Motivated employees will work more effectively in their jobs and do more to further the bottom-line objectives of a company than unmotivated employees. As a manager, you are in a position to increase the motivation of your employees. This basic managerial skill training in motivation will enable you to become a more effective manager for yourself, and for your company. You will learn how to handle motivational problems, which will help you gain 100% effectiveness of your employees.
What Should You Expect From This Article
As you know, motivation is a complex issue. Many psychologists and researchers spend their entire life investigating people’s motivation to perform. Similarly, there are many books currently out in the bookstores promising to give us the secret for “getting others to do what we wish.”
There are many theories of motivation; and different techniques to solve motivational problems. Rather than attempting to review all these theories, the purpose of this module is to look at six common motivational factors which will make the difference between employees who are motivated and employees who exhibit motivational problems. We will use only as much “theory” as needed to gain basic understanding of each motivational issue. Primarily we will discuss what you can do to solve the motivational problem. what does prosperity mean
Upon completion, you will be able to:
o Recognize what types of employee behavior problems are motivational issues and which are not.
o State in simple language what is the real motivational factor behind different types of problems encountered as a manager and what you can do to correct each problem.
o Apply appropriate steps or response to resolve the motivational problem.
o Motivate average and above average performers to perform even better.
This article is designed to do more than just give you information on motivation. Rather, it is set up to teach you skills which you can apply in your day to day jobs.
This will be accomplished by the use of exercises that require your involvement. Active participation will enable you to learn “what to do and how to do it,” better than passively sitting back and being an observer. Keep this in mind as we proceed.
Manager’s Methods Motivate
Many management experts agree that the key to employee morale and motivation is the quality of supervision they receive from their supervisor. It is for this reason that most businesses invest much time, energy, and money in the selection of their managers followed by in-depth training. In fact, this information is designed to assist you, the manager, in developing methods which have been “proven” to produce the highest possible motivation in your employees.
Who Is Responsible For Motivation
Managers share the responsibility in motivating their employees with the individual employees themselves. The manager is 100% responsible for establishing a motivating climate in which the employee works. The employee is 100% responsible for taking advantage of the motivating climate to perform the best they can perform.
Detecting Motivation Problems:
Focus On Behavior
Motivation is not something that we can directly see. That is the major reason why it is so complex. Instead, we observe a situation and notice that some action, tasks, or behaviors that should have occurred, have not occurred. Frequently, we call this a “motivation problem.”
Like a detective, we must be aware of clues which hint of a “motivation problem” in an employee. These clues are behaviors.
Focusing on behaviors has several advantages:
o Behaviors are observable; they require only our attention-not complicated psychological analysis.
o Behaviors are objective; they are not easily open for mis-interpretation.
o Behaviors are measurable; we can count how many times a certain behavior occurs.
o Behaviors are specific and concrete; not abstract like the concept of motivation.
Begin by asking yourself, “What is he not doing? What behaviors, actions, or tasks should she be doing?” Be as specific and precise as possible. “He is not doing it the way he is supposed to” or “she is not committed” or “she has a bad attitude” are not specific behaviors. State the problem in terms of behavior.