Introduction
Employee motivation is one of the integral constituents of a company’s success. Workers that do not feel encouraged are more likely to demonstrate poor performance or leave the workplace. Meanwhile, those employees who see that their employer cares about their needs, including financial, developmental, and spiritual, feel empowered and do their best to show their dedication and diligence. The present paper includes the explanation of motivation’s significance in general and the idea of holistic motivation in particular.
Employee Empowerment’s Advantages
Employee empowerment has a number of positive outcomes for both the worker and the organization. On the part of the firm’s benefits, there is the attainment of its goals toward which employees are aimed when they are properly motivated (Shahzadi, Javed, Pirzada, Nasreen, & Khanan, 2014). Additionally, such team members are better at problem solving and accept innovation more readily. A motivated worker who is empowered and understands the company’s objectives is more productive and proactive than a non-motivated one. Moreover, a high level of empowerment maximizes the retention rate and minimizes employee turnover (Shahzadi et al., 2014). Finally, motivated workers demonstrate low levels of absenteeism and have a solid emotional connection to their workplace.
Advantages that empowerment grants to employees are also rather crucial. Firstly, a motivated individual feels satisfied and happy, which has a positive effect on one’s well-being. Secondly, a worker that sees his or her company’s appreciation is more productive and gains professional development faster than people working in unfavorable environments do. Next, an empowered team member does not feel any stress or anxiety associated with salary or workplace atmosphere. People have different requirements and expectations, and organizations should strive to discern between them in order to satisfy their workers’ needs (Lee & Raschke, 2016). With the help of empowerment, each staff member receives what he or she lacks for the successful realization of goals, be it the feeling of security or financial rewards.
Holistic Fitness
A specific idea that I would like to utilize for employee motivation is holistic fitness. This approach presupposes empowering workers within a multifaceted approach, including physical, spiritual, mental, and emotional motivation (“Defining holistic fitness,” n.d.). By selecting this empowerment method, I want to emphasize the importance of developing various facets of workers’ personalities in order to reach the best results. To improve their physical fitness, I will arrange regular team sports events and game days, where they will be able to spend time with pleasure and fun. I consider inviting employees’ families to such events to make them feel more relaxed and not leave their loved ones without attention. To promote spiritual fitness, I might resort to meditation techniques (“Defining holistic fitness,” n.d.). Such exercises are likely to help employees feel balanced and calm. For mental fitness, I will suggest brief breaks during the working day, during which the staff will solve riddles and puzzles. Such an activity will enhance the sharpness of brains and will encourage quick thinking. Finally, I will improve workers’ emotional fitness through art, including painting, singing, and sculpture workshops.
Conclusion
As is evident from research, employee empowerment plays a highly crucial role in the establishment of an organization’s success. Moreover, workers themselves also benefit from the motivational endeavors of their employees. The preferred approach, holistic fitness, is expected to develop employees’ skills in various dimensions, which will lead to positive results both for team members and the company. By promoting the emotional, mental, spiritual, and physical fitness of the staff, I will be able to increase their productivity and dedication.
References
Defining holistic fitness. (n.d.). Web.
Lee, M. T., & Raschke, R. L. (2016). Understanding employee motivation and organizational performance: Arguments for a set-theoretic approach. Journal of Innovation & Knowledge, 1(3), 162–169.
Shahzadi, I., Javed, A., Pirzada, S. S., Nasreen, S., & Khanan, F. (2014). Impact of employee motivation on employee performance. European Journal of Business and Management, 6(23), 159–166.