Importance of Motivating Employees
The report talks about the motivation techniques that an organization adapts in order to get good output from its employees. There are various techniques that the company uses in order to keep the interest of the interest of the employees in the workplace. The paper explains that how the company performs its action in favors of the employees and make them comfortable at the workplace. Also, the strategies that are used by the organization such as performance appraisal, incentives and bonuses, etc are mentioned in the paper. The report includes the example of a company BHP Billiton, Colliers International, Woolworth Company, Wesfarmers to show that how an organization functions and behave with its employees in order to motivate them. The report also provides information about the systems adopted by the organization to manage the performance of the employees effectively.
The organization is responsible for standing up to the expectation of the employees. A company can only perform at its best when it has happy employees at the workplace. In order to make employees effectively indulge in the company it is very important to aware them about their responsibility. The company must motivate them in order to generate good outputs and better results (Berlyne and Madsen, 2013). Motivating the employees at the workplace develops the confidence among them which allows them to work harder. This helps in improving the performance and productivity of the employees. Motivating people at the workplace makes them work in a manner that can bring them appraisal (Dörnyei and Ushioda, 2013). The organization must seek for proper education among the employees about the roles and responsibilities. Motivating the employees will enable them to work in a manner that can lead to country’s growth and success (Ryan, 2012). The company’s growth and success depends on the kind of input. The organization can also motivate the employees by supervising their work and appreciating them for it. The work must be a kind which could create interest among the employees and can make comfortable to the employees while working in the organization (Schunk and Zimmerman, 2012). It is the duty of the organization to pay attention on the activities of the employees so that the ill practices of these employees may not harm the company’s reputation and image (Burton, 2012). In order to motivate the employees in high standards, organization can also set meetings with other professional companies which can help them to gather more information on the manner of doing the work. It also enables the employees to understand the method of working in the company by supervising the employees of other companies (Murray, Gao and Lamb, 2011).
Techniques Used by the Organizations to Motivate Employees
The organization follows a certain criteria to improve and also manage the performance of the employees (Rummler and Brache, 2012). The systems adopted by the organization to manage performance effectively include:
- Appraising the employees for their work
The employee is working in the organization works with the ultimate motive in order to achieve the desired goal of the company. They have to put all their best efforts while working on any task assigned to them by the company. If the employees stand up to the expectation of the company employee is appreciated in the organization. This develops the motivation and confidence of the employees. Motivating employees in such a manner spreads positivity in the company. This also enables other employees to work in an effective manner (Mone and London, 2014). Appraising the employees for their work is also the easiest strategy that every organization follows.
- Providing incentives and bonus to the employees
The organization also provides incentives to the employees who stand on the company’s expectations. The incentives can be in the form of providing holiday packages, accommodation, private office, and everything that is in the interest of the readers (Shields et al, 2015) .
Regular health check up of the employees in an initiative taken by the company in order to take care about the health of the employees working in the organization. These check up keep the company aware about the ongoing health problems that an employee is suffering in the organization. This strategy of the organization is not only beneficial for the company itself but also concerns the employees about their health. The company functions for its betterment, it becomes impossible to afford the health related problems which can become a hurdle for the company. Therefore, in order to avoid such situation regular health check up of the employees are taken into considerations (Kossek et al, 2014).
- Conducting seminars of development
The organization also conducts seminars regarding personality development which makes the employees learn about how they should function in the company. The conduction of seminars is a chance to face the weaknesses and find solution of those weaknesses effectively and efficiently (Webb, 2012). The seminars become a medium for the employees to carry out their problems in front of a large section of the company. These seminars are a very good platform given to the employees in order to make them know about their wrong deeds that can harm the company’s growth (Werner and DeSimone, 2011).
The kind of techniques used in the companies like BHP Billiton, Colliers, Woolworths in order to motivate the employees are discussed below.
Examples of Companies Motivating Employees
In BHP Billiton each and every employee is praised for their work. This motivates the employees to put efforts while working on any task. They are rewarded for their performance and this increases the amount of interest that they show in the company. In Colliers International, the company organizes one to one meetings for the employees with other employees. This allows them to observe the status of the employees of different countries. One to one meeting is a medium through which the employees interact on the particular matters and asked to share their opinions and ideas. These meetings enhance and increase the skills of the employees and take a good concern on the practices of other employees. This also helps in knowing the weaker and strong areas of the employees. One to one meetings can also be held between a manager and an employee of the same company. This gives the employees a chance to share their issues with the managers personally.
The companies develop high skills and knowledge among the employees. Furthermore, delegation plays a significant role in every organization to encourage employees. Delegation is the process of giving responsibility to the employees to carry out any particular task effectively and efficiently. In Woolworths, the employees are taught to possess strong skills and showcase their talent. This strategy opens the employees and gives them a chance to involve in the decision making process of the company. The authority and responsibility given to these people allows them to become leaders which also makes them strong to communicate among each other as a team. BHP Billiton is responsible for hiring the employees know about the at least the basic principles of performance management to its employees. The company takes all the possible measure to be sure about the knowledge of the employees. It is the duty of the company to educate the employees with every information that is relevant for the company. This helps the company to be intact with its employees and they also behave in a loyal manner towards the company.
These companies also create happy moments for the employees by providing them holiday packages for their performance and productivity. For example in Wesfarmers all the members of the organization together celebrate the achievements of the performance shown by the employees who fill them with excitement and confidence. The company celebrates the achievements of the business by giving bonus and incentives to the employees, conducting a success party for fortune and giving advantages to the employees in the form of perks and incentives.
Conclusion
On the above discussion, it has been concluded that motivation plays a significant role to attain long term mission and vision of the company. The methods and strategies are adopted by the company improves the performance of the company. This organization helps the people not only to improve their performance but also raises their standards of working. It has been noticed that companies gain competitive advantages by motivating the employees. The company’s high standards allow the employees to dig more and more on the factors of business. It has been proved that without motivation no company can measure its length of success and no organization can flourish and explore without the help of the employees. The example of the company taken in the paper explains the idea of how a company should function in order to achieve its target and profits for the long run.
References
Berlyne, D.E. and Madsen, K.B. eds. (2013). Pleasure, reward, preference: Their nature, determinants, and role in behavior. Academic Press.
Burton, K. ( 2012). A study of motivation: How to get your employees moving. Management, 3(2), pp.232-234.
Dörnyei, Z. and Ushioda, E. (2013). Teaching and researching: Motivation. Routledge.
Kossek, E.E., Hammer, L.B., Kelly, E.L. and Moen, P. (2014). Designing work, family & health organizational change initiatives. Organizational dynamics, 43(1), p.53.
Mone, E.M. and London, M. (2014). Employee engagement through effective performance management: A practical guide for managers. Routledge.
Murray, G., Gao, X. and Lamb, T. eds.(2011). Identity, motivation and autonomy in language learning. Multilingual Matters.
Rummler, G.A. and Brache, A.P. (2012). Improving performance: How to manage the white space on the organization chart. John Wiley & Sons.
Ryan, R.M. ed. (2012). The Oxford handbook of human motivation. OUP USA.
Schunk, D.H. and Zimmerman, B.J. eds., (2012). Motivation and self-regulated learning: Theory, research, and applications. Routledge.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
Webb, G. (2012). Understanding staff development. Routledge.
Werner, J.M. and DeSimone, R.L. (2011). Human resource development. Cengage Learning.
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