Workplace motivation is a powerful tool in the reinforcement system that promises potential growth for business due to an increased employee’s performance and morale. Various motivational strategies can affect productivity in an office environment especially when choosing what appropriate technique will drive success in the human resources and the organization in general. In order to ensure an optimum and dynamic results, it is important to deliver the best motivational strategies in the workplace. A motivation strategy in an intuitive workplace is a savvy investment with a potential of long term-result. The goal of motivation strategy is to impart to the employees a strong commitment and improvement as regard their work.
An overview that there are motivational strategies that are currently being used in today’s corporate setting are the presence of external and internal motivations such as rewards and citations, incentives, motivational programs, warning and results. External motivation consists of fear and incentives. Employee is motivated to do the job for fear of losing job, respect and status at workplace while incentives include gaining money or additional compensation, recognitions and promotions. External motivations are temporary boosters for an employee to do the job. Internal motivation is another proof that there are current motivational strategies in the workplace since the employees are taking the responsibility as it is and set their worthwhile goals. This is although their mind set was not into optimal results (Grossman, 2002). In this case, despite the fact that the employees show enthusiasm to accomplish the work, their optimal energies were not utilized. Simply put, by doing the job regardless of circumstances is very important in the workplace and should always be considered by the employees.
Motivation strategies are evident in the workplace when employees’ performance became productive, constructive and there is fair treatment for everyone. Having a conducive working environment that inspired the workforce reveals the existence of motivational strategies at the workplace (Grossman, 2002). The right reward formula is another proof that motivational strategies are pushing and encouraging the employees to do their best beyond benchmarks to achieve such payoffs.
Motivational theory would best account for the perceived motivation of the employees. A motivated employee is characterized by having positive traits, longer tenure in the company, better performance and foster positive communication outlook when dealing with customers and with more loyal customer base. With Motivational theory, an individual will create a self-motivation plan with a clear identification of the goal. An example of this is the position of a sales person wherein his compensation is dependent on his or her job performance or sales. Hence, to achieve the goal he or she will identify his or her specific measurable, agreeable, realistic and time framed goal or what is referred to as simply SMART approach. After identification of goals, the obstacles must be identified to ensure the success of motivational strategies (Sperry, 2003). Another example relating to the same profession is the sales personnel who have confidence to promote and sell the product but do not have enough time to do so. The obstacle here is the lack of time to execute the sales and eventually getting a customer to buy the product.
It would be helpful to make a list of your Self-Motivation Action Plan identifying all the obstacles standing in the way of you achieving your goal. Through the Motivation theory, each obstacle that goes against the objective is a challenge to handle for an individual to execute the sale or just delegate the task to others. A critical examination of today’s workplace is significant to improve and developed an authentic and conducive place to work. One of the factors to examine is the personality types of the workers, their beliefs and behaviors. Another factor to consider are the workers defenses, alcoholism, drugs dependency, mental illness, marital status and relationships, grieving and vast of underlying issues affecting the workplace (Ramnath, 2003). A strict rule and regulation in the workplace may create an unhealthy organization if the human resources management does not have the mastery and flexibility to understand each worker. The analysis of today’s workplace reveals the different personalities of the workers, their potential strength for the organization, some noted and discouraging behaviors that will have a direct or indirect impact with their employer-employee relations, health and safety and the work context (Sperry, 2003). Termination was not included on the critical examination since the objective of this study is to improve the motivational strategies that will benefit the employees and the entire organization (Ramnath, 2003). Dedicated, motivated and committed employees can give their best shot at workplace and in the company. Employees with low team morale, lack of initiative and high employees’ turnover will have a dramatic effect that will serve as warning that there is a need to improve the motivational strategies at the workplace.
The different types of personalities and emotions that employees manifest at the workplace make it an interesting and a challenging place to deal with. With focus on normal workplace, the presence of workers’ with anti-social is acceptable and would require little effort to isolate them from co-workers. Accepting the reality on individual differences among employees and encourage each of them to manage themselves will build an authentic and respectful work environment. In fact, even the most notorious person in the workplace deserves understanding and respect among his or her colleague and this is can already be considered as one motivational rule.
Even if there are hundreds of motivation strategies that promises an increased retention and improved performance in the workplace, the reinforcement of positive values and success-building behavior will always matter. Human will always be human and despite the presence of advances in technology, the rewards in cash or in kind will always be a motivating factor for workers to improve their morale and gain deeper understanding that they are pillars of the organization.