Great Workplaces Learn How To Offer Benefits That Increase

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

“Motivating Employees” is a book about how employee motivation is driven by companies that invest and grow their employees. One of the most important traits of highly effective and successful companies is that employees are happy and have fun at work. Leadership is not assaulting your employees, but to lead your employees you need to motivate by using caring,

It’s important to have motivated workforce, so it can enhance productivity of company. IKEA makes sure to understand its staffs and wat motivates them. Besides satisfying their basic salary needs, IKEA ensures that job security is assured for each worker by valuing all workers and creating this sense of belonging n the company. Each worker has equal opportunities for promotion and career advancement. Motivation is also important between staffs themselves and with IKEAs friendly working environment has helped improve working relationships in every individual staff. Each human has different needs in their lives, so knowing what they desire is important to management. It can be associated with Maslow’s Hierarchy Motivation Theory (Griffin, R. (2014) Fundamentals of Management (7th Edition, pg.15) stating “people are motivated by a hierarchy of needs, including monetary incentives and social acceptance”. There are no best motivations method, however, motivation is based on individuals or the

Researchers in the past have made valuable discovery about employee relations what is the cause of dissatisfaction and satisfaction at work. Companies that want to

The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

SAS Institute is a privately held company that was founded in 1976. The company was founded by Dr. James Goodnight and John Sall, two academics from North Carolina State University.

Researchers found that organizations which have been designated by both employees and management as being “great places to work” have essential elements. The key that holds these factors together is the element of “Trust”. It has been reported by Levering, that employees aspire for employment with an organization where they can trust those they work for, have pride in what they do, and enjoy their co-workers (Levering, 2016). Managers described a great workplace to be one in which they were able to achieve

By having a company that values you as an employee, in return, you will be an excellent employee (Morgan, 2015). Furthermore, if an employee has a safe place to

SAS believes in giving employees open doors freedom will give a greater outcome to the company. They allow employees to schedule their own hours, and to change positions within the company to expand their knowledge and experiences. Moreover, their system of achievements to rewards is effective in persuading the people to accomplish their product/production goals. A few rewards and benefits of the company provides are child care centers, summer camp, campuses with individual private office, a fitness recreational center, clinic with physicians, nutritionists, psychologist and many more medical professionals. The company ensures to engulf you with everything you need so there will be no need to leave of the company headquarters (a sneaky way of keeping you busy in the company to remain in the company for their own benefit). On a side note, it is interesting how SAS is actually very manipulative with their employees in a tricky

Over the past 25 years, Great Places to Work Institute has complied a list of the 100 businesses with the greatest workplace practices worldwide. Great Places to Work Institute combines the research of thousands of business operating in 43 countries and evaluations from over a million employees to create a model that any business can use to create a successful environment (2015). Companies ranging from small to big, private to non-profit sectors, look to the assessment tools, trainings, advisory services, conferences, and workshops from the institute to incorporate in their business practices as their clients are able to deliver outstanding business performances year after year (2015). Great Places to Work Institute states that the best investment any business can make is establishing workplace trust. Businesses with a strong workplace trust tend to have lower turnover, greater innovation, higher productivity, more loyal customers, higher profits, and over better recruitment (2015).

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

In terms of a business community, it is the responsibility of the leaders to promote an environment that focuses on establishing a worker's strength, discovering his or her potential, and then developing that potential in order to fulfill that person's purpose. In the business world, we see people all the time who feel their work is not fulfilling and lacking in purpose. These are also the kinds of people we see that show up to work and complete the bare minimum necessary for obtaining their paycheck. An employer who wants to have a successful company needs to promote the kind of work that is in their employees' best interests and allows them to feel useful each and every day. A happy employee will be more invested in the business's day to day operations, as well as the overall success of the organization.

According to Herzberg, the factors leading to job satisfaction are distinctly different from those that lead to job-dissatisfaction. Therefore, the managers who seek to eliminate factors that create job-dissatisfaction can bring about peace at the workplace but cannot motivate the employees. These factors are termed as hygiene factors comprising administration, supervision, working conditions, salary and wages etc. While absence of hygiene factors will lead to dissatisfaction, mere presence of these factors will not satisfy (i.e. motivate) the employees. In order to motivate the employees, managers must resort to ‘motivators’ (those factors that motivate the employees towards better performance) such as recognition, challenging assignment, responsibility, opportunities for growth and self-fulfillment etc.

Organizations that strive to meet the needs of their employees attract the best people and motivate them to do excellent work. Some insight into how this may come about is provided by psychologist Abraham Maslow’s hierarchy of needs theory. Maslow’s basic idea was simple: People will not be healthy and well adjusted unless they have