How Managers Might Motivate Professional Workers
Motivation is the process of creating the internal motives for employees in order for them to perform their job with better quality and increase the efficiency of their work. Motivation of workers’ activity is an aspiration of the employee to satisfy his or her needs by achieving the purposes of the organization. The management of the organization can develop effective plans and strategies, install the advanced equipment, and apply up-to-date technologies. However, the aforementioned activities will be useless if the employees do not work properly, do not fulfill with their duties, create conflicts, or have no desire to achieve the goals of the organization and accomplish its missions. It is evident for a good manager that it is important to pay much attention to employees constantly encouraging them for successful and profitable activity of the company. This paper aims to investigate the main theories of motivating employees as well as the motivating factors in order to provide the specific recommendations that should be followed when motivating employees.
Main Motivation Theories
There are several most famous theories of motivation, which formed the basis for the development of different types of employee motivation. According to Herzberg’s theory, the best motivation methods in the company are external working conditions (for example, money) and the content of labor (for example, job satisfaction). The theory of Taylor states that the workers are driven by the instincts and desire to satisfy the needs of the physiological level. For better management, factors should be present such as hourly payment, compulsion, certain norms of work performed, and particular rules describing the set tasks. Based on McClelland’s theory, there are three forms of human motives, namely aspiration for affiliation, aspiration for power, and aspiration for achieving success. In particular, leaders aim at power, and those who used to work alone strive for success. The theory of Maslow declares that workers at the enterprise meet their hierarchical needs, from the lower to the higher, including physiological needs such as eating, drinking, and warmth, security, love meaning desire to be accepted in society as well as recognition and self-realization. There are many other motivation theories; however, they all have one common notion, namely definite methods of motivating employees in the company exist and might be applied in organizations (MSG, n.d.).
Monetary and Non-Monetary Motivation of Professional Workers
Personnel motivation factors are divided into two categories that are monetary and non-monetary. Monetary stimulation implies encouragement of employees by salary increment, paying bonus and additional allowance, or profit sharing. Every year, depending on the profitability of the company, managers might consider the salary system and pay additional money for the fulfillment of the set goals. This motivation method is considered the most effective, as for the employee there is a clear and direct relation between the good job performance and reward. Managers also apply indirect material motivation that includes sick-leave and vacation allowance, medical insurance, concessional loans, training for employees at various courses, food subsidies in canteens, and payment of mobile connection bills among others.
Non-monetary incentives do not imply payment in cash for the employees. Nevertheless, it does not mean that the company is not investing to personnel encouragement. Non-monetary motivation includes promotion, business trips, flexible work schedule as well as verbal or written gratitude of the management, comfort working environment, and corporate events. Team-building is one of the most popular incentives among the managers. It might be common trips, barbecue, sports competitions, excursions, and other events.
However, it is not correct to state that monetary motivation is more efficient than non-monetary or opposite. There can be no general motivation system that fits all solutions. For effective activity of any company, managers develop and apply the motivation system that is a combination of the above-mentioned methods. Every worker is unique with his or her needs, wishes, and values. The task of a good manager is to select the right key to every employee’s heart and mind. Moreover, Sylvester (2013) recommends that company leaders should carefully consider the field of industry, business goals, personnel, and budget.
Contingent Workers Motivation
According to Frauenheim (2012), the notion of contingent personnel implies temporary workers, independent contractors, and business consultants. The main problem with the incentives of the contingent workers is that they work on distance or with flexible work schedule and might not be sufficiently controlled by managers. However, it does not mean that such a category of employees does not need motivation. Most of incentives used for internal personnel can be applied to employees working at home. For the company to be successful, the manager should treat them equally comparing to another staff, use permanent employment as a motivating factor, and keep remote employees informed about the news and corporate events of the company, as participation in team-building fits best. In addition, the leader should make the contingent workers feel their involvement to team work and organization missions, recognize their success in working as a part of the team, as well as assist in tasks fulfillment and control their progress.
Main Recommendations When Motivating Employees
Actions related to comfort and motivating environment for employees should not be expensive. Costly incentive does not ensure long-term and full devotion to work. Therefore, the manager should supervise the progress of the workers in achieving their goals and tasks. It will increase their sense of progress and keep their motivation longer (Quast, 2012). The recognition of employee achievements among his or her colleagues is a very strong motivating factor. In addition, the leader should make the job tasks clear and precise for personnel. They have to understand what they are doing, why and what will be the final result. The manager should not forget to inform the worker about his evaluation of this employee’s job as employees want to know exactly the expectations of their manager from their work. According to Heathfield (2015), having confidence in a clear direction of activity, motivation of employees becomes easier. Moreover, a good leader should recognize large and small contributions of each worker and motivate them with his praise. The workers by themselves not always know that they have succeeded. It is significant to make sure that every team member realizes his importance in the success of all team work. A positive environment should be created at workplace in order for every worker to feel his importance for the company. Finally, a good manager should always be ready to assist employees in replying the questions or solving the problems arisen.
Having analyzed the expert recommendations on the ways of keeping professional workers motivated every day, a good manager should use the following guidelines. The main tips are costless and are related to manager’s responsibility to monitor the employee’s progress in tasks accomplishment, set the exact tasks, and recognize their large or minor efforts. A manager should give and get the honest feedback from the workers and provide a positive work environment. An efficient manager knows that for long and successful activity of the organization, he needs to pay much attention to professional workers, both office staff members and contingent ones, continuously motivating them. It is important for the leader to investigate the main motivation theories in order to have the understanding on incentives evaluation applicable.
Motivation is purely an individual notion; and every worker has personal needs and visions. The incentive inspiring one person might have absolutely no impact on another one. Therefore, the task of the manager is to identify motivating factors individually, find the right way to employee, and create a positive environment for the worker taking into account his personal features. It is obvious that relations between the employee and employer are based on monetary component; however, the feelings of the worker within the team and comfort environment are also essential aspects.
Frauenheim, E. (2012, August 3). Contingent workers: Why companies must make them feel valued. Workforce. Retrieved from http://www.workforce.com/2012/08/03/contingent-workers-why-companies-must-make-them-feel-valued/
Quast, L. (2012, January 10). 5 tips for motivating employees. Forbes.
MSG. (n.d.). Modern theories of motivation. Management Study Guide. Retrieved from
Retrieved from http://www.managementstudyguide.com/modern-theories-motivation.htm
Heathfield, S. M. (2015, December 6). 10 tips and the bottom line for motivating employees. The Balance. Retrieved from https://www.thebalance.com/tips-for-motivating-employees-1918748
Sylvester, J. (2013, June 17). Is a monetary or non-monetary motivation scheme better? P&mm
Motivation. Retrieved from http://staffmotivationmatters.co.uk/is-a-monetary-or-non-monetary-motivation-scheme-better/