Motivation in the Work Place

Motivation in the Work Place
From the very beginning managerial manner of thinking supposes creating motivation for employer. Manager’s task has always been to organize the most effective process, where corporate manner of thinking would help to provide effective work. It goes without saying that manager’s role in this process is among the key ones. Being well aware about personal capability, type of character of the employee, managers could regulate the motivation and it means the efficiency of work. “Employee motivation is the level of energy, commitment, and creativity that a company's workers apply to their jobs. In the increasingly competitive business environment of recent years, finding ways to motivate employees has become a pressing concern for many managers” (Coates, Jarrett; 1994).
For the recent years (following the quick development of business and growth of competitive relations) the subject of managerial influence on the employees’ motivation has become one of the most popular research questions. As we are living in the world, where IT technologies mean a lot even suitable software aimed on helping manager to solve the problem of motivation was developed (VIP Quality Software, 2010). The developers provided numerous researches and came to the conclusion that employee motivation is undergoing direct influence (compulsion and conviction) and also they drew several rules that help in regulation motivation methods: “1. Encouragement is much more effective and constructive than punishment, especially in long-term perspective; 2. Unpredictable and irregular encouragements stimulate better, than when they are expected and predicted; 3. Encouragement should be up-to-date; the more the time interval, the less effect; 4. Big and rare awards usually cause envy, small and frequent - satisfaction” (VIP Quality Software, 2010).

But it does not mean that these rules could solve all the problems, as employee motivation and manager involvement in the process are quite complicated. It could really become a significant problem in small business (where owner devoted many years to creating it and it is essential that he or she find it impossible to delegate significant responsibility to someone else). The statistical data shows that such situation with lack of employee motivation (where manager does not take part in the corporate life of his workers) could create serious problems for small business and even become ruining for it. The problems with unmotivated employees associate with widespread discouragement, complacency and declining morale. It is essential that it has particular effect on business such as reduce of earnings, competitiveness and productivity; it goes without saying that such situation could cause destabilization and bankruptcy if the manager would not take serious measures to raise employees’ motivation.

It won’t be a secret that in big corporations managerial work on raising employee motivation is also very important. Empowerment is one of the main parts, which could play for a good advantage, when we speak about manager’s influence on employee’s motivation. Feeling of responsibility for the process, decision-making authority raises worker’s field of control about the tasks and makes him be better equipped to carry them out.

Innovation and creativity are also very important parts of the motivation process. The manger should not forget that some people are afraid to suggest their ideas, as they think that they could become ridiculous in the eyes of mangers and co-workers. There are a number of good ideas suggested by the workers and integrated by the managers that strengthened productivity and increases worker’s motivation. So called power to create produce the openness effect and seriously influence team building, creating open relations between employees and workers, in the field of efficiency, it helps the company to react quickly all the changes within the market.

Learning and education are also quite effective methods to raise employee’s motivation. It is essential that the entire corporation might correspond to contemporary demands. In our era of IT technologies human resource knowledge should also correspond to the contemporary facilities and it seriously influence worker’s motivation. He or he is not worse than the others his knowledge corresponds to organizations needs and he is not afraid to lose his job. Educational programs could also help to promote career growth in big corporations. In the present day world a number of corporations (especially working in IT, education and trading) promote free courses for their workers: “Companies can motivate employees to achieve more by committing to perpetual enhancement of employee skills. Accreditation and licensing programs for employees are an increasingly popular and effective way to bring about growth in employee knowledge and motivation. Often, these programs improve employees' attitudes toward the client and the company, while bolstering self-confidence” (Clark, Dobbins & Ladd; 1933). Managers, who play guiding roles in the corporations, could seriously influence the situation with education, which help to promote career and motivation of workers.

Quality of life is also among the most significant motivation problems. It won’t be a secret that in present day situation the number of working hours is rapidly increasing (in the United Sates for example). Managers that implement the programs that incorporate flextime, job sharing and condensed workweeks make their corporations more successful in focusing workers on their job tasks but not on the needs of their private lives.

Still the leading position in the managerial influence on the employee’s motivation is monetary involvement: “For all the championing of alternative motivators, money still occupies a major place in the mix of motivators. The sharing of a company's profits gives incentive to employees to produce a quality product, perform a quality service, or improve the quality of a process within the company. What benefits the company directly benefits the employee. Monetary and other rewards are being given to employees for generating cost-savings or process-improving ideas, to boost productivity and reduce absenteeism. Money is effective when it is directly tied to an employee's ideas or accomplishments. Nevertheless, if not coupled with other, nonmonetary motivators, its motivating effects are short-lived” (Owen, 2001).

