Building a Operational Motivational Plan
Making an employee happy is an extremely difficult task. When an employee is motivated, he or she is happy and productivity occurs. If employees are productive, the organization benefits. A manager should try to keep their staff motivated. A manager must think creatively to involve his/her staff in incentive projects. By keeping them motivated, the staff will not become bored with their day-to-day job responsibilities. Designing a motivational plan, a manager could keep motivational techniques fresh and not using the same techniques over and over again to try to motivate your employees. Using the same techniques over and over again might not have the same impact as it did when you first put the plan in place. For example, a manager might offer a dinner and movie gift package to the employee that completes their scheduled tasks prior to the end of the day. This technique would work well the first time because this was something new for the employees to strive for. When the manager decided to use the same incentive again, the impact might not be so inviting to your staff. In developing a motivational plan, the manager would first hold a departmental meeting. At the meeting, the team would discuss the departmental objective that n
When we think about incentives, we immediately think of monetary rewards. In an article called “Put Your Motivational Dollars Where They Count” (Transportation & Distribution, May99) companies were surveyed and the results concluded that only 58% found monetary awards to be the most effective technique. We can all appreciate that rewards that a higher income can afford us and they can make our job more appealing. Yet, increasing an employee’s salary ranks only ninth out of the top 15 most frequently used motivational techniques. Whichever, incentive an organization chooses to employ, the company will find that employees will be happier. As stated in the beginning of this paper, a happy employee is a productive employee. Incentives and rewards are a win-win proposition for employee and employer. Before your organization chooses employees their motivational plan put the rewards to the following test: The five I’s of motivation: ( Executive Edge Newsletter, Jun97)make sure the employess have the following: If all of the above are present, your organization is off to a successful motivational plan where everyone benefits. 1. Interesting work (make sure some of the job is high interest) 4. Independence/autonomy flexibility An employer must weigh the cost of incentives and benefits against the benefit that they offer to the company’s productivity and success. We all need to remember that rewards exist that carry no cost at all to the company. These rewards are simple and they are free. We can all say thank you and tell an employee or co-worker that they are doing things correctly. With either technique, it is important to be specific.
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Approximate Word count = 1128
Approximate Pages = 5 (250 words per page double spaced)
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