Non Financial Methods of Motivating Employees

Motivation is a key aspect in the organization or workplace, and it is imperative to know the basic theory application and methods dealing with any problems that usually unavoidable for the employee and will come up in any work environment. This is a mandatory skills for a leader or future manager to know how important on how to motivate his or her employee to work more efficient. Motivating employees is a big dilemma for managers. To produce a higher level of performance and productivity, manager’s today are obliged to pay more attention on this matter. Every employee needs different types of motivation. In this paper will elaborate three motivational methods that a

Work experience will enhance the way you communicate, team building skills, awareness about the industry, better leadership ability and lot more. Because enough amount exposure to work life will build and improve soft skill ability.

In today’s business world, it seems that the major pitfall is in employees’ lack of motivation and engagement in their positions. This results in decreased productivity and satisfaction, and overall diminished views of the establishment. The relationships between employers and employees also suffer from poor morale in the workplace. According to an article by Chris Musselwhite, Creating a Culture of Motivation, the first place to start in correcting this problem, is to educate managers on the benefits of an empowered workforce, and how to effectively inspire them.

A question often asked by first-line supervisors and managers is “How do we motivate our employees?” Effectively motivating employees to achieve a desired outcome is one of the most important functions as a supervisor or manager. There is evidence to show organizations are facing challenges retaining employees due to limited opportunities for advancement and the current competitive labor market. It does not appear things will get any better in the future. The loss of employees represents a loss of skills, knowledge, and experiences and can create a significant economic impact and cost to corporations as well as impacting the needs of customers. Managers who can motivate employees assist the organization by

This improves the quality of my work which in turn proves that I am capable of further responsibility. More experience and responsibility could be useful in gaining future job roles.

Learning and developing skills automatically improves my own working standards which in turn benefits the company. The more knowledge I obtain the more skills I acquire which give me the opportunity to progress in my career.

In addition to being cost effective it can also provide incentive for the existing employees to perform better in their current roles to get promoted quickly. This can have a positive impact on the overall performance of the organization

According to an article in Harvard Business Review, job enrichment can deliver desired results provided that “(1) tasks have to be authentic—i.e., the more opportunity they give employees to contribute to business objectives, the more effective they are likely to be motivationally; (2) tasks have to be motivational—i.e., the more they draw upon the motivators, the more likely they are to produce an effective contribution to business objectives.” (Paul, Jr., Robertson, & Herzberg, 1969). The authors base their opinions on the results of 5 studies that looked at the effect of enrichment specifically on salespeople, laboratory technicians, design engineers, and factory supervisors. They do feel that the results are valid for other occupations, although I would like to see evidence that clerical workers would benefit in similar

Strengthen employees’ skills so you can delegate more tasks to them and focus on more important managerial responsibilities—such as planning. Boost productivity by helping your employees work smarter. Develop a deep bench of talent who can step into your shoes as you advance in the company. Improve retention; employees are more loyal and motivated when their bosses take time to help them improve their skills. Make more effective use of company resources; coaching costs less than formal training (p. 1).

For existing employees a training program also has numerous benefits: It will help them to continually improve their knowledge, skill sets and keep them fully engaged in their work.

Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).

Pay and rewards attract and retain employees. Having the right pay and benefit for employees motivate them. This helps employees feel valued and can remove animosity between employee and employer. Training and development has a positive impact on employees, this shows investment from the employer and enhances career progression.

The identification of key factors or indicators in the motivation of employees in an organization of your choice.

So what are the other main advantages in using job specialisation? There are many arguments for its use but there is no denying is that it increases productivity (Malone, T, Laubacher, R & John, C 2011). It does this by allowing workers learn to accomplish work tasks quickly and efficiently, reducing the need for continued training (Malone, T, Laubacher, R & John, C 2011). With specialisation, workers have clearly defined goals and well-developed skill sets, so they don't waste time trying to learn new concepts. According to ‘Forbes’ employers want workers with expertise in their field, so people with specialized skills may find work more easily than those without them. Specialisation helps workers complete

Motivating individuals and groups at work often times can be a challenging task. Individuals must have the desire to want to be motivated. This challenge is difficult as individuals have different types of goals that motivate them. Motivation is typically driven by some sort of recognition. In today’s economic hardship businesses are having to do more with less. Businesses are downsizing, which causes them not to re-hire for open positions or eliminate unnecessary positions completely.