable motivational strategy. It is also evident that the task of a manager in the workplace extends to getting things done through workers. To achieve this, XYZ's manager is able to motivate workers. Though that is simply said, it is not easy for the manager at XYZ. The experience in the company demonstrates that motivation practice and theory are complicated subjects, affecting several disciplines. Productivity at XYZ depends greatly upon internal and external motivational strategies as explained hereunder.

Effective Communication

The success of XYZ can partly be attributed to communication. The company has developed open and honest communication within the workplace, which has proved to be an essential motivational strategy. It has also proved important for XYZ managers to communicate prospects effectively for workers to have no doubt as to what is required of them. Most XYZ workers have a clear idea of what the management expects of them, which has made them far more confident in their capacity to execute their duties well. This confidence has translated into the increased sense of belonging and greater motivation to meet XYZ productivity, hence meet performance goals.

Use of Rewards and Recognition

The rewards and recognition system at XYZ has demonstrated the importance of efficient use of rewards and recognition as a motivational strategy in a workplace. The XYZ instance has undoubtedly shown that fair compensation is a strong motivator. However, rewards do not necessarily need to be monetary-offering nonmonetary rewards, including certificates of appreciation or a cheapo gift card can as well be a good motivational tool. This strategy has been effective especially when workers are awarded and recognized before colleagues in the workplace. This public recognition has increased XYZ workers' perceived status in the workplace, while instantaneously motivating other employees to work harder in an attempt to attain the same recognition for themselves, contributing to the company's increased productivity, hence its success.

Coaching Employees

This strategy has also been very central to the high productivity at XYZ. Managers and supervisors need to be close to their juniors to offer them guidance towards realizing company objectives. Said differently, managers that lock themselves in their offices and never intermingle with other employees are not creating a friendly work environment that is requisite to increasing productivity. XYZ managers demonstrate their awareness that to motivate employees, managers have to assume the task of coaching and mentoring workers. Most XYZ managers get involved in their employees' projects without attempting to micro-manage every one of their moves. XYZ managers regularly offer advice, support and inspiration to employees and it has proved to be a very effective motivational strategy because it has significantly enhanced the company's productivity.

Managers' Attitude

Though rarely talked about, the positive attitude of managers and supervisors sets the tone for company workers' deportment and approach to their tasks. When company managers and supervisors assumed a positive approach to every issue, XYZ employees started adopting the same approach. Because managers began offering cheerful though determined work ethics, all other XYZ employees recognized that and began emulating managers. This strategy can turn expressly motivating when company managers demonstrate how a positive approach can assist in solving problems to employees' welfare. Among the instances that demonstrate this motivational strategy at XYZ involve taking positive approaches when handling irate customers, which has observably been successful in calming customer and turning the antecedently unfortunate incidence into a sales opportunity, hence increased productivity.

Organizational Efforts

Among the most efficacious strategies for an organization to increase its productivity is through the execution of a whole performance management program. Performance management programs integrate many strategies that are intended to motivate workers on an individual level. An organization should have a performance management program that includes of strategies aimed at developing a plan of success for the individual employee, in which managers and employees work together to create a roadmap to the employees' success. Companies institute performance management programs with the information that workers who see a clear path to attaining individual career goals within the working place are more highly motivated to enhance productivity than those who do not conceive the future for themselves within the company. Apart from performance management programs, organizations can use mission statements. A mission statement is a measure to which the organization and its employees know where they are headed, how they plan to get there, and how each employee can add to the organization's efforts to increase performance. In other words, for an organization to improve performance, it needs vision, strategic focus and purpose, and goals and objectives. Another facet that organizations look at is adaptability, which is the ability of an organization to assess the external environment and respond to the ever-changing demands of its clients and other stakeholders. In other words, an organization needs to create change and organizational learning, and focus on the customer.

Implications of Applying Motivational Theories

Self-Determination Theory

The Self-Determination Theory suggests that workers do not carry on their duties on auto-pilot, but instead, they depend majorly on sustenance and support from their work environment to work efficaciously (Deci & Ryan, 1987). Self-Determination Theory supposes that every employee has a built-in drive to grow and develop. Therefore, every employee supposedly strains to master challenges and to incorporate his or her experiences into a lucid sense of self. If XYZ adopts the Self-Determination Theory, it will definitely welcome the following three concepts that have been known to influence motivation in workplaces:

  • Autonomy, which will encourage employees to have the attitude of "I can do it myself";
  • Competence Feedback, which will encourage the spirit of approval and acknowledgment amongst employees, and;
  • Relatedness, which will encourage employees have an "I'm not alone" perspective. (Deci & Ryan, 1987)

Theory X

According to Douglas McGregor, there is a pair of types of management styles that influence employee motivation, and eventually results (Lauby, 2005). McGregor identified the first as Theory X. If Theory X is applied to XYZ, managers will tend to believe that employees are essentially unreliable and indolent. This workplace is likely to have a type of managers that focuses only on negative personnel outcomes and anticipates the worse. The application of Theory X in XYZ is likely to grow a crop of managers who are prone to micromanage-in other words, managers who are always following every step of employees as they work. Therefore, XYZ may experience a type of managers who believe they are remunerated to think as the juniors are just there to carry on duties. If XYZ ends up with this kind of management, the kind may be unique awfully because Theory X manager is not a very popular management and motivation style.

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