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Motivated employees in an organization is an asset but motivating is not an easy task by the manager. The managers must be aware of the need of the employees which are very important for persuading the employees as well as the achievement of the organizational goal.
Once you fulfil one need then another will
arise However, there is criticism against this theory. Needs may change from person
to person but an ordinary person's needs probably will be the same. Identifying
the need of employee will help the manager to motivate their employees.
McClelland found that
high achievers differentiate themselves from others by their desire to do
things better. High achievers are not gamblers, they dislike succeeding by
chance. The best managers are high in their need for power and low in their
need for affiliation.
Another method is that categorization of the
employees according to their behaviour either lazy or self-motivated. Theory X
indicated that compelling the employees for their work only then they will
effectively work in the workplace but Y category people are ready to work with
their self-motivated behaviour.
Equity in the workplace is very effective
because employees often compare their work habit with others as well as their earnings.
So, equity in the workplace is very important for effectively managing
employees.
Motivated employees work hard for the
achievement of the organizational objectives. However, create non-performance
factors among the employees such as loyalty, initiative, or courage to do
initiatives in the job by the managers who will help to build a strong
relationship among the employees.
Hence, a manager can be motivating employees
with the help of common-sense & knowledge.
Further Reading:
Payingemployees to lose weight?
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