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Workplace Motivation Essay

1410 words - 6 pages

There are many different techniques that can be used in order to reward employees for a job well done. It is crucial for businesses to analyze these different methods and implement the ones that work best for them. There are many practices that a company may choose to utilize in order to motivate its team. There are extrinsic and intrinsic rewards, positive and negative motivators, as well as differentiating between individual and team or group rewards. The purpose of this paper is to examine the different methods of motivation as an attempt to find the one(s) that are most appealing to employers, individuals, and/or teams.What is the most influential way to reward workers? This is a ...view middle of the document...

The best practice seems to be a combination between group and individual rewards, and that the paramount solution will come from having a good idea of how the group will react. There are situations in which individual and group recognition can have a significant effect when correlated together; however, it is argued that reward-programs based on an individual's performance has a higher probability for overall job satisfaction and productivity.It is worth comparing both extrinsic and intrinsic rewards, and ways in which they are different. Extrinsic deals with material rewards (the key one being money), and, contrary to popular belief, this incentive is not the number one priority when dealing with job satisfaction. Employees need positive reinforcement and feedback to make room for improvement and to encourage them to strive for the goals that are expected from them. Research has indicated that managers and employees hold different value systems to induce improvement and goal-oriented behavior. Studies conducted over the last 60 years signify these discrepancies, and these studies have found that managers deem extrinsic awards as a more powerful method of motivation; however, employees seek appreciation above and beyond anything else.When managers make an effort to recognize their employees on a personal level, there is a sense at which employees no longer feel like just a number, and this behavior lets the employees know that they are noticed and appreciated. There is a heavy emphasis placed upon extrinsic rewards because raises, promotions, along with other monetary incentives, are major keys to success in any organization. Nonetheless, this argument does not supersede the fact that employees need and deserve recognition from their employers. When some employees do not receive any type of acknowledgment, it effects their performance and motivation levels because they see no point in improving if they feel that their managers