How great managers motivate their employee
Yesterday I was watching MBC BOLLYWOOD and I watched Hichki movie this story talks about a woman who turns her most daunting weakness into her biggest strength. Naina Mathur (Rani Mukerji) is an aspiring teacher who suffers from Tourette syndrome. After several interviews and numerous rejections, she lands her dream job as a full-time teacher in one of the most elite schools in the city. However, she soon realizes that the class she has been assigned comprises of defiant and impish students who can’t seem to keep out of trouble. Despite a few initial hiccups, Naina must do whatever she can to ensure that her students realize their true potential, and defy all the odds against them.By motivating students to exploit their abilities and steer them towards the right path.
Also the great JACK WELCH say
If you don’t have competitive advantage, don’t compete
your employees is your competitive advantage so what can managers do to motivate employees? The reality, when you talk about how to motivate employees, is that employees are motivated. The manager’s challenge is to figure out how to tap into that motivation to accomplish work goals. Fortunately, the manager controls the key environmental factors necessary to motivate employees.
The most significant factor, that the manager controls, is his or her relationship with each employee.
An employee’s motivation is a direct result of the sum of interactions with his or her manager.
The second most important factor in a manager’s ability to motivate employees is creating a work environment and organizational culture that fosters employee motivation and engagement.
The question ‘Why do we need motivated employees?’ is so often asked by chairmen. Motivated employees help the business survive and they are more productive. When aiming at efficiency, managers must understand what motivates the employees, according to their tasks. Of all the functions of a manager, motivating human resources is probably the most complex.
Motivated employees can lead to increased productivity and allow an organization to achieve higher levels of output. Imagine having an employee who is not motivated at work. They will probably use the time at their desk surfing the internet for personal pleasure or even looking for another job this is a waste of your time and resources.
Before the year 1960 all the attention was focused on the machine until 1970 “John Kenneth Galbraith” pointed out the important role of the human factor and its development in the work. In 1970 to 1980 the human resources department start to shape or appeared in many organizations which led to the fact that employees are important resources, not just simple employees that occupy certain functions. This change has also admitted to the fact that employees are not mere costs, but vital income and profit sources.
Since then, over the past 100 years, the rank of human resources management in the managerial system has changed repeatedly, sometimes even undergoing radical transformations. By focusing on the scientific and applied practices and studies necessary to develop the human element within institutions. As a result of the great dynamic changes in today’s business environment, enterprises can create competitive advantages by directing all of the company’s efforts to motivate and satisfy employees.
Why is motivation important?
Between motivation and performance there is a relationship of interdependence. Their motivation and satisfaction degree will always determine individual and organizational performance. In fact, no company can exist without the human resources that shape it. But paradoxically, people are also the only factor that can act against organizational purposes. Company owners are often blinded by profit and consider human resources less important, forgetting that profit can grow if employee motivation and satisfaction grows. The costs of this objective are smaller than the losses caused by unsatisfied employees.
The principles of the motivational theory
The commonplace questions such as “why do we do what we do?” or “what drives us to take certain actions?” have been responded by researchers with varying answers and claims. While some behaviorists and social scientists justify that it is people as well as situations surrounding us that causes us to behave in certain ways, on the other hand, physiological researchers put forward some evidences that genetics, cognitive processes and bodily motives are the underlying factors that can explain our behavior. These all can be specified into “motivation in the workplace”. So far up until the present time, based on these kinds of opposing ideas, a plenty of theories about organizational motivation have appeared.
Most of these theories can be divided in two basic types or more: Content theories, process theories .
Strategies for Motivating Employees
Behavior Modification: changing behavior and encouraging appropriate actions by relating the consequences of behavior to the behavior itself.
“Behavior is a function of its consequences.”
Job Design: strategies managers use to help improve employee motivation:
- Job rotation: Movement of employees from one job to another to relieve the boredom often associated with job specialization
- Job enlargement: Addition of more tasks to a job instead of treating each task as separate.
- Job enrichment: Incorporating motivational factors (achievement, recognition, responsibility) into the job.
- Flexible scheduling: Flextime & Compressed workweek & Job sharing .
Does money motivate performance and employee behavior?
Money is the foundation of everyone’s lifestyle. We live in a material society where people are looking to get there needs (foods, cars, smartphone …etc) It doesn’t matter what class you fall into, most things revolve around money, which is why monetary rewards are an effective motivator. It isn’t just about getting the extras in life either. Money is how people provide for their family. Without it, people might have to work multiple jobs or cut their standard of living. When hiring new employees, one of the primary concerns is how much the job pays, because people want to plan and budget their lives.
Although money is an effective, powerful and simple catalyst. Obviously, money stimulates and drives excess money people to work harder. It is natural to reward your employees for better work, productivity and standards are raised for everyone and because money is a “general booster”, it is always acceptable to all people everywhere and at all times. Money talks, and speaks loud and clear.
Money is a double edged sword and as they say “Lots of anything good for nothing” money can be the worse motivator it set employees against one another, leading to conflict, and disharmony and reduced teamwork. It leads as much to a win-lose as a win-win philosophy.