If the employer is able to determine what motivates employees, he will be capable of ensuring that his workers concentrate on accomplishing the company's objectives and also make certain that they do not leave the company.
David McClellands theory emphasised the need for people to accomplish something. He suggests that people will work harder where they are given responsibility and are empowered to make decisions. He also suggests that a work environment where staff are given achievable targets and are encouraged to take calculated risks will produce highly motivated employees.
Feeling like a part of the team. This goes directly to the heart of feeling better. When we feel like we are a part of something bigger than us, it makes us feel better. Society and religion are all based upon this principle. When we are working with others who all have similar goals it has the powerful effect of making us feel as though we are doing the right thing. When people join organizations, or even when they think about God, they become relieved when they know they are part of something much greater than themselves. Any employee motivation program should incorporate basic principles designed to help employees feel like they are part of a team.
Abraham Maslow one of the most known historical psychologists, gave us Maslow's Hierarchy of Needs. Understanding this hierarchy can be useful in strategy planning for employee motivation programs, but regardless of the operating level, the motivation is still to feel better. Feeling better is why we work, build friendships, eat, sleep, get married, have children, go on vacation, strive to succeed. Everything we do is designed to help make us feel better. Although this concept may seem simplistic, it is at the heart of motivation, and key to understanding how to develop employee motivation programs.
Motivating employees is not an easy task, due to the fact that what motivates employees seems to change overtime. To say, different employees are motivated in different ways according to their needs. For example, one employee will be motivated to do his task by way of responsibility, while on the other hand another employee will be motivated by monetary rewards. However, it is possible to motivate an employee only if they want to be motivated. As a result, it is thus vital to identify the reason and create the atmosphere that encourages the non-performing employees to refresh and motivate themselves. In other words, it is thus important to try and find out what really motivates the employee.
One of the keys to being a successful manager is the ability to motivate employees to perform at their best. When employees aren't interested in their work or they're bored, employee motivation is low and productivity drops. Generally, employees are willing and able to work if they feel their job is important and they are appreciated. Managers who give recognition and feedback are likely to create a workplace built on an expectation of success.
David McClellands theory emphasised the need for people to accomplish something. He suggests that people will work harder where they are given responsibility and are empowered to make decisions. He also suggests that a work environment where staff are given achievable targets and are encouraged to take calculated risks will produce highly motivated employees.
Feeling like a part of the team. This goes directly to the heart of feeling better. When we feel like we are a part of something bigger than us, it makes us feel better. Society and religion are all based upon this principle. When we are working with others who all have similar goals it has the powerful effect of making us feel as though we are doing the right thing. When people join organizations, or even when they think about God, they become relieved when they know they are part of something much greater than themselves. Any employee motivation program should incorporate basic principles designed to help employees feel like they are part of a team.
Abraham Maslow one of the most known historical psychologists, gave us Maslow's Hierarchy of Needs. Understanding this hierarchy can be useful in strategy planning for employee motivation programs, but regardless of the operating level, the motivation is still to feel better. Feeling better is why we work, build friendships, eat, sleep, get married, have children, go on vacation, strive to succeed. Everything we do is designed to help make us feel better. Although this concept may seem simplistic, it is at the heart of motivation, and key to understanding how to develop employee motivation programs.
Motivating employees is not an easy task, due to the fact that what motivates employees seems to change overtime. To say, different employees are motivated in different ways according to their needs. For example, one employee will be motivated to do his task by way of responsibility, while on the other hand another employee will be motivated by monetary rewards. However, it is possible to motivate an employee only if they want to be motivated. As a result, it is thus vital to identify the reason and create the atmosphere that encourages the non-performing employees to refresh and motivate themselves. In other words, it is thus important to try and find out what really motivates the employee.
One of the keys to being a successful manager is the ability to motivate employees to perform at their best. When employees aren't interested in their work or they're bored, employee motivation is low and productivity drops. Generally, employees are willing and able to work if they feel their job is important and they are appreciated. Managers who give recognition and feedback are likely to create a workplace built on an expectation of success.
