MotivationManager??™s job is to motivate and develop employees no matter what products and services company provide.
If the motivation is the key for the company??™s success, many struggle to motivate employees in a daily basis. This paper will create a plan for positive influence to increase motivation, performance and job satisfaction of employees and will identify different personalities, attitudes and behaviors and their relationship. Motivation, satisfaction and performance are all important factors to evaluate their employees. A good manager has to know how to keep a positive influence in order to increase motivation, satisfaction and performance in the workplace.
The motivation is to create the incentives and positive working environment where people can perform their best to match the company??™s goal. Many management theorists argued that one person cannot motivate others, but can create conditions for others to self-motivate. According to Maslow??™s theory of motivation, there??™re five levels hierarchy to get motivated (Net MBA, 2007): write essay my favorite book ??? Self-Actualization: creativity, commitment, challenges, joy of accomplishment. ??? Self-Esteem: skills and talents, self- confidence, appreciation of recognition from others.
??? Social needs: joy of working in group, interact and communicate with others.??? Need for security: job security, willing to improve skills and talents, job involvement. ??? Body or physiological needs: health and well being in the society. When analyzing the employee behavior, the following questions could arise:??? If employee knows what is expected??? Is that expected behavior can be performed??? What kind of actions was taken to perform better Therefore, I realize that leaders need to focus on positive attitude and influence employees with leadership skills in order to get positive outcome. The people??™s moral is down with the recession, as a result, managers, need to implement a better motivation strategy based on intrinsic or extrinsic rewards.
The knowledge and confidence creates motivation. Then, involving employees into training programs with external or internal training sessions could lead for better self-confidence. A confident employee will be more productive and interested in the job assignment. Keeping employees with challenges and refreshing their knowledge is one of the key components of the motivation. Another aspect of motivation is the employee empowerment. Working under pressure and controlled environment won??™t increase the productivity; instead, empowering subordinates could be the answer of getting done more and giving them feeling of the self-esteem. After taking the Emotional Intelligence assessment, my score were high as 42 (Self-Assessment, 2007.) A manager has to have a high Emotional Intelligence in order to interact with people, influence them appropriately and regulate emotions and feelings in a daily basis.
According to my profile at DISC Assessment, I have an interactive management style with qualities to influence the people and ability to interact and communicate easily with individuals as well as with the groups. PerformancePerformance is the results of the specific goals of the organization followed by specific measures of the job expectations. The job involvement level and the psychological empowerment are positively related to the job performance (Robbins, 2007.
) After completing the job involvement assessment, my scored were high as 44 which indicate high involvement (Self-Assessment, 2007.) Employees with high job involvement do truly care about the kind of work they do and consider their jobs to be very important part of their lives. Performing well in their jobs is crucial for their self-esteem. Downside is that high involvement in job can reduce leisure time and be difficult to pursue a balanced life.
The manager can motivate such employees by offering the programs that could improve their work/life balance for example, flexible working hours, home office, on-site child care and extended time off. Job satisfactionWhat makes people happy worker and give a job satisfaction A good salary, appreciation and recognition, motivation, strong leader, work environment, coworkers, organization??™s mission and values All these aspects are probably needed to get employee satisfied. Identifying the needs of the team or individual may help a manager to get a correct plan to get a positive influence. Managers have to be aware of the changing attitudes and behavior and implement their plan accordingly every time. Since all individuals and teams are not same, there??™s no unique plan to realize such a goal. A continuous positive attitude toward employees and interaction with them are the key factors of creating agreeable environment where people are satisfied with their jobs and work environment. Manager can offer employees a challenging task to create motivation and therefore, job satisfaction.Job satisfaction defined as sense of fulfillment and gratification that employees enjoy their work and perform it well.
High level of job satisfaction holds positive feeling about the job and contributes to achievement, recognition, career advancement and personal growth. Dissatisfaction holds a negative feeling about the job and can lead to the poor performance, stress, absenteeism and high level of turnover. After completing the assessment of job satisfaction, I realized that the job dissatisfaction can be due to the individual??™s personality, not job itself. If the person has a generic negative tendency toward life and everything else, regardless job assigned, he or she cannot be happy with the job.
However, some factors of the job such as management, under compensation, lack of advancement potential, coworker??™s deviant behavior, the work itself could cause the problem of dissatisfaction. Finding the roots and issues of the job dissatisfaction could help to understand managers its improvement and development of the appropriate plan. Managers can identify the issues by conducting employee annual or semi-annual surveys, integrating the semi-annual team building sessions; organize external or inter-departmental training sessions that encourage employee??™s growth and motivation.
Compensating for the exemplary behavior or outstanding achievements such as monthly rewards and recognitions with gift cards or lunch will be well appreciated by employees and can be added to the plan for the positive influence. Providing semi-annual 360 degrees reviews can enhance the motivation through the feedback coming from different sources such as employee itself, manager, coworkers or different departments and even external sources such as customers, suppliers and partners. Motivated employee, happy with his or her position would have more positive feedback from himself/herself and will produce even more knowing that the feedback from other sources are also positive. It will give more confidence to the employee because of the feeling of recognition and appreciation from others. Managers consider positive feedback, recognition and rewards as necessary but not critical to business success. They don??™t have complete understanding of what drives daily employee behavior. The key to employee job satisfaction and performance is the frequency and quality of his or her interactions with direct supervisor.
Managers could increase performance and job satisfaction by interacting openly and frequently with employees. Managers need to know how they impact employee behavior and apply that knowledge for creating positive influence.