Do High Levels of Trust Between Workers and Management Lead to Better Performance?

There are many ways that companies are able to continue to motivating employees. For example, in the book ‘The Fall of an American Rome’ chapter two discusses how domestic manufactures were motivated to continue working hard by using domestic competition. The reasoning behind people’s motivation was because as a result of domestic competition, monopolistic behavior was no longer a concern. Furthermore, by competing with other countries to see who would be responsible for strengthen the roles of technology could potentially result in the increase of winning wars (Quentin R. Skrabec, p. 24). Furthermore, in chapter three discussion of how competition within America had begun to increase this resulted in technological innovations, improved work

What can be done to motivate the employees? How can I increase the productivity of the department? These are just a few of the questions many managers have asked his or herself. People are the most important asset for many organizations today. Without employees to perform a job many organizations and companies would not be able to produce a successful product. The product, however, is not the only part of the company that must be fine-tuned. A company is not truly successful until the company employee's are positively motivated to be productive, highly successful individuals. Motivating employees to meet company productivity standards can often be a challenging task. Being that every person is

Leaders must form trust with their employees in order to be effective. Trust comes from consistency in actions aligning what you do with what you say and it comes from being honest with employees. With trust comes greater stability and when these factors are put together the leader has created an environment where the morale of the unit is likely to flourish (Anderson, 2013). For a leader to cultivate trust takes time, but it can be done relatively quickly through bonding exercises. However, the leader should be aware that fostering trust cannot be done if early actions engender mistrust. Trust is a factor that, if absent, leads to a working environment that is toxic, because nobody wants to work for somebody that they do not trust.

productivity (Angelo and Vladmir 355). Trust is another key aspect of the emotional needs of employees, and it can be characterized as when laborers feel that they can sincerely rely on their managers and supervisors for guidance,

Their happy workforce creates maximum productivity—willingly. Trust and respect between the workers and management is an integral part of the company’s success.

The first challenge of motivating your employees is the lack of communication. How will a manager be able to motivate a staff member if they can’t even communicate properly? Without having any knowledge about your staff members, a manager will find it strenuous to understand what exactly motivates the employee. The workforce is different now as opposed to how it was fifty years ago. The cost of living has increased tremendously in the past fifty years, therefore, we cannot accept any job just because it is a reliable source of income. In the past, employed individuals were motivated by rewards or

The benefits of a motivated staff should prove an impetus to managers to use motivation as a driving force to obtain a high degree of functioning by employees. According to Musselwhite (2011) “managers who are effective at motivating their direct reports reap the reward of employees who can handle a variety of assignments, work more autonomously, report higher levels of job satisfaction, and contribute more to the success of the department, the organization, and in return, to the success of their manager” (p. 46). This in turn may motivate the manager to work harder and look at ways to improve and increase departmental functioning in the future.

In today’s workforce there are many reasons why individuals get up every day and go to work. For most it is because they have bills to pay and this leads to their motivation to work is for the outcome of a paycheck. That is true for most, but how does motivation apply to an individual once they are at work and must perform their daily duties? No matter that is painting houses or a high level CIO building the backbone of a fortune 500 company, these individuals’ performances are based on their expectations of something in return. Some may put out more effort than others for their various reasons. How does a supervisor, director or owner get peek productivity out of there employees?

Another step that companies could take that would make their employees excel at their jobs would be recognizing their achievements, and rewarding things like outstanding customer reviews with little things like gift cards or bigger things depending on the company’s budget, regardless these are impactful. Especially for those employees who are competitive and for those who need that extra little bit of motivation. Studies have proven that positive feedback and focusing on employees’ strengths is most likely to be engaged in their company. While employees whose managers ignore them have a 40% chance of being disengaged and those whose managers focus mainly on what they need to improve tend to be disengaged 22% of the time, one 1% of employees whose managers focus on their strengths tend to be disengaged, based on that same study done in Clifton’s book called Strenghtsfinder.

If my staff is proud of what they are doing then they want to succeed more. I can motivate by setting small goals with rewards if reached, or showing the positive effect the end results will have if goal reached. But I find that just a show of appreciation and gratitude can really motivate as people love to feel appreciated and want to continue to feel that way. A simple “Thank You” or “good job” can go a long way, if people do not feel appreciated they will not want to perform to help the team.

Based from the title is shown that if managers want to get the best performance from their staff, they need to reward their staff intrinsically. From the research that has been taken part in this topic, intrinsic rewards are one of the methods that can be used to motivate your staff means that the staffs are motivated by rewards that are largely intangible. This means if we are the staff, we place more value on outcomes that are sourced from within ourselves, rather than from external factors. It is also can be linked to our feelings. Such as, feeling satisfied and capable, enjoying a sense of challenge, re-enforcing self-esteem, satisfaction at accomplishments,

There are many ways in which companies can encourage and support motivation. Some of those techniques are: Involving employees in decision making, providing feedback, keeping employees informed at all times, building trust and relationships, and much more.

There are several different ways an employer can motivate their employee's: job design & goals, performance appraisal, pay, and career development.

Managers who know how to motivate their employees will get the best out of their employees. Motivating employees can be from increase in pay to employee of the month to more training. Jack Welch created a rule for motivation. The rule was called 20-70-10. The employees are divided into these three group based on job performance. The 20 is top twenty (20) percent in the company. These employees are above average. The 70 is the middle percent. These employees have average job performance. They can move up to the top twenty or move down. The 10 is the lower percent and they are likely to be fire. Figuring out where employees stand in the company help

A company’s human and intellectual capital is one of its most valuable assets. Good workplace conditions and relations can help a company to attract, keep and develop human capital, keeping operations and staff morale high. Employees are more likely to be motivated, committed