Employee Motivation, Recognition, and Rewards Essay
This paper will address why employee motivation, recognition and rewards keeps employees working effectively and efficiently - Employee Motivation, Recognition, and Rewards Essay introduction. Employee motivation is very important to a company’s production and quality of work, It is important for management and companies to recognize employees’ hard work and have an incentive program to show appreciation. Companies should welcome quality employee-training programs essential to keeping employees motivated about learning new concepts. An incentive, promotions and reward programs from management shows how valuable employees are to the company or department.
Employee Motivation Every person no matter, where they are from has different reasons for working. However, they all work because they get something that they need from work, whether it is a volunteer or payroll job. The something obtained from work. Whether it is the paycheck, bonuses, enjoyment or just to get out of the house. Some people work for love, fulfillment. Some work to accomplish goals or feel as if they contribute to something larger than they are. To create positive employee motivation, treat employees as if they matter with recognition and rewards.
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Motivation gives employees direction to achieve a specific goal. Motivating your employees help, your businesses survive and prosper. Employee motivation is an ongoing challenge for most companies. More often in work environments that do not stress employee satisfaction as part of a supported overall strategy, supervisors have it the hardest. On the other hand, they recognize their power in drawing forth the best employees have to offer. When working in a call center, it is often chaotic; success depends on employees working to their full potential.
In spite of the theories and practices, supervisors often view motivation as something of the past. This is because individuals are motivated by different things and in different ways. Everyone will eventually motivated by something. Whether it is from people, activities, family, hobbies, or work, we all experience some type of motivation. Work motivation depends on the work environment. It may be personal needs from work or the interaction of these needs with the company or organization to support the accomplishment of their goals.
The purpose of motivation is to create job stability, loyalty, promotion, and growth, along with respect to upper management. Individuals should find out what motivates them whether it is at work or home, if the use their inner motivation they will find that they are creative, effective, and productive. Employers should implement self-motivation within their organization. If they help, employees find what motivates them and that in turn will help them be better employees. “The naturally endowed needs, drivers, or desires that motivate a person to some particular action or behavior” (2009 C. Robinson).
Recognition and Rewards Treating employees like family will make your business successful for many years. Spargins, (1992). There will be less turnover rate or no turnover at all. Work with employees scheduling issues a happy employee makes a loyal one. Taking the time to communicate with employees will give them the opportunity to communicate better with you and if they do not know how to communicate teach them. “It’s not me that makes the company tick, it’s everyone else,” (p. 31). All employees work for some type of reward the bigger or better the reward, the more the employee is willing to work (Linder 1998).
Although managers focus on the bad things, they should also focus on the good things and reward the employees for those and they will most likely repeat them. A rewards strategy should be the game plan for companies to achieve a target performance level. When done correctly and effectively, it should help drive a completive advantage in this tough market today. Organizations should develop a reward program is should short-term incentive plans for some and long-term incentives plans for other this help with recessions and cutbacks. A total rewards strategy is a focused game plan that allocates resources and tailors activities to achieve a target performance level within the prescribed timetable” (Hiles, 2009, pg44-47) Everyone expects be rewarded as after rewarding your child for tying his or her shoe. (Ryan, nd).
You may give the big hug or getting good grades in school or they may get a monetary reward. Companies do not realize that they do not always have to give out monetary rewards there are other rewards such as certificates, lighter job duties, training opportunities and heading up a project. Something that increases the frequency of an employee action” (1998) Jack Zigon Conclusion In order for a business to improve motivation, they first need to recognize that there is a need. Employer’s plans and the way they do business effects their employees’ attitudes and behavior to company performance measures (Kruse, Freeman, Blasi, Buchele, & Scarf, 2003). Just running a business is not likely to change the work effort and for performance, you must have an incentive the give employees and resist the tendency to a free ride. Give employees something to look forward to other than a paycheck, make them feel worthy there is no I in Team.
Without employees, your business cannot run itself. Look at each department, determine what the best incentive program is for each of them, and implement them into your day-to-day agenda. In doing so you will find that, the employees will enjoy where they work respect their co-worker and upper management, and produce a better quality of work, without the complaint. This will inadvertently make the workplace an enjoyable experience and revenue for the company.
Kruse, D, Freeman, R, Blasi, J, Buchele, R, & Scarf, A. (2003). Motivating employee-owners in esop firms. Cambridge, Ma: Ownership Association Inc Hiles A (2009) Tough Times Demand Focus-Total Rewards Strategy Benefits Quarterly: 2009 Fourth Quarter, Vol. 25 Issue 4, p44-47, 4p Understanding Employee Motivation James R. Lindner June 1998 Journal for Quality & Participation; Oct2010, Vol. 33 Issue 3, p4-8, 5p The Keys to Turbo-Charging Intrinsic Motivation Robinson C, Oct 2010 http://edweb. sdsu. edu/people/arossett/pie/Interventions/incentivesrewards_2. htm Rewards and Recognition Ryan S n. d Spargins, E. (1992). Hands on: managing people: motivation: employees as family. 14(13), 31.