Motivating employees
An organization or company is comprised of people that work together to achieve a certain purpose or goal. The article looks at various aspects of an organization for example, an organization’s behavior, aspects that influence employee behavior, motivation, and job satisfaction. The article also looks at aspects such as communication, power, and conflict in organizations. The author looks at various aspects of employees for instance what influences their behavior, different ways in which the behavior of an employee can be managed. The qualitative method is used to elaborate on the ideas of the article through case studies and the use of diagrams. For instance, some firms manage employee’s behavior via bureaucracy that involves a set of rules as well as a strict command chain where they have to report to. Other firms manage employee behavior though positive reinforcement through issuing bonuses and benefits.
The personality of an employee can influence their behavior. Employee possesses diverse personality traits which may arise when faced by a particular situation. For instance, those that are extroverts tend to portray unsafe behaviors such as high cases of absenteeism compared to introverts. There are five dimensions of personality. For instance extraversion, neuroticism, agreeableness, open to experience, and conscientiousness. Those with high levels of extraversion are mostly at the sales and managerial positions whereas those with high conscientiousness cut across all occupations. Apart from their behavior, personality influences work satisfaction and motivation. To enumerate, those that report high levels of conscientiousness, emotional stability, and extroversion tend to have more levels of job satisfaction in comparison to openness. This is because, they are all about experiencing new ideas and their interests are broader. Regarding motivation, those with high levels of conscientiousness as well as neuroticism are mostly motivated compared to the rest.
Similarly, attitude, fairness, mood, and emotion determine job motivation and satisfaction. Job satisfaction comes as a result of beliefs as well as set values. Employees may differ in their values towards a job. For instance, an employee working as a nurse may perceive that most of her task is being directly involved to the patient while another nurse may perceive that most of her tasks are administrative. Furthermore, those that perceive that their tasks are of more value and equal to the rest, tend to have higher job satisfaction. Also, if the job is challenging, workers tend to feel inadequate through failures resulting in less job satisfaction.
Application to Real Organizations
Motivating Employees
The article illuminates various ways that could make improve organization practices. To begin with, there is need for employee motivation. For a business to become successful, the employees must be constantly motivated since it makes them productive. Employees that identify that reward is linked to performance, tend to become more productive and satisfied with their work. Also, they are able to show better attendance and provide more creative solutions. The article provides various examples in which employee may be motivated. Firstly, employees can be motivated through regular award recognition and monetary pay. It is vital for employees to be recognized both privately and publicly through direct thanks to both individuals and teams. For instance, Vega offers performance bonuses quarterly as well as shared profit bonuses every year. This makes the employees aware that the success of the company is also their success. Thus, this results to increase in job satisfaction and performance.
Motivation can not only be monetary but also via listening to the views and complaints of the employees. Providing a space where workers can speak their mind contributes to job satisfaction. This is because they feel needed and appreciated. Most companies have the tendency of cascading information from the top downwards. Nonetheless, when activities are less in a hierarchal manner, more creative ideas are developed. For instance, from the article one is able to see that this is evident through Vega Company that allows employees to easily access the managers. Companies can embrace the same to achieve success.
The cost of motivating employee’s surpasses the profits that will be eventually gained through increased productivity. Regarding the current pandemic crisis, there is more need to develop motivation methods since working is done at home. Most times working from home can be less motivating since the environment is not similar to that at work and there is limited supervision. Motivating workers during this time can be through regular bonuses once a goal is achieved. Also, managers can reduce hierarchy and constantly check on each employee. This makes the employee know that the company cares for them.
Identifying Behavior of employees
Secondly, organization’s practices can be improved via identifying behaviors of employees. The behavior of the employee can result to either performance growth or reduction. The behavior of the employees can be as a result of their attitude towards work or personality. An employee’s mood can greatly impact their level of creativeness as well as the ability to correlate with others thus affecting the organization as it disrupts the flow at workplace. Negative attitude reduces the performance at workplace as well as reduce job satisfaction. For instance, employees that are constantly in disagreements with their colleges, tend to dislike their jobs thus portraying poor performance. The personality of the employee can influence their behavior. For instance, extroverts tend to be more social than introverts.
The findings can be helpful when recruiting employees. Jobs that require a lot of human interaction can opt in hiring more extroverts than introverts so as to increase in performance. The pandemic has contributed to change in behavior of employees. For companies whose workers cannot work from home, managers can help ease emotions such as stress by checking up on them through Skype and aiding them with financial help. Also, companies can control employee emotions by first identifying their personalities since different personalities deal with emotions differently.
Conclusion
To sum up, the article is informative as one is able to identify various things to consider when motivating employees. Moreover, reasons as to why employees behave differently are highlighted. In that, employees can behave different because of their personality, attitude or values. The article also illuminates about leadership via various styles as well as effectiveness. Some of the styles are differentiated when it comes to gender. Females are seen as being transformational leaders where they portray contingent behavior when rewarding while men are more of laissez-faire type of relationship. Moreover, there is a look at whether a narcissist is a leader or not. To enumerate, narcissist are viewed as leaders because they are extroverts. There is also a look at how leaders behave when rewarding and punishing. The article also dives deep on the various theories of leadership for example theory of Fiedler’s contingency. In light to the pandemic, many companies have been affected since movement is limited. However, organizations that can continue working despite the pandemic can ensure increase employee performance through motivating workers to work from home. This can be done through involving them in decision making, breaking hierarchy barriers as well as issuing bonuses when targets are achieved. Moreover, organizations can monitor behavior of their employees by continuous checkups dealing with each employee according to their personalities. Organizations can also reduce the targeted tasks since this may affect the behavior of employees. Organizations can also develop ways in which employees can be able to work from home.