Motivational StrategiesEssay Preview: Motivational StrategiesReport this essayIntroductionThousands of people work day in and day out for organizations around the world. Most individuals invest their time and energy into these organizations and find an inner enrichment for the work they put out. And in some cases there are individuals who arent too fond of their current employment, but they stick with it because it is a mean of survival and a way to provide for their families. One of the biggest issues that organizations endure is employees that are unsatisfied with their job. There are many ways to prevent or help individuals that arent satisfied with their work place and possibly create a more encouraging work environment. This paper will discuss various motivational strategies and the affect it has on productivity. It will also address how organizations try to improve performance, employee resistance, and managements motivation and practices.
Motivational strategiesMotivational strategies root from management practices and how well they interact with employees. As a manager it is important to always provide an encouraging culture to your employees. Managers are continually challenged to motivate a workforce to do two things. The first challenge is to motivate employees to work toward helping the organization achieve its goals. The second is to motivate employees to work toward achieving their own personal goals (Herzberg, 2003). There are several motivational strategies that can be used to help in employee retention, productivity, and employee satisfaction. Motivational strategies are techniques that help managers empower their employees and also help them to branch out throughout the organization which in return aids to retention. Some motivational strategies include a rewards system, career mobility, and acknowledgement, employee involvement in company goals and plans, and employee relationship with management
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1.1. The “Theory of Positive Emotional Intelligence”Motivational strategies have been studied in diverse ways, including in an attempt to identify the core processes that influence motivation. For example, people with a positive sense of value and responsibility experience a variety of motivating behaviors, both positive and negative. These drives help motivate people’s performance and motivate them for positive or negative causes. Motivational strategies can also be used to understand the motivation processes that are likely in place to motivate a specific person to take action in any given situation, and what drives people to act in a particular way. Some may be seen as the basis of negative motivation.
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2. The “Theory of Positive Emotional Intelligence”Motivational strategies are found in many different contexts and in different cultures. One such study found that a group of women who had successfully complete the same job a year after coming to their second year of workplace training had the same motivation to perform that year (Saraju et al., 1984).
3. Some organizations use motivational strategies as an investment. One such study showed that when people who are working part-time worked part-time, they felt pressured to do the same job full time. For example, more than half of new hires (52 percent) said that part-time work helped their motivation to achieve an expected task because of “motivation”. Other studies show that a motivation to work longer, or more often, even longer, may be related to better employees being motivated and succeeding and that these motivational strategies help to develop healthy relationships and morale (Rabab and Nisbet, 1998). The same study found that both female and male employees felt that both of them were working more hours on weekends. There was also an association between the type of work they were doing at their job, the work day schedule, their work performance, and their ability to connect with team leaders, supervisors, and staff (Nigero, 1997). Moreover, recent studies have found that people who are working full time are much more successful at meeting and exceeding their goals, and they feel a sense of accomplishment about their job.
4. What is the Relationship between Emotion and Work Efficiency? Many studies also indicate that while some individuals perceive themselves as more productive, most people feel worse about their work than they actually do (Nigero, 1997; Nigero, Eberhardt and Schleistö, 2004). Emotion matters enormously to employees. Many work ethic studies have indicated that as a result of working at a level that is characterized by a large number of positive aspects related to employee work efficiency, and high number of negative, the amount of emotional energy required per hour increases rapidly. In other words, when it comes to performance, emotional responses can be very effective in training employees. As a result, employers do not always seek to improve their employees’ work experience and employees are often unable to provide employees with the motivation they need. Moreover, the results of studies on these issues may vary from one individual or company to the next. However, a number of organizations such as IBM, Coca-Cola, Motorola, Google, and others have focused specifically on the role that emotional emotions play in employee performance. Many of the results were shown to be related to individual differences in their work performance. Such differences typically are found in their performance on team work, in a team’s organizational performance, and on overall performance. As individuals move from the work on hand to the team on the field, they face an increasing number of negative aspects of their work. Some may have difficulty meeting professional standards. A number of individuals found that their work performance on those tasks had decreased as a group. These findings may indicate that they take work to heart. Some have been shown to feel they are the “better” team if they are able to work all day. In a report in 1999 titled “Picking the right team, when it comes to winning, we know the answer,”