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EMPLOYEE MOTIVATION TECHNIQUES.
Term Paper ID:20132
Essay Subject:
Clarification of responsibilities, enjoyment, effectiveness, output, management, incentives, examples.... More...
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Paper Abstract:
Clarification of responsibilities, enjoyment, effectiveness, output, management, incentives, examples.
Paper Introduction:
This research will examine three current management techniques for establishing worker enjoyment, effectiveness, and output and production. Subjects such as job enjoyment, types of workers, working conditions, leadership, and communication will be discussed as aspects of the three techniques.
One technique of establishing employee motivation is to inform employees of their role in the company. Many times poor motivation is the result when employees are confused as to what their responsibilities are and to whom should they report (Matthes, 1992b, p. 6). An effective way to build teamwork, which is what worker enjoyment, effectiveness, and production is all about, is to hold awareness sessions. Make employees aware of the "big picture" and company goals. Employees need to know where the "team" is going in the company.
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Manyemployees and employers do not give much thought to this, but this is onearea, if designed correctly, that can foster employee motivation. Forexample, Dallas-based American Airlines rewards its employees forsuggestions. While further is needed to verify VDTproblems, employers should encourage employees to minimize their exposureby turning off computers when not in use and by sitting at least 3 inchesaway from VDT screens. Employers should be aware of video displayterminal radiation (VDT) and its relation to infertility, cancer,miscarriages, and birth defects. Employees need to know wherethe "team" is going in the company. Companies that cannot afford any tangible awards must realize thatthey cannot afford to forgo a rewards program. Motivating your staff. 1 3.Leana, C.R., Ahlbrandt, R.S., & Murrell, A.J. According to the company, selection is based on remarks made bythe nominator and the individual's length of service. Research has shown thatwhen employees participate in company decisions they have held morepositive attitudes toward their company (Leana, Ahlbrandt, & Murrell, 1992,p. Viking wisely tied theincentive program to the company's bottom line, so that payments toemployees would not be made unless the company was profitable.Communication lines between management, terminals, and groups was highlyencouraged and it was found that listening to employees brought abouteffective and rewarding change. 2 ). It is at this stage that conflicting individualbehaviors are likely to arise. 44). 14-15.----------------------- 2 The timing must be appropriate as well. This employee observes the team andintervenes to make sure each member is heard during team discussions, aswell as keeps the discussions moving forward. Fresh ideas energize reward programs.Personnel Journal, pp. (1992, April). ReferencesDouglass, M. Employers should also observe the inter-personal qualities of thesupervisors they hire. Create an environment for employee motivation.HR Focus, pp. For employee motivation to flourish, workers' needs have to be met.Otherwise, a good employee becomes a problem employee (Wiley, 1992, p. These aremade available to owner--operators and are given out to employees whoprovide superior service. Each employee is different, so an effective rewards system must beflexible. It is important to involve the people who will be motivated in theplanning of the program. Cashcompensates, but merchandise has more recognition value. Willard Marriott Award of Excellence, an engraved medallion bearing thelikeness of Mr. Marriott and the words expressing the basic values of thecompany. For these companies, it is important for CEO'sand other high ranking employees to walk the halls and talk to employees,ask for suggestions, acknowledge individual and group contributions, makethank-you calls, celebrate a success, and encourage other managers to dothe same (Farinelli, 1992, p. Index cards may be helpful for this task. Once the employees are aware that they are part of a team, the nextstep is to have the team clarify its mission. Public RelationsJournal, 48, 18-2 .Grant, P.C. Coming closely insecond was money. Sponsoring social events so that employees can meettheir supervisors and co-workers informally will also show them that thecompany appreciates them. It must implement thispolicy. The mere existence of such a program does notguarantee that it will be valued or have any real impact on employeemotivation and satisfaction. Each employee was given aribbon bearing the words, "For you the guest, my personal best" to wear atwork. Contests, however, should not be close-ended, butshould be open-ended. McDonald's Corp., based in Oak Brook, Illinois, has an award programthat has jewelry bearing the company's well known golden arches. Too often,employers are more concerned