Motivating Part Time Employees

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Motivating an organization’s employees is not amongst the easiest of tasks for a manager to accomplish. Even more challenging is motivating part-time employees whom are usually forgotten and ignored by the organization (Inman & Enz, 1995, p. 1). According to Statistics Canada, nearly 19% of the workforce constitutes of contingency workers who are not being utilized to their full potential (Statistics Canada, 2008). It is noticed that the number of contingency workers is almost one fifth of the workforce and the number is continuously growing year by year; thus it is important that companies start emphasizing on strategies to improve their part-time team. Ignoring these workers can cost many businesses to have an increase in employee…show more content…
When they returned, the kids were able to give in the points in order to receive free pizza depending on how many points they earned. This incentive actually improved the number of books children read compared to other children not included in the program. However, after the incentive ended, when reading books did not mean free pizza, the children exposed to the program read fewer books than the other kids (Kohn, 1999). I was exposed to the exact same incentive plan back in elementary school and in fact, I remember that I did actually read more books than usual. Today, I barely have the interest to read a single book; perhaps I am still waiting for my free pizza. Satire aside, it is important to offer incentives that your employees will place value on and to keep the plans active until they become obsolete. Although incentive plans may not directly motivate an employee, it may trigger an employee’s intrinsic motivation and result in employee satisfaction and improved performance.

Offer Part-Time Employee Benefits

According to Inman & Enz, when analyzing all industries, less than 25% of part-time workers receive health-care benefits and only 20% receive life insurance benefits (Inman & Enz, 1995, p. 4). As mentioned earlier, it has been concluded by research that employee behaviour does not differ from being full-time or part-time. Now imagine if health-care or life insurance benefits were
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