Introduction
Motivation is an evidence-based practice that managers can use to encourage and guide their workers to complete various tasks efficiently. This concept discourages employees from committing malpractices that can affect profitability. Organizational theorists present diverse ideas and strategies that companies can adopt to improve the level of production. This discussion post examines some of the unique issues associated with this practice and how leaders should respond to them.
Use of Rewards
An employer or a coach can utilize various rewards to motivate the targeted workers. Some of the common ways include the provision of additional wages and salaries, promotions, and insurance cover depending on personal contributions. Successful workers can also receive additional incentives and earn royalties for products they might have contributed to their development (Robbins & Judge, 2018). Personally, I believe that such approaches can encourage more individuals to become involved and consider new ways of delivering positive results. However, the strategy could discourage their colleagues and make it impossible for them to improve performance.
Personal Motivation
Several factors motivate me to complete various duties and support the profitability of my firm. First, the need to improve my professional philosophy encourages me to focus on more complicated tasks. Such a practice makes it possible for me to expand my competencies and technical abilities. Second, the desire to get an additional income will motivate me to remain committed and apply my skills effectively (Chamorro-Premuzic, 2013). Third, a comfortable, safe, and reliable working environment will encourage me to feel contented and focus on the best approaches to deliver timely results. Fourth, the involvement of like-minded persons in my team who respect one another is a force that can inspire me in different settings.
My Employer’s Strategies
Business owners and employers should implement effective motivation strategies that resonate with the demands and expectations of their respective workers. In my organization, leaders consider some of the identified approaches to motivate their respective followers. For instance, they offer promotions to individuals who complete their tasks exceptionally and in a timely manner. Such leaders liaise with their followers and departmental heads to make the working environment safe and reliable.
They offer additional resources to empower employees, including personal protective equipment (PPEs) and computers. This approach makes it easier for most individuals to complete their tasks much faster (The RSA, 2010). Training programs are available to guide more beneficiaries and educate them about appropriate strategies that can support their personal and professional goals. These initiatives explain why the level of turnover remains extremely low in my current company.
Comparison of Motivators
While my employer considers various strategies to motivate workers, some appear to be more effective. For instance, I have realized that the provision of training programs is an evidence-based approach that encourages me to remain involved and expand my abilities continuously. Additionally, the promotions and better salaries compel me to apply my expertise and think outside the box to present additional innovations that can maximize organizational performance (Chamorro-Premuzic, 2013). This observation reveals that the concept of a clean and safe working environment does not have much influence on my overall productivity. These attributes can, therefore, guide my leaders to consider the most appropriate strategies to mentor and guide more workers to become productive.
Additional Rewards
Currently, my employer is using the rewards outlined above to ensure that all individuals are ready to complete their tasks effectively and focus on the anticipated organizational aims. However, I believe that leaders of my company could introduce additional strategies to support the delivery of timely results. Some of them could include the provision of paid sick leaves, parking spots, free meals while in the workplace, certificates of positive contributions, and additional perks based on personal contributions to the firm (Kerr, 1995).
The introduction of these strategies will encourage more workers to focus on the established code of conduct and collaborate to improve organizational profitability. The company needs to monitor such measures continuously and change them depending on the recorded gains.
Personal Reward System
The insights gained from the class readings can guide me to design an effective personal reward system. The first consideration is to have a time plan for activities and goals to be realized within a specific time. I will include smaller roles and responsibilities that will influence my activities. The second one is to identify the best rewards for every accomplishment recorded (Kerr, 1995). For example, I can buy a specific item I have always wanted after earning the targeted income. The third contemplation is the concept of willpower since it will guide me to put all my efforts until a specific goal is realized. I will then reward myself accordingly after recording the outlined personal milestone.
Conclusion
The above discussion has identified motivation as a useful idea that both workers and employers should take seriously. When applied efficiently, this strategy can make it easier for companies to achieve their maximum potential and become more profitable. I will consider this same knowledge to develop and implement a personal reward system that will guide me to achieve my professional and personal goals.
References
Chamorro-Premuzic, T. (2013). Does money really affect motivation? A review of the research. Harvard Business Review. Web.
Kerr, S. (1995). On the folly of rewarding A, while hoping for B. The Academy of Management Executive, 9(1), 7-14. Web.
Robbins, S. P., & Judge, T. A. (2018). Essentials of organizational behavior (14th ed.). Pearson.
The RSA. (2010). RSA ANIMATE: Drive: The surprising truth about what motivates us. Web.