How To Motivate
Implementation - How to motivate your staff
Regardless of which theory of employee motivation is followed, the outcomes of research conclude that interesting work, appreciation, pay, good working conditions, and job security are important factors in helping to motivate. Phil Kerslake (2002), General Manager of DTZ New Zealand found in his 2001 surveys of Australasian employee attitudes that "most people were shown to have ambitions and be prepared to put some job and income security at risk if there is the opportunity to nourish their self-esteem and achieve a degree of self fulfilment".
To ensure that strategies used to enhance motivation within your organisation obtain the most effective results they should based be on:
An analysis of the factors that individual staff members believe are motivators for them
The performance objectives of the individual
The strategic goals of the organisation
The values and culture of the organisation
Lindner highlights the importance of considering individual staff in his comment "The key to motivating (centres) employees is to know what motivates them and designing a motivation program based on those needs - employees must be willing to let managers know what motivates them, and managers must be willing to design reward systems that motivate employees".
Jim Clemmer (2004), a writer and motivational speaker states "When confronting morale problems, managers will often succumb to the Victimis virus and blame the declining work ethic, attitudes of entitlement, softening values, the welfare state, or any number of societal factors. But these factors- which are mostly about doing the least work for the most money - are more imagined than real". He further states "Studies show that people's real needs are much less mercenary than most managers believe. People want to take pride in their work, belong to a winning team and be part of an organisation they can believe in. In fact, the morale crisis so prevalent in...
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