INCREASE EMPLOYEE MOTIVATION.
INCREASE EMPLOYEE MOTIVATION.
There are several different strategies for motivating employees. Some organizational techniques aim to increase employee motivation. Different work arrangements including job rotation, job sharing, and flexible scheduling have been acclaimed as significant motivators (Sabir 2017).
Job enrichment
According to Glisovic“Job enrichment refers
to the vertical expansion of an employee’s work”. The employee has more
authority over the planning, execution, implementation and supervision of
the job in this workplace and is given the chance to put his strengths to use.
In general, work enrichment results in higher job satisfaction and a decrease
in absenteeism (Glisovic et al. 2019).
Extension of the work
involved in the work's horizontal extension
the employee is performing more jobs of a
variety of types. Higher employee satisfaction with work can be achieved
with more diverse task assignments (Glisovic
et al. 2019).
Changing a
job.
“Changing a job is also called
cross-training or job rotation”. It refers accomplish with shifting
employees from one job position to another. This can expand the knowledge
of employee. Because their motivation for a particular job is reduced. It improves planning and production
flexibility. Additionally, it is essential
to train the lowest level managers in various occupational areas. We can refer increase of
the cost as disadvantages (Glisovic et al. 2019).
Work planning options.
It helps to keeping and
enhancing their competitiveness, retaining the best workers, finding
innovative strategies to motivate employees is a challenge for business.
Many employees try to maintain a balance between
their personal and professional (work) lives or to have fulfilled lives outside
of the workplace. Organizations who
implemented flexible work arrangements experienced motivated employees and
higher employee productivity (Glisovic et
al. 2019).
Flexible working time
Employees can decide when to work with the flexible working hours. Employees can work flexibly by allocating the number of hours they have to work per week or month, and working to cover those hours within that week or month according to their ability. (Glisovic et al. 2019).
(For example, this process was done in my company. There, during the last corona pandemic period, employees were allotted three days to work in a week and those three days were given the ability to cover any three days of the week. There, employees have the ability to do their work flexibly.)
Job sharing.It is the capability to perform the duties of one position in such a way that two employees can share tasks, responsibilities, and operating hours of one location beginning at 40 hours per week. In this process, the number of hours that one employee has to work is shared by two people. This process can be called "two for the price of one". And here two skills and abilities are given to do one job. (Glisovic et al. 2019).
Empowerment, Recognition of commitment, recognition Every employee has different unique needs that he tries to satisfy with work. Due of this, organizations should develop a variety of incentives that satisfy a wide range of needs in the workplace that helps enhance employee motivation. One of the strategies to improve an employee or group of employees' motivation is to recognize their outstanding accomplishments (Glisovic et al. 2019).
Financial Incentives.Every all-inclusive strategy for employee motivation should include money rewards for improved performance. When money is closely linked to a worker's ideas or accomplishments, it works (Glisovic et al. 2019). But according to Nuka, in many organizations, reward by incentives have gained popularity as a way to provide employees a boost right away for completing a task or activity (Obiekwe 2016).
Learning, creativity and innovation.Organizations can motivate workers to accomplish better so that they'll commit to regularly increasing their skills. Different training program is the most important to increase the knowledge of employee.it can also increase the employee motivation. It helps to increase the self-confidence of employee (Glisovic et al. 2019). A motivated employee performs to works more flexibly and energetically on the work given to them. Many employees show higher and greater levels of innovation and creativity. Employees support in carrying the company forward by contributing innovative ideas that occur continuously for the benefit of the company (Sabir 2017).
REFERENCES.1. Glisovic,M.A., Jerotijevic,G., Jerotijevic,Z.,(2019). Modern approaches to employee motivation. ЕКОНОМИКА,65(02), pp.121-133.
2. Obiekwe, N., (2016). EMPLOYEE MOTIVATION AND PERFORMANCE. Thesis CENTRIA UNIVERSITY OF APPLIED SCIENCES. Available at: https://core.ac.uk/
3. Sabir, A., (2017). Motivation: Outstanding Way to Promote Productivity in Employees. American Journal of Management Science and Engineering. 02(03), pp. 35-40.
Hi Nonali, the facts presented by you is correspondent with the work of Berjum and Lehr (1964) and Ajila and Abiola (2007) who showed that workers who received incentives performed better than those not received. And workers showed productivity behavior at work when motivational incentives were conditional on performance. It can also be said that Akerele (1991) corroborated the findings of this study. He observed that poor motivation in relation to the profits earned by the organization, where the differences between high- and low-income wage earners, among other things, contributed to low morale, lack of commitment and low productivity.
ReplyDeleteThanks Reshan, for the feedback! However, I agree with what you are saying and job performance is affected by salary, education, experience and working conditions. Research has found that these factors affect employee performance and productivity Kahya (2007).
DeleteAt one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking about employees was research, referred to as the Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932 (Dickson, 1973). This study found employees are not motivated solely by money and employee behavior is linked to their attitudes (Dickson, 1973). Motivation is the set of states of the individual’s needs that require to be satisfied and therefore pushes, incites and causes the individual to perform a series of actions in order to satisfy them( Achim, M.I., Dragolea, L. and Balan, G. 2013).
ReplyDeleteThan you for your feedback Danushi ! It is true, That employees cannot be motivated or satisfied without the interest and active participation of senior management (K R. Solanki, 2013).
DeleteYes, Nonali. Strong and Harder (2009), emphasize motivation and sustenance factors increase employee satisfaction such as better salary, training, and position, but organizations must make sure these factors are sufficient. If not, then employees will leave the organization further, and employee satisfaction increases organization turnover.
ReplyDeleteHi Nonali ,recognition and responsibilities. Hygiene motivators are extrinsic motivational factors such as status, job security and salary. Motivating factors can,
ReplyDeletewhen present, leads to satisfaction and Hygiene factors can, when not present leads to dissatisfaction,
but the two factors can never be treated as opposites from each other (Saiyadain 2009, 158.)