The Role of Motivation on Employees Performance Essay

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Introduction

The motivation of employees is one of the most critical aspects for the successful functioning of a business. Any product or service requires workers who will manufacture, improve, and advertise it. However, people respond differently to rewards and restrictions, mainly if they belong to different cultures. Consequently, the company needs to develop an appropriate motivation system that will push employees to higher productivity and loyalty.

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The primary motivation factors that the company can provide are a leader’s praise, an extended benefits package, a flexible schedule, monthly bonuses, and an annual competition. Nevertheless, management needs to implement them gradually by focusing on a cost-benefit analysis and risks to minimize risks and verify the effectiveness of these motivators. Thus, the introduction of a motivation program should include the following consecutive steps that provide smooth and controlled changes.

Main body

Firstly, a survey among employees should be conducted to determine the priority of motivational factors and, if necessary, eliminate inappropriate ones. This step will save the company time and money. Further, it is worth starting the motivation with the least costly and easily implemented solutions, precisely praise from the leader and monthly bonuses. In the first case, the leaders should understand the peculiarities of this kind of reward, which provides equal treatment of all employees by taking into account their personalities. In addition, leaders of multinational teams should also consider the attitudes of individual and collective cultural organizations towards praise, since they are opposite (Kececi, 2017). Information about monthly bonuses should also be communicated to all employees with clear definitions of the requirements for receiving them.

The next step is to empower employees to influence leaders’ decisions. For this purpose, managers need to determine the scope of issues in which the opinion of all employees will be taken into account, as well as a way of collecting ideas, precisely through electronic resources. It is also necessary to develop and propose a system of flexible schedules or fixed hours of work in the office to ensure the proper work of the teams and the freedom of employees’ actions. Such discussions should be held at the company and departmental levels.

The annual competition for the best performance should also be introduced after 4-5 months from the implementation of previous steps. For this purpose, the exact parameters and conditions of the contest and prizes must be determined. However, it should be considered that a multinational company has to create competition among teams but not individual participants, and the first attempt should have an average trophy to minimize risks of cost losses.

The last step should be surveying employees about the benefits that need to be added to the package, develop a plan, and implement them. Since this step is the most expensive and long-term, it should be performed after verification of all previous motivation factors. In this way, the company will be able to minimize the cost by eliminating unnecessary services to check the usefulness of this step.

Moreover, each step should be introduced gradually to identify changes in productivity caused by each of them clearly. For example, the impact of monthly bonuses will be noticeable in one to two months, as well as a flexible work schedule. It will take 6-12 months to assess the effect of the annual competition. Therefore, to avoid confusing inaccurate due to the simultaneous action of several factors, a company should monitor their effectiveness and gradually introduce from simple to complex.

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There are also risks of using this plan as a whole and at specific steps. The main threat is associated with an inadequate performance assessment, due to the late or not long-term effect of motivators. For example, monthly bonuses or a flexible schedule can show significant results in the first months, but then employees will get used to them, and productivity will decrease again. However, due to the action of a new factor, for example, an annual competition, this feature will not be noticed, and the plan will not be adjusted.

Conclusion

The risks of using different steps can be as follows:

  • Unjustified costs associated with the annual competition.
  • Lack of team unity and organizational shortcomings of a flexible schedule.
  • Low efficiency of additional benefits at a high cost.

However, these risks can be minimized by using tools such as:

  • Surveys of employees about the influence of factors to determine their relevance in the short and long term.
  • Low cost of the competition prize but its high status for employees.
  • Discussion of the need for a flexible schedule and the establishment of days of mandatory presence in the office.
  • Surveys of employees about the need for additional benefits and a previous assessment of their impact on productivity. In the case of self-sufficiency of the standard package of benefits and small improvements, this step may be missed.

Therefore, a program for introducing motivational factors to increase the productivity and loyalty of employees should occur sequentially by starting from less risky and costly steps. The crucial point is to track both productivity indicators and responses of workers, who are the core of this program. In addition, the introduction of some preventive measures along with the steps to which they relate will minimize risks and help to choose the most effective ways to motivate employees.

Reference

Kececi, M. (2017). The impact of individualism and collectivism on the relationship between leadership styles and organizational citizenship behaviour. Pressacademia, 4(4), 469–484.

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IvyPanda. (2021, August 6). The Role of Motivation on Employees Performance. https://ivypanda.com/essays/the-role-of-motivation-on-employees-performance/

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"The Role of Motivation on Employees Performance." IvyPanda, 6 Aug. 2021, ivypanda.com/essays/the-role-of-motivation-on-employees-performance/.

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IvyPanda. (2021) 'The Role of Motivation on Employees Performance'. 6 August.

References

IvyPanda. 2021. "The Role of Motivation on Employees Performance." August 6, 2021. https://ivypanda.com/essays/the-role-of-motivation-on-employees-performance/.

1. IvyPanda. "The Role of Motivation on Employees Performance." August 6, 2021. https://ivypanda.com/essays/the-role-of-motivation-on-employees-performance/.


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IvyPanda. "The Role of Motivation on Employees Performance." August 6, 2021. https://ivypanda.com/essays/the-role-of-motivation-on-employees-performance/.

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