People are motivated to do, what they believe is in their best interests. This can often result in either unconscious, self-destructive behaviors or, at the other end, result in brilliant achievements and great humanitarian acts. For most of us, it results in ordinary activities that we engage in every day, usually satisfactory.
However, it is always possible to influence what the others are motivated to do. The focus point should always revolve around ways and means to procure employee motivation and as to how an employer can influence his employees on a day-to-day level so that they feel motivated and build positive relationships with the higher ranks and amplify their performance levels and bring in high productivity.
A company needs to possess a strong and steady team in order to sustain for a long term, a team that is enriched with all the previous experiences of business operations. Therefore, it is important that the Company takes every possible measure to retain its old, loyal and valuable human resource which will steer the Company towards further progress. The HR administration of a Company should take charge and advise clear-cut employee motivational strategies to the organizational leadership.
With respect to the policies implemented in this aspect, it is the responsibility of the Department of Human Resources to analyze the overall, general as well as individual priorities of the employees, and accordingly prepare an assortment of choices to select from that would strive to make everyone happy, though, of course, it is equally true that everyone cannot be made happy.
There are two different groups of employees in an organization:
One group that is satisfied with financial security via incentives
And another group that truly yearns for acknowledgment and credit for their performances.
However, the underlying fact is that both groups of employees look for some sort of motivation or encouragement and appreciation from their employers and wish to be provided with the right compensation for the job that they carry out in the organization.
Educating and keeping the employee up-to-date, from time to time, with regard to the current and prospective requirements of the business will help create a sense of self-responsibility which, in turn, will lead to motivating themselves, enabling them to sustain in the market and work towards their own security. After all, every employee should be able to satisfy himself and the employer by way of his performance and productivity.
In order to enhance the dynamics that lie behind the employer and employee, it sometimes becomes indispensable to include a scheme or a structure of testing and constancy, alongside with employee motivation policies executed within the company. This is required in order to ensure any discrepancies amid employees within the Company, who cannot be influenced or are too desirous to be pleased. It is this group that often invites trouble and creates disputes between two levels of employees, in the same team or department. Hence, employee review is mandatory on a periodic basis.
However, it is always possible to influence what the others are motivated to do. The focus point should always revolve around ways and means to procure employee motivation and as to how an employer can influence his employees on a day-to-day level so that they feel motivated and build positive relationships with the higher ranks and amplify their performance levels and bring in high productivity.
A company needs to possess a strong and steady team in order to sustain for a long term, a team that is enriched with all the previous experiences of business operations. Therefore, it is important that the Company takes every possible measure to retain its old, loyal and valuable human resource which will steer the Company towards further progress. The HR administration of a Company should take charge and advise clear-cut employee motivational strategies to the organizational leadership.
With respect to the policies implemented in this aspect, it is the responsibility of the Department of Human Resources to analyze the overall, general as well as individual priorities of the employees, and accordingly prepare an assortment of choices to select from that would strive to make everyone happy, though, of course, it is equally true that everyone cannot be made happy.
There are two different groups of employees in an organization:
One group that is satisfied with financial security via incentives
And another group that truly yearns for acknowledgment and credit for their performances.
However, the underlying fact is that both groups of employees look for some sort of motivation or encouragement and appreciation from their employers and wish to be provided with the right compensation for the job that they carry out in the organization.
Educating and keeping the employee up-to-date, from time to time, with regard to the current and prospective requirements of the business will help create a sense of self-responsibility which, in turn, will lead to motivating themselves, enabling them to sustain in the market and work towards their own security. After all, every employee should be able to satisfy himself and the employer by way of his performance and productivity.
In order to enhance the dynamics that lie behind the employer and employee, it sometimes becomes indispensable to include a scheme or a structure of testing and constancy, alongside with employee motivation policies executed within the company. This is required in order to ensure any discrepancies amid employees within the Company, who cannot be influenced or are too desirous to be pleased. It is this group that often invites trouble and creates disputes between two levels of employees, in the same team or department. Hence, employee review is mandatory on a periodic basis.
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