Hence it should be noted that the most efficient motivators for employees are nonmonetary. Monetary motivation seriously influence team building and corporate logic, it does not supposes the effective team cooperation, but aimed on separating every worker from another, providing competitive element, including negative emotions that could seriously effect working process, productivity and efficiency of the company. Nonmonetary motivators have proved their positive influence on team spirit and cooperate with advancement, responsibility and recognition. Managers, with so called “recognizing of small wins” of their workers, provide participating environment and their relation with their works are respectful and fair. It is essential that in such companies workers feel themselves more comfortable and find highly motivated. Still the scientists does not exclude the role of monetary factor, but actually using all the methods of raising motivation together could play a good advantage for the company. During their work managers should not forget about avoiding the conflicts, leaving impartial judge, praising their workers sincerely and do not forget that still effectiveness of small business and big corporation depends on human factor. Good treatment could not be placed by monetary reward anyway.

It would be essential to make a stress on the fact that uniting of the efficient methods of motivation is one of the key aims of manager, who is intended to make his company successful and competitive in the market. Everyone needs and individual treatment and ways of motivation should be found for every human personally. Effective manager is the one who masterfully combines the qualities of personal psychologist and strict director, understanding that individual treatment is a very important factor in the present day world employee motivation. It won’t be a secret that such manner of reducing all to the same level won’t work and rather make a number of significant problems than provide a positive effect. It goes without saying that effective work of the company means good motivation for the employees. And managers are responsible for this factor. Nobody would say that it is an easy task, but possible for everyone.

Contemporary investigators of motivation at the work place promote the new idea of more polite managerial style, providing supportive evidence to the gender oriented emotionally intelligent leadership. All authors agree that contemporary leadership need new ideas and strategies and sometimes new shift.

The old-fashioned strategies built around one particular person (or a small group of people) should be left in the past. Orienting on productivity and efficiency of the company the leader should not forget about people who provide this particular efficiency and productivity. The ages of treating people as thoughtless beings are left in the past and new collaborative and empowerment oriented strategy are the new word in leadership, which would have positive influence of the further development on business strategies. means that trusting and empowering followers is the new motivation strategy, listening to their opinion (and taking it into consideration, while decision making), reducing conflict situation and co-operating with workers the leader promotes interpersonal skills and creates definitely new strategy, that deals with shifting authorities. This shift expects personal initiative from workers, their self-motivation with empowerment and certain it deals with question of spreading powers. The powers would not be concentrated within one or several people, whose opinion is decisive. It turned out that the powers would be spread among the all participants of the process.

Team strategy one of the most recent invention in management is deeply EI oriented. The followers would be well aware about present day situation of the company and could not be lied about perfect conditions and wonderful statement of the enterprise as it happened with Enron. The EI oriented leadership would give the employers an ability to participate more actively in the life of the company. Speaking about successful realization of emotionally intelligent leadership there should be noted that Avon Inc. and PepsiCo whose CEO’s are female perfectly demonstrate how gender shift and emotional intelligent leadership is working in practice. The example is the one dealing with the subject of every article the new EI leadership supposes collaborative practice rather than oppressive domination of the leader. It goes without saying that it works more efficient and raises the motivation of the worker (Clark et al, 1993)

Some (Rupert Murdoch, for example, who uses old fashioned tactics) refer to the emotional intelligence as “serving management”, but I can't agree with this statement. And the majority of the authors representing the emotionally intelligence leadership within their articles do not agree with this idea. Emotionally intelligent leadership provides individually oriented strategies, support and trust relations between the leader and the team. It goes without saying that the authors observing this question consider the possibility that emotionally intelligence leadership needed shift not only in strategy but in the gender (Anand Swamy, 2000). Ex-president of the United States announced in his speech "We need not just a new generation of leadership but a new gender of leadership" ("Clinton pledges fidelity," 1992, p. A2) and it goes without saying that this question is very acute for the present day situations and the authors investigating the question (even the president of the United States) do not left indifferent to it. The News Corp could hardly be related to the good example of the harmony. Murdoch and his managers are recognized to be very oppressive and demanding. They do not seek for the alternative tasks in the development of their company and providing harmonic relationship within the corporation. That is why it is very hard for them to evaluate whether emotional intelligence is effective or not. Hence the majority consider that emotional intelligence is effective not only as the task performing but also as creating psychologically healthy and harmonic relationship within the company. It goes without saying that healthy atmosphere would positively relate to the task performing and there would not be observed terrible turnover.

Personally I consider that managers are responsible for the creation of the healthy atmosphere on the working place. There are a number of different techniques observed that could be used for creation motivation for the workers. Managers with the help of empowerment and monetary praising (choosing different techniques for different employees) could reach magnificent results and it should be noted that there are a number examples where managers use EI as the core method for reaching harmony. PepsiCo headed by Indra Nooyi is among them.



References:

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4. Parker, Owen. "Pay and Employee Commitment." Ivey Business Journal. January 2001
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