Challenges Human Tool Management face with Motivating Employees

Much behavior is routine, based on habit, precedent and unconscious scripts. For some people work is an occasion for hard, enthusiastic and imaginative activity, a way to obtain rich satisfaction. They may be motivated, in the sense that they put attempts into their work. For others it is something they are doing grudgingly-work does not arouse their eagerness, or merely goes by enough time until they find something more interesting.

The quality of being able to take action in an staff is not enough. The employee's ambition to complete the given work is also very important. Any company becomes only successful when a worker who's hired to execute a job has skills and urges to complete his given work and the entire excellent work only comes from the employees when management continue boosting their self-confidence and praise them because of their good performance.

The Platform of Motivation

Expectation of employers and employees from each other:

What employees expect using their company employer:

To be cured fairly as individuals being

To be provided with work that suits their ability

To have oppurtunities for home development and promotion

For employer's offers to be kept

To know very well what is expected of them

To be compensated equitably

To have a friendly and safe working environment

What employers expect from their employees:

To work hard for the organisation

To be focused on the company values

To be dedicated and dependable

For employees to keep their promises

To maintain the work standards place by management

To be prepared for change in the job they do

To think about how tehy can enhance the work they do

Importace of Employee motivation:

Motivated empoyees are always prepared to and excited to give their best performance because of their work. This affirmation can apply to corporate stategists, and also to production personnel. When people positively seek new means of doing things, they usually find them. It's the duty of seniors of the management to improve their workers and guide them to provide their best work each time. An understanding of the nature of motivation is helpful to get a better performance from the employees.

A motivated worker, generally, is more equily oriented. That is true whether our company is talking about a top manager spending more time on data gathering and evaluation for a report, or a clerk taking extra care and attention when processing importance documents. In either case, the organisation benefits, because individuals in and beyond your organisation start to see the enterprise as a quality conscious. A understanding of just how motivation works helps a manager make his worker to create impressive work.

The employees who are more motivated have the ability to give much more quality work than the personnel that has does show lack of interest or matter about their work. The high efficiency of Japanese staff and the actual fact that fewer personnel are had a need to produce an automobile in Japan than elsewhere established fact. The high output of Japanese staff is attributable to many reasons, but drive is the key factor. Efficiency of workers becomes a question of the management's capability to encourage its employees. An understanding of the type of motivation is highly helpful for managers.

Every company requires human resources, in addition to financial and physical resources for it to operate. These behavioural dimensions of HR are significant to the organisations;

Before signing up for any company the employees should never only seduced but also they need to think to keep on remaining working for the same firm and take the company on another level.

It is each employees duty to perform the tasks that they are appointed, and must do so in a trustworthy manner

Employees must perform beyond this reliable role performance but also involve in creative, enthusiastic and creative behaviour at the job place.

For an organisation to work, it must come to grips with the motivational problems of simulation both the decision to participate and your choice to produce at the job.

Motivation represents a highly overall development that affects, and also gets damaged by, a so many factors in the company. A complete understanding of the way in which an company functions, requires that increasing attention be aimed towards question of why people behave as they do on the jobs. An understanding of this issue of motivation is vital in order to complete more totally the consequences of variations in other reactions such as leadership style, salary system etc, as they related to performance and satisfaction.

Another reason is the reason why desire to employees is important because motivation can be found in today's and future technology necessary for development. As technology rises in complexness, machines tend to become necessary, yet sufficient, vehicles of effective a competent operation.

Example: The Polar Dish Start Vehicle's (PSLV) lift-off has been the consequence of 12 years of development work, transfer of technology to the private industry, smoothening the produce of components and subsystems, complex job management and dedicated work by literally thousands in the ISRO, industry and other nationwide laboratories and research institutes. With this feat, India has signed up with the exclusive membership of six nations that can build and, more importantly, launch its satellites.

The technique behind the success of ISRO has been its employees who are both capable of using and are willing to use the move forward technology to attain the goals.

Motivational issues and changes and utilizing changes in workforce

One reason why motivation is trial is that the workforce is changing. Employees become a member of organisations with different needs and goals. Their values, beliefs, backgrounds, life-style, perceptions and behaviour are different. Few organisations have recognized these and not many HR experts are clear about the ways of motivating such diverse labor force.

Motivation can only just be deduct, but not seen.

Example; The director of an school-A detects two boys working in his office exhibiting differing performance, though both of them are of same years, same educational qualifications and similar work experience. What motivates one guy and fails with another is difficult to comprehend. The dynamic character of needs often poses challenges to any supervisor motivating his or her supporter. A worker, at any given time, has various needs, wishes and anticipations. Further, each one of these change overtime and may also discord with each offer. Employees who devote extra hours at the job to fulfil their needs for accomplishment may find that these extra hours issue straight with needs of affiliation and their need to be with their families.

However, there is absolutely no scarcity of models, strategies and steps for motivating employees. Because of this constantly experiment with next motivational programmes and practices.

Employees Obstacles

Everyone has motivational energy. Although some problem employees screen a marked lack of drive and dedication in their careers, these attributes are usually alive and well in other areas of these lives.

The energy which the condition employees own is often blocked at work. The blockage may occur because of new and immediate changes at home or frustrated dreams or destroyed promises at work.

Removing blockage of energy requires people's participation. To motivate a worker to work at organisational goals, it is necessary to find his / her place of energy and purchase it. Instead of pushing alternatives on people who have the push of debate, the manger should take solutions out of them.

Beyond a certain point, there is no need showing mercy to problem people.

The following are some tips to cope with problem employees:

Try to attain away to the employee even if it appears to be a climb down on the employer part. This is actually the necessary in the interest of the organisation.

Change the area of work. Probably a new employer, new peers and a new environment may change the employee.

Issue verbal dangers- threats of severe actions. Severity of actions attentively to change from workers to professionals.

Translate threats into actions. If problem employees are workers, suspension may work. If the problem employees are director, sack them.

Example: Coca-Cola India, regularly does an analysis predicated on performance feedback, dividing employees into five levels-high potentials, promotable, matches, mismatches and non-performers. The 'fits' form Coke's majority employees who are not star neither are they laggards. They do their jobs competently, steer the course and establish the organisation's prices and culture. They receive the least attention from top management, since they are un-ambitious and unexciting.

Another way to motivate employees and solve their problem of dissatisfaction at work place is "Reward"; people become a member of organisations planning on rewards. Firms send out money and other benefits in trade for the employee's availability, well qualified physically and intellectually and behaviours.


Membership and Seniority-based Rewards: Benefits a worker receives rely upon the company which she or he joins.

Example: In India an MBA taking up a job in Wipro or Infosys gets more benefits than the guy or gal who joins a state government undertaking. Within the same firm, a senior employee receives more benefits than his or her junior employee. Improvement, pay raises, retirement life benefits and A payment or earnings received in addition to a regular income or salary be based upon seniority of an employee.

Performance-based Rewards: The style that emerging just lately is to link pay to performance rather than seniority or membership.

EXAMPLE: Businesses in THE UNITED STATES, European countries and Asia are paying their employees more for performance than ever before. For instant in a recent survey of 2010 large companies in Japan, Tokyo, 24 % given pay increases on the basis of performance than seniority.

Competency-based Rewards: More and more organisations are linking rewards to competencies of employees. Competencies are reflected through skills, knowledge and traits that lead to appealing behaviours. Competency-based rewards have merits. They have been praised for creating a better-skilled and adaptable labor force. Customer needs are satisfied more quickly. Employees are designed for any job with great contentment.

Job Status-based Rewards: Every organization rewards staff for the position of the job they are holding. Organizations use job evaluation system which helps create differentials in status off jobs. Position differentials are used as the basis for establishing salary/salary differentials.

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