with the "big picture" and they do not realizeemployee motivation plays a large part in their achieving a more profitablecompany. To focus employees on critical performance objectives, they weredivided into distinct groups that shared common goals. One company, Viking Freight System, Inc., realized that employeeperformance and productivity were the only ways in which the company mightgain a competitive edge since its fees were set by law. To avert this problem managers mustdetermine a set of ground rules, or define proper team behaviors. Contests between two or more company "teams" is an effective way topromote company spirit. Managers must showenthusiasm for the awards at the time they are presented, which must bepresented at special times and in public--so that all employees are awareof who has been recognized. Employeeperformance was measured during four-week periods. A performanceengineering group observed each terminal or employee group in action anddefined standards. The effects ofemployee involvement programs on unionized workers' attitudes,perceptions, and preferences in decision making. Make employeesaware of the "big picture" and company goals. Another type of incentive program is one that uses education andprofessional development (Farinelli, 1992, p. One of the most unusual awards program is offered by San Francisco-based A Party To Intrigue. Academy ofManagement Journal, 35, 861-873.Matthes, K. Short breaks, every two hours, should be taken when working on acomputer. How to make a program work. Regular review of the program--revising whennecessary--was also found to be important to ensure that the companycontinued to meet its goals. 19). Team building: Help employees changefrom me to we. It also serves asa constant reminder of past performance and a constant reminder that futureefforts will be rewarded. Subsequent mailingsincluded an expandable sponge labeled, "Expand your product knowledge andwe'll both grow," and a night light bearing an energy conservation message. When La Mirada, California-based restaurant chain Denny's Inc. The program, called IdeAAs in Action saved the airline $83million in the first two-and-a-half years. Compensation alone will not buy employee loyalty. One technique of establishing employee motivation is to informemployees of their role in the company. Accordingly, itstarted the Viking Performance Earnings Plan (VPEP). 1 2) showed thatrecognition for a job well done was the top motivator. 4-5.Matthes, K. 48-54.Stuart, P. When this clarification hasbeen made, the next step is determining and defining roles andresponsibilities. That may entail paying employees equitable salaries, rewardingtheir dedication, and recognizing those who work beyond theirresponsibilities. The plan is based on the theory that all employees should be rewardedfor their direct contribution to the achievement of corporate objectives.Every Viking employee (except officers and directors) is eligible for VPEP. wantedto encourage morale and recognize employees and customer service, itcreated the Personal Best recognition program. A poorlylit or ventilated environment, one with outdated equipment, or pollutingair will not encourage high performance or motivation from employees. 14). Inthese contests, employers should make sure everyone can win if they achievethe desired goals. 6). 1 2-1 3.Wiley, C. The team facilitator should start goal-oriented discussions byhaving the team list activities regardless of the order of theseresponsibilities. An effective way tobuild teamwork, which is what worker enjoyment, effectiveness, andproduction is all about, is to hold awareness sessions. Constant talk about how great a reward is can start to make itsound ridiculous, especially if it is a non-monetary award of littleextrinsic value. Most awards,however, average $2, each. (1992). of Atlanta, Georgia implemented apromotion among its workers by mailing a giant card to their homes eachmonth. (1992, January). (1992b, September). Next, the group should decidewho is best qualified for each responsibility, or who would like to do it,or what training is needed. Good attitudes lead to higher motivation. Every company has a philosophy, often two of them. The success of a corporate reward system needs constant attention(Grant, 1992, p. Certain qualities that supervisors possess enablethem to be a motivating factor for employees--such as honesty,supportiveness, empathy, accessibility, fairness, and openness. It is common that companies that give monetary rewards often base theamount given to the employee on the actual savings to the company. TeamPlanning can be simple and effective. Too often they are taken for granted. Business Marketing, pp. It is the middle 6 percent that need to be motivated. Viking found that there were seven keys to success in this program.One was to include all employees in the plan to generate company-widecooperation and support. Staff developmentprograms, such as seminars, conferences, and retreats can all stimulateemployee dedication and motivation. Write it down!" to all participants. These interpersonal skillscannot be stressed enough. A Prescription for healthier offices. PersonnelJournal, p. To be motivated, employees must feel that the company treats themfairly with respect to salaries, supervision, and advancement. Although computers facilitate company business, they often cause amultitude of related ailments. Companiesmust also implement a rewards system to recognize employee excellence.While cash awards are usually appreciated, this rewards system may also benon-monetary--such as medals, certificates, or in the form of merchandise.Merchandise imprinted with company logos often give the employee greateridentification with the company--which may lead to increased motivation.Education and job-training benefits also may be used for rewards. 