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Deliverable 2 - Effective High-Performance Motivators
Bushra Ali
Rasmussen University
Leadership and Management Essentials
Christa Reyes
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Deliverable 2 - Effective High-Performance Motivators
Since employees can create a positive customer experience, job satisfaction directly
impacts customer service. According to Andrew J. Oswald's research, happiness at work can
boost productivity by at least 12%. Work processes are made more efficient when employees are
happy at work and motivated to succeed. As a result, motivation and contentment can assist with
job responsibilities. The number of volunteers in an organization is another factor to consider.
Happy and motivated employees are more likely to take on additional responsibilities that help
the business achieve its goals. The final effect is employee retention. A business can increase
employee retention by ensuring employees are happy and motivated. This is significant because
it will help a business save more money.
According to a study by the University of Warwick, contented workers are more
productive. According to the study (Oswald, Proto, & Sgroi, 2015), satisfaction raises
productivity by 12 percent. Effective time management, which increases productivity, was
identified as one of the most critical factors in the study. According to research, a high level of
affective commitment is correlated with a higher level of job satisfaction. Satisfaction can also
lead to a high level of commitment to the organization. Another crucial factor is the strategic
alignment of the factors utilized to increase employee satisfaction within an organization with the
organization's goal (Ali & Anwar, 2021). As a result, workers are constantly motivated to
contribute more. Finally, the production relies heavily on labor. An organization can reduce
absenteeism, which is crucial to increasing productivity if employees are satisfied.
Relationships with mentors are the first practice, and leaders should make room for
employees to develop. Employees are also given opportunities, support, and training as part of
this practice. Subsequently, pioneers ought to take on an initiative style that best obliges workers.
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(Tian & Soo 2018) also, recommend encouraging relationships over the competition. A leader
should not use competition as the only way to evaluate employees or measure success, despite
the benefits of healthy competition among coworkers. Finally, participative leadership. It
necessitates leaders to employ strategies like delegation of authority and subordinates.
An individual's emotional response to his or her current job situation is known as job
satisfaction, and motivation is the drive to pursue and meet one's needs. By utilizing the theories
of Maslow and Herzberg, leaders can ensure that job satisfaction and motivation are essential
components of high and high motivation. The level of production can rise when employees are
happy and motivated. This is because high motivation leads to a competitive advantage, and
motivation and job satisfaction should be mutually exclusive.
Extrinsic motivation involves doing something for tips or to avoid punishment, whereas
intrinsic motivation involves doing something for personal rewards. Managers can give
employees opportunities for advancement. Employees' responses to intrinsic factors like feeling
valued, feeling successful at a challenging task, and feeling accomplished should be closely
monitored by managers. Instead of using training opportunities as job requirements, managers
can ensure that they include rewards for accomplishment. According to Tian & Soo (2018), a
company may reward top performers by emphasizing the significance of employee training
programs. Free workplace training can open new job opportunities for employees, so it is easy to
reward learning and development rather than mandate it. As incentives, individuals and teams
may be offered educational and training opportunities. Give them to teams as a reward for
working together well and on time: extrinsic motivation is crucial in determining an
organization's staff's actions and behavior models. Any business or organization's compensation
system affects employees' intrinsic motivation. However, many businesses provide a variety of
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additional incentives, such as bonuses, commissions, and perks like health benefits, so money is
one of many extrinsic motivators. Additionally, there are intangible extrinsic advantages like peer
recognition and praise.
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References
Ali, B. J., & Anwar, G. (2021). An Empirical Study of Employees' Motivation and its Influence
on Job Satisfaction. Ali, BJ, & Anwar, G. (2021). An Empirical Study of Employees'
Motivation and its Influence on Job Satisfaction. International Journal of Engineering,
Business, and Management, 5(2), 21-30.
Oswald, A. J., Proto, E., & Sgroi, D. (2015). Happiness and productivity. Journal of labor
economics, 33(4), 789–822.
Tian, A. W., & Soo, C. (2018). Enriching individual absorptive capacity. Personnel Review.
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