Motivating Employees in the workplace and how this affect the workplace morale. Motivating Employees in the Workplace Debbie A. Solimani Grantham University ABSTRACT For years employers have been trying to find ways to motivate and keep employees motivated in the workplace. Studies have shown that an organization that has motivated employees have greater success and higher profits. This paper will discuss and compare effective ways to motivate employees in the workplace. There have been many studies performed on what actually motivates employees, however it remains a challenge to keep employees motivated.
Hence in order to attract, engage, cultivate, and retain talent, those who have the task of talent management must understand what is important to employees (Kontoghiorghes & Frangou, 2009). Open communications, job satisfaction, and training opportunities were found to be associated with voluntary turnover and employee commitment by other studies as well, as stated by Kontoghiorghes and Frangou (2009). On the word of Kontoghiorghes and Frangou (2009) open communications and good supervisory relations were also mentioned as key factors in retaining high performers. Lastly but certainly not
Studies have shown that good supervision is associated with job satisfaction, commitment to the organisation, staff retention and employees’ perceptions of the support they receive from their employers (Carpenter et al 2012). In addition, employer’s need a forum where the quality of practice can be scrutinised, staff’s development needs explored and workers given the opportunity to: * Explore the emotional impact of the work. * Manage anxiety. * Consider how their own biases and beliefs may be affecting practice. * Reflect on the dynamic of the interaction between themselves and those using services.
In order to develop such a climate as described above, it is essential to enhance job satisfaction as well as to set organizational commitment into application related to job satisfaction. Job satisfaction has the highest influence on an organization’s overall performance. Additionally, it is directly connected to organizational commitment. It also connected to the aspiration to preserve membership in the institution, the enthusiasm of a worker to apply considerable attempt on behalf of that institution and a powerful faith in and reception of the institution’s values and goals. Capability of management to attain its set values and goals depend wholly on the aptitude and efforts place by the
The social responsibility affects all its surrounding environments. These environments include: investors, customers, employees, suppliers, the community, and the society. All these individuals are linked and the benefits received by an individual will be reflected on another individual. Costumers expect that the organisation provides them with goods and services and if the quality, the durability, and the safety are good the consumer will be loyal with the organisation. Employees are the workforce of a company and they expect the organisation to provide them with security, safe working conditions, rewarding work, and fairness.
2. How to develop a total compensation strategy. Step 1: Assess total compensation implications * Competitive dynamic Emphasize on how the organization plan to compete and survive in the industry. Therefore, the company should have the ability to cope with the turbulent competitive dynamic and focus on important factors in the environment today such as changing customer needs, competitors’ actions, changing in labor market conditions, changing laws and globalization. * Culture values The pay system mirrors the company’s image and reputation.
Identifying gaps and Recommending initiatives to support a more balanced work life culture. Overview This report has been organized depending on the factors that were considered while evaluating the effectiveness of the WLB programs at ABC Corp from least to most important. They are: Demographics, Work Location, Work hours, Job satisfaction and Importance of WLB. Background Work life balance is the minimization of conflict between work and non-work demands. Many companies now offer WLB programs as an imbalanced WLB can have a negative impact on an employee’s well- being, mental and physical health and eventually on their individual performance in the company.
In supervision the mangers role is to: • Ensure policies and procedures are followed • Maintain clarity about job roles, responsibilities and accountabilities. • Develop the worker as a professional person • Review objectives and priorities for work and record their progress • Monitor and regulate their work load • Develop their effectiveness. A managers a required to take supervision to meet the standards set by the a General Social Council which give clear direction to the code of practice which is set to improve the quality of work delivered and achieve the objectives and outcomes. Ryan (2004) puts it well “supervision” she writes is an inquiry into practice.it is a compassionate appreciative inquiry …In supervision we re-write the stories of our own practice... Supervision interrupts practice .It wakes us up to what we are doing.
A second group of authors define work-life balance referring to the level of individual satisfaction when they achieve harmony between all life areas. Following a review of the literature, it is noticeable that work-life balance consists on properly managing and balancing demands raised from productive and familiar areas, avoiding the damage of work quality and helping to increase individual life satisfaction. It is necessary to emphasize two aspects of the notion of work-life balance. Firstly, it is a dynamic concept varying over time depending on the needs from individuals and organizations. Secondly, it is difficult to apply general guidelines for all the employees, because each individual has different priorities in life .
Once Stein and Bodello establish specific roles in the organization, the morale, productivity, and efficiency of the organization will increase. The expected positive result to this solution is employees of Stein and Bodello will have a better understanding of what role they play and how it aligns with the organizations goals. Employees will not feel left out of a decision made by top management when ideas and objectives of the organization are presented. Stein and Bodello should set time with the line managers to explain they are responsible in getting with their staff to communicate and agree on key result areas, define what the role holder needs to know, and be able to do and ensure that there is mutual understanding (Armstrong 2006 p 50). Also, explaining how their roles align with the organization’s objectives and goals.