4). (1992, September). The firm now has approximately 6 peopleworking full-time to analyze employee suggestions. Another way employers can meet the needs of their employees is tomatch the requirements of the job with an employee's qualities. Those employees whosesuggestions were implemented received the awards in a personalpresentation. The promotion lasted six months and produced 82 Extra Mile nominations.Productivity also increased 25 percent. 1 3). Another company, faced with employee morale problems stemming fromrapid growth, Ridgeway Development Corp. 861). Participation in 199 was 117 percent morethan in the previous year. To achieve this, the reward must be tied intoneeds. HR Focus, p. Beneficial interpersonal skills include activelistening, giving and receiving feedback, handling conflict and, learninghow to communicate one-to-one and in a group. When they are arranged in sequence, due dates forprojects or activities should be assigned. While it might take less time for thesupervisor to assign responsibilities without discussing them first withthe team, having everyone participate and accepting volunteers for jobswill encourage employee motivation. Employees should be encouraged todevelop leadership skills in these programs. 44-45.Stambaugh, T. While notall problems can be completely resolved through employee involvement, ithas been shown that employees see the potential of such programs and feelthat the company is trying to address grievances. E., & Douglass, D.N. (1992). Also, ateam facilitator should be appointed. After the tasks are identified, the next step is to figure out alogical order for them. Truck drivers, claims administrators, salespeople, maintenancepersonnel, and others had their own set of objectives. If feasible, rewards should be adapted to each employee. Forexample, workers with low frustration tolerance who have jobs that requireaverage tolerance are likely to become irritable, cynical, and demotivated(Wiley, 1992, p. The interactivetelephone survey included more than 2 employee communication managers, inwhich recognition was rated 4.9 on a scale of six. The top sales producers of Pitney Bowes wererecognized during the production produced and staged in Kona, Hawaii.Budgets for these productions range from $1 , to $1.5 million.Companies that can give this type of an award can easily give cash todeserving employees but instead choose a non-monetary way to reward theirworkers. John Deere Dubuque Tractor Works in Dubuque, Iowa, doubled employeeparticipation in an employee suggestion program by providing pocketprotectors, magnetic calendars, and note pads imprinted with the slogan,"Got an idea? (1992, June). Some companies, such as those which handle freight, that are heavilyregulated, have a harder time increasing their market share and are nowlooking at the value of promoting employee motivation (Stambaugh, 1992, p.48). (1992, May). of San Diego, which produces showsincorporating multi-media slide presentations, film, video, music, dancing,and lighting displays. Additionally, employeeswho participate in company decisions are more likely to feel their companyappreciates them, and this attitude leads to higher motivation. An incentive pay success story.Personnel Journal, pp. Incentive pay was kept separate from basewages for greater visibility. It is not enough for a companyto state that its employees are its greatest asset. An equally spectacular method for recognizing and motivatingoutstanding employees was created for Stamford, Connecticut-based PitneyBowes by Multi Image Productions, Inc. Other non-monetary awards may take the form of advertisingspecialties. This research will examine three current management techniques forestablishing worker enjoyment, effectiveness, and output and production.Subjects such as job enjoyment, types of workers, working conditions,leadership, and communication will be discussed as aspects of the threetechniques. Employees voted each month for the recipient from their job area.Lapel pins were awarded, indicating the number of months the employee hadwon the award. The maximum award is $37, for a suggestion that saves $24 , or more annually. Employees should be encouraged to exercise during the workday--suchas stretching--and avoid sitting in the same position for long periods oftime. The goal is not to motivate the employees whoproduce in top 2 percent of the company--because they are alreadymotivated. It was also important to develop objectives thatreflected the company's critical performance areas, were controllable bythe employees, and were easily measurable. 7.Farinelli, J.L. (1992a, April). And last, management should not oversellrewards. The first card contained a mirror and the words, "Face it...youmake the difference." The next month, a small calendar arrived, along with an invitation toparticipate in the employee suggestion program and a ballot for theEmployee of the Month, "Go the Extra Mile" award. Company incentive plans are also another way to increase motivation.Rewarding valuable employees or giving employees the opportunity to berewarded for greater output or innovation is important for creatingemployee motivation. A customized VPEPwas then designed for each group. Those that areawarded the medal represent a cross-section of the company's employees:dishwashers, chefs, housekeepers, merchandise managers, and so on. Other computer-related illnesses cause back, neck,shoulders, and wrist problems (Matthes, 1992a, p. One such event was provided for a group of executives during a dinneron the Napa Valley Wine Train. The employees must also feel that, given the demands of the job andwhat workers in similar jobs outside the company are receiving, the rewardsare just. One is theprinted handbook, the other is practiced. HR Focus, p. Results of asurvey released in November, 1991 (Stuart, 1992, p. Many times poor motivation is theresult when employees are confused as to what their responsibilities areand to whom should they report (Matthes, 1992b, p. Individual unit performance and market conditions weretaken into consideration when the criteria was established, since thecompany's goals should be attainable, but it was also important that eachemployee be required to put out an extra effort. (1992, January). Often in slow economic times, companies cannot afford an incentivepay program like the VPEP. Getting the most out of employee incentiveplans. HRFocus, pp. These are useful articles of merchandise that are imprintedwith a message or company logo, and are often given away to a targetedgroup to promote a product or service. Another company that provides non-monetary awards is the Washington,D.C.-based Marriott Corp., which honors 15 to 2 people each year with itsJ. In conclusion, companies can motivate their employees by stressingteamwork and by giving clearcut messages about employee responsibilities.Companies must also attend to employee needs by providing a good workingenvironment, by listening to employee grievances and suggestions, matchingemployee skills with job responsibilities, and providing social eventswhere employees can meet with managers informally. For this reasonemployee involvement programs are increasingly being implemented in anattempt to remedy a variety of problems facing U.S. Finally, the group should decide whatmaterials or equipment is needed. It is also important that planning procedures for team activities donot get bogged down with too many guidelines (Douglass & Douglass, 1992, p.7). Based on historical data from 1915, thecostumes, train cars, and the events took participants back to the FirstInternational Wine Tasting during the time World War I. Some experts feel it is always better to motiveemployees by using merchandise rather than cash in an incentive plan. The advantage of using separate index cards for each activity is thatthey can be sorted without rewriting anything. They alsomust feel that their opinions on job responsibility, procedures, and evencompany goals have some influence in the company. These are written, staged, and produced forindividual businesses. When used as an award for specialperformance or service to the company, these can increase the employee'sidentification with the company. In order to help employees evolve through the stages of identifyingwith a group working for a common goal, employers should provide on-goinginteractive skills training as well as the necessary job skills and groupproblem-solving skills. Involving employees in the company's incentive planis also another way to meet employee needs and at the same time encourageparticipation (Pozniak, 1992, p. Company officers and directors participate in a Management IncentiveCompensation Plan (MICP), which has a longer range focus and annual, ratherthan monthly, payouts. This approach is simple andit involves everyone on the team. 14)One way to address employee needs is to improve the work environment. This company has a staff of writers, producers,actors, and scripts that interact with participants in a role-playingevent, either a murder mystery or a treasure hunt. Small acts of appreciation--such as listening to employee suggestions and thanking them for theirexcellence-- are effective ways to increase employee morale and motivation. 69.Pozniak, J. For example, each freight terminal hadits own plan, with workers at each site given a set of critical objectivesto achieve. industry.
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