Economical trends are driving forces of motivation for any commerce, business, or employment situation. The major motivational strategy would be either salary or status increase and therefore must be the top consideration when a manager seeks to gain productivity. The purpose of this paper is to research various motivational factors and compare to the state of the economy.
Obviously the foremost most effective motivator for a manager to use to attempt to gain an increase in productivity is monetary, whether it is salary or bonus driven. Employees expect an honest days pay for honest days work, and any expectation over and above one's own work would expect to accompany an appropriate increase. However, managers in todays economy are faced with the dilemma of very little to offer employees to gain productivity, the demand for increased work many times is because of a weak economy as many companies are faced with layoffs to reduce labor costs, resulting in an increase in workload for remaining employees leaving the manager with a task to increase productivity without increasing labor costs. One experience has resulted in idle threats of job loss and layoff in the event that productivity is not increased. Fear of job loss is also a motivational strategy but not an effective one to increase workplace satisfaction.
An employee will only be pushed so far before retaliating in one-way shape or form, whether it is finding another job or other means of retaliation. Commerce is a give and take relationship, both managers and employees must give to receive, nothing is free and words without affectivity will not increase productivity. Scare tactics will never work in the workplace, or if they do it will create an even worse situation for a manager attempting to gain productivity from employees without any increases.
[...] Workplace motivation Workplace Motivation Economical trends are driving forces of motivation for any commerce, business, or employment situation. The major motivational strategy would be either salary or status increase and therefore must be the top consideration when a manager seeks to gain productivity. The purpose of this paper is to research various motivational factors and compare to the state of the economy. Obviously the foremost most effective motivator for a manager to use to attempt to gain an increase in productivity is monetary, whether it is salary or bonus driven. [...]
[...] The simple act of recognition is a huge tool and performance motivator. Intrinsic motivation comes from within the individual and will bring a sense of satisfaction and achievement. It will give each employee a sense of empowerment and a sense of ownership. Each employee will feel as though he or she has made some sort of difference in the company. If an individual feels as though he or she are insignificant the tables will turn in the opposite direction and can be detrimental to a company's success. [...]
[...] Different things motivate different people. It may very well be that to profit the most of intrinsic as well extrinsic motivation perhaps these motivation theories can be used in combination with each other to influence employees. It seems as though people are influenced by the combination of each of these motivational theories if used in a proper context. References Cook, J. (2012). How Google Motivates their Employees with Rewards and Perks. Retrieved from http://thinkingleader.hubpages.com/hub/How- Google-Motivates-their-Employees-with-Rewards-and-Perks Reeve, J. (2009). Understanding Motivation and Emotion (5th ed.). [...]
[...] Another intrinsic motivator would be to promote from within. There is nothing worse than a dead end job leading nowhere. Promoting within will give the employee awareness that advancement is possible if you do a good job. It will also be important to provide the employee with the skills he or she needs to further his or her advancement with a particular promotion. This will instill confidence. Google a fortune 500 company is a wonderful example on their use of intrinsic motivators. [...]
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