Introduction to Management

Amanda Nelson

Purdue University Global

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Introduction to Management- Dr. Joyce Boone

April 19, 2021

Employee Motivation Memo

TO: Philip Thomas, VP Human Resources

FROM: Amanda Nelson, Consultant

DATE: April 19, 2021

RE: Employee Motivation

Motivation is an effort geared to increasing effort and actions in matters related to the workplace. They trigger the psychological forces that alter a person’s behavior, effort, and persistence at work. Motivated employees are more productive than non-motivated employees, thus is reflected in the success of an organization. Motivation can be either monetary or non-monetary, and, in most cases, the monetary ones triggers better performance for most employees. The non-monetary ones can be services provided at the workplace, the environment of the workplace, recognition when someone does a good job, and organizing trips and activities for leisure. Consider striving to give a very conducive environment and attention to all the employees needs without discrimination. The views from the employees are honest since they are the ones directly affected; hence, a lot of attention and focus should be put into listening to them.

Motivating employees does not always work when the wrong strategy is used in approaching them, since people have different values, emotions, and attributes. Employees won’t be motivated to work if the task assigned does not match their values and beliefs. The beliefs can be cultural, religious, or personal beliefs that one is attached to strongly and is rigid to work against them. When an employee feels incapacitated to handle a task, they will not be motivated to do it due to insufficiency. Negative emotions; depression, anger, grief disrupt an individual’s performance, and motivation may not work. An employee attributing errors to reason beyond their control makes motivation ineffective since the individual mind is distracted by things they cannot control. To deal with negative emotions, one should try to accept and deal with them at an individual level.

According to the expectancy theory of combining forces, a person’s behavior is determined by the environment and internal forces combined. Provide an environment conducive to the employees to change their behaviors to suit their needs and goals. Ensure that their performance is noted and appreciated, motivate those employees who are trying, and reward good work. According to this theory, effort and performance give results. Therefore, people exert performance that gives results, which translates to the outcome. Interview employees concerning the work environment and what they want to be improved, moreover ask them about the personal challenges they are dealing with. This will give you a platform to know what to do regarding the kind of assistance you will give them individually.

Consultative meetings with employees will help you understand what motivates them most. Non- monetary incentives such as providing a conducive working environment are important since the environment plays a critical role in performance. The company management should foster a good relationship between managers and employees should be fostered for easier communication in job and individual factors that can impact their performance at work. Provisional development is recommended for staff to build their skills and increase their confidence at work; seminars and workshops should be held occasionally.

Reference

  1. Ferris, K. R. (2007). A test of the expectancy theory of motivation in an accounting environment. Accounting review, 605-615.

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