Essay 750 words

Running Head: EMPLOYEES MOTIVATION 1

EMPLOYEES MOTIVATION 4

Employees motivation

As the paper presents, it is important for organizations to develop methods of motivating their human resources, especially in these strenuous economic moments. I concur with the paper presentation on Make Your Workplace Great: the 7 Keys to an Emotionally Intelligent Organization. As the paper presents, the organization should seek to know what works for its employees and work towards improving on such areas. The paper also points out the importance of effective communication between the management and the employees while focusing on the formal and informal feedback which is essential in obtaining the response of the human resource towards the management decisions. At the same point, the paper also puts emphasis on the employees’ engagement in the decision-making process and in self- management which are key aspects of the employees’ motivation (Stein 2007). Acknowledging the employees and the organization overall performance and engaging flexible methods of operations have been explored in the paper as major contributors to the employees’ motivation that organizations can adopt.

(why you talk about this paper: the 7 Keys to an Emotionally Intelligent Organization????? ) in my opinion, you should start your paper by some definition and a quote, then write about what do you want to do in your paper.

The human resource, being the live factor of production, plays a very essential role in the achievement of the organization's goals and their morale at the workplace can be reflected in the organizational outcomes. It is important for the organization to make a research for the motivation factors which influence the human resource in their performance of their duties. As outlined by Abraham Maslow's hierarchy of needs, various human resource is at varying levels of needs which the organization needs to put into consideration in determining the effective ways of motivating their employees (Collings et, al., 2018). The organizations, therefore, should seek to establish the needs definitions of the human resource they intend to carry out motivation techniques before implementing them and predicting the most outcomes. (example)

In addition to daily routines, it is important for the organization to create a career path for its workforce. The daily activities should seek to establish the organization employees in their various career endeavors by arranging their operations that ensure that the human resource is able to maximally utilize their working time in improving their skills and knowledge in the course of execution of their duties (Shields et, al., 2015). This motivates the employees as they seek to attain self-actualization in their various areas of operation and thereby performing well in their duties. The organization can conduct regular training and engagement in career opportunities that are aimed to attain more knowledge in the area of specialization.  (I don’t get your point about motivation, how they motivate people?)

The rewarding system is the other aspect which is key in employees’ motivation. Everyone has a need to be appreciated for the work well done. It is therefore for the managerial team to seek ways of rewarding their employees through salaries and wages and other forms of incentives that the employees perceive as substantial acknowledgment for their support (Malik et, al., 2015). Organizations that have surpassed their operation goals may decide to honor their employees through bonuses beyond the salaries and wages. Other non-monetary rewards are also effective such as improving corporate welfare or departmental promotions.   

In my previous interim workplace, the supervisor motivated us through the creative quest. She strived to see that all the work floors were able to accomplish their roles by exploring various creative methods of approach. She encouraged us to pursue research and innovation in the line of production an aspect that has seen the organization attain more efficiency in operation through improved methods. To encourage this virtue in the operation, the management incorporated positive competition, where various groups were given different tasks to inform of a puzzle to work out. Through group work, we were able to learn much more from group work and also attained more cohesion at the workplace. Through teamwork, the bureaucratic nature of the organization was broken and there was more sharing of ideas that improved efficiency and motivation of the employees. (example is not clear) what is the group work relation with motivation? How it motivate people?

In the group work setting, the highlighted points are important in the completion of a given assignment. Through creativity, everyone’s idea is brought into the table to help in the improved performance. The reward system encourages the group members to hit their target or even surpass it when the reward is informed by the outcome. Self-actualization is also an important driver of performance as the members seek to attain the highest rank in their careers. The acknowledgment of the members’ contribution keeps them motivated in developing new ideas and seeking helpful information. Through healthy competitions, group unity is achieved which result in more sharing of idea. These tips attain a friendly working environment that the members are committed to which leads to improved overall performance and harmonious working experience.

Conclusion?

References

Stein, S. J. (2007). Make your workplace great: The 7 keys to an emotionally intelligent organization. John Wiley & Sons.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... & Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.

Malik, M. A. R., Butt, A. N., & Choi, J. N. (2015). Rewards and employee creative performance: Moderating effects of creative self‐efficacy, reward importance, and locus of control. Journal of Organizational Behavior, 36(1), 59-74.

Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.