Introduction
In managing an organization, supervisors are paying increasing attention to motivational aspects since employee motivation is the main effective way of guaranteeing the use of resources and mobilizing employees’ existing potential. A well-thought-out and organized motivation system is a very effective work tool, from attracting candidates to retaining company employees. Gradually, managers are moving away from traditional material incentives and are increasingly inclined to use non-material incentives. Experts in employee management, in turn, confirm that non-material methods of motivation are much more effective and, which is no less important for employers, relatively inexpensive.
Motivation as an Employee Stimulator
Employee motivation is the energy, commitment, and creativity that a company’s employees bring to work. Motivating employees is always a management challenge, whether the economy is growing or shrinking. Competing theories emphasize incentives, employee engagement, or empowerment (Miao et al. 14).
Motivating employees can sometimes be especially problematic for businesses. However, entrepreneurs must remember that the impact of low motivation on employees in a business can lead to highly negative consequences (Orlando et al. 15). Such problems include reduced efficiency or disinterest, which can even lead to a crisis in business.
A well-functioning and motivated workforce also frees the supervisor from the day-to-day routine to think about long-term development. In addition, material and emotional rewards can mean retaining desired employees. A creative work environment encourages people to succeed, and in this way, employees themselves strive to develop and achieve goals. At the same time, a sense of accomplishment and possible support programs within the organization will be important to recognize successful work.
The Role of a Supervisor in Employee Motivation
A supervisor is a key person who coordinates and ensures all processes in the company’s work. The head solves a wide range of tasks, and the company’s image in the market largely depends on them. They permanently transmit their company’s values and are a crucial part of the corporate culture.
The role of the supervisor of the department, in this case, is of paramount importance since it is the leader who largely determines what motives will prevail in the department, that is, in the work of employees, and how effective they will be. A modern leader must be able to motivate their employees and possess a set of methods that help increase their ability to work, attracting and retaining qualified and talented specialists. Therefore, the manager must choose the right motivation system for subordinates, including an individual, differentiated approach.
Ways to Motivate Employees
One approach to employee motivation is to consider ‘add-ons’ for human work as the main drivers of productivity. Companies often use employee benefits such as insurance, company cars, gyms, and more to increase employee satisfaction, as many mistakenly believe that happy employees are more motivated. However, modern theorists suggest that the worker’s motivation for their work is not related to material rewards but to the design of the work itself (Deserranno 280).
The socio-psychological aspects of motivation are more important than the focus on material support and have a longer-term effect, as they support employees’ internal motivation (Urinov 1-2). Research has shown that highly segmented and simplistic jobs have led to lower morale and productivity. In addition, high employee turnover or inefficiency, which dramatically affect any company, are no less significant consequences of low employee motivation.
Today, there are many ways to motivate, which differ from organization to organization. Nevertheless, some strategies are common in all organizations looking to improve employee motivation. By considering what employees think is important, it is possible to create the best motivation strategy. Since all people are different and the resources that stimulate them are also different, it should be understood that it is necessary to consider the overall picture of a corporate group under the control of one supervisor. Today, flexibility in workplace design and reward systems can lead to longer employee stays, higher productivity, and better morale.
The main goal of the motivation process is to obtain the highest return on the use of labor resources. That increases the profitability and overall performance of the enterprise (Pang and Lu 37). To achieve the desired level of employee motivation, the supervisor must first set specific goals and objectives for their employees and the organization as a whole, which they must accomplish together. Employees must know their place and role in achieving the company’s goal.
As a rule, a competent leader knows not only the material motivation of employees but also the non-material ones. Firstly, organizational meetings can be attributed to the intangible aspects of employee motivation. Here, each person can become more familiar with the company’s immediate plans, thereby being aware of the business.
Secondly, constant training within the organization not only allows for raising the level of professionalism of employees but is also one of the most effective ways to motivate them. One can send employees for training as a reward. This method will appeal to successful employees ready to move up the career ladder.
At the same time, training is not limited to obtaining information that gives new knowledge but should include the optimal ratio of theoretical knowledge with practical skills, thereby benefiting the employee and the enterprise (Zhang et al. 3). The manager analyzes the employees’ needs; then, they will be able to build a motivation system that is as close as possible to their ideals. Therefore, when creating a strategy for implementing the curriculum, one of the mandatory elements should be the creation and preparation of training materials by supervisors who can take into account the needs of employees for professional growth.
Communication is essential for the successful implementation of any of the methods of motivation. Hence, the opportunity to have feedback from the manager occupies a special place in corporate culture. That is, the supervisor should listen to the wishes and needs of their employees and fulfil them if they consider it necessary. Thus, an employee feels heard and has a mutual understanding with the manager.
Interpersonal motivating communication aims to increase the degree of trust and improve the moral and psychological climate in the team, which is especially important for business development. At the same time, informal communication through celebrations and corporate events is important. This shows that the team can communicate in a working atmosphere and during leisure time. In this way, the leader brings the employees together and relieves tension in the working environment.
The key to compelling employee motivation is in the hands of leaders, and it has little to do with material costs. This conclusion can be drawn from employees rarely mentioning financial incentives (Deserranno 278). It depends on the leader whether subordinates can succeed.
After all, they set high goals, provide the necessary resources, organize employees’ work, and instill in them self-confidence—or at least they should do it. This leads to the most important conclusion: the manager must know what they want and how to achieve it, and most importantly, not interfere with the employee in solving the task. Interference is a negative factor since failure or a forced deviation from plans greatly upsets and demotivates employees.
Conclusion
Labor motivation is an important tool in the management system and plays a vital role in the production system. To maximize profit, an enterprise must introduce new and innovative motivation systems that will satisfy employees’ material and non-material needs. The effectiveness of the motivation system largely depends on the management bodies, namely, on the head of the group of employees who chooses the motivation methods.
There is no single effective method of motivating staff at all times and under any circumstances. An equally important task of the supervisor is to develop an atmosphere of mutual support, trust, and a healthy moral and psychological atmosphere in the company. The leader’s personal example contributes to the fulfillment of this task in the best possible way.
Especially if they are enthusiastically set to work, it will inspire their subordinates and speed up the labor process. Leaders must combine methods of motivating and stimulating staff, focusing on the first. Only in this case will they be able to create an effective, well-coordinated team whose employees will have an incentive for productive work.
Works Cited
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