Motivating and Rewarding Employees

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Professor Gerry Grotberg
29 April 2013

Motivating and Rewarding Employees
I chose this particular chapter to present my project on this because I am a strong believer when it comes to motivation in the workplace. Some employees will go out of their way just to see if things are done correctly and never get any type of recognition from the manager or supervisor. The definition of motivation is the process by which a person’s efforts are energized, directed, and sustained toward attaining a goal. This definition alone has a few elements in which the first one is energy; the measure of drive, those who are driven will always put forth their best efforts and work hard towards the company’s goal. Employees would also be stimulated to work harder and much better if they were aware that their well-being was taken seriously by their employer. Direction is the second key element in achieving the goal and then there is persistence, they would want employees to put forth the effort to achieve those goals.

Maslow’s Hierarchy of Needs theory proposes that behavior is guided by choices based on beliefs and values. He suggested that all people have the five categories of needs arranged from lowest level to highest level. These needs are physiological: food, drink, shelter, and other requirements; safety: security and protection from physical and emotional harm; social: acceptance and friendships; esteem: internal factors such as self-respect, autonomy and external factors such as status and recognition; and last but not least self-actualization: growth achieving ones potential and self-fulfillment. The managers who choose to use Maslow’s theory it seems to satisfy the majority of the employees. In order to reward employees so that it would be a growth in improvement in their work performance, managers are recommended to get more information on the Herzberg’s theory, mainly when it comes to the differences between both motivators and hygiene factors. Aside from distressing about how to please the customers, it is crucial that they would recognize the motivators within the company. Pertaining to motivators meaning the ones who would help boost the overall performance of the workforce within the plant. It helps define the distinction between extrinsic and intrinsic motivation. Intrinsic (job satisfaction) occurs only when the job offers higher level needs. I remember when I worked for this particular company it was new to this area and they offered so many great benefits. The only thing that seem to bother me at the time were the hours one week you worked first shift and the other week you would work second. One upside to this job they provided education for everyone who was employed with the company, since I was hired for the tig welding position I was enrolled in school to take welding classes as well as a math course. We were offered many choices of management classes if you wanted to take them, the fabricators had no choice because the company wanted to get rid of the supervisor positions and let our department stand on our own. The role of the supervisor is to increase the employee’s motivation to be productive and so they thought we would be able to handle the task at hand once we had taken the classes. They made certain the employee believes that he/she can be productive by providing them with the skills necessary to meet job criteria. I believe that if it was more hands on when it comes to employees and getting the opportunity to better themselves the company would have more satisfied employees. The job provided us with paid sick days, perfect attendance for the month, we received a bonus every six months for perfect OTD (on time delivery), and fifty dollars a month just for being safe. This was the perfect job. This is a great example of an intrinsic theory job satisfaction. Different people would have their own perception when it comes to being rewarded on the job. Many would contemplate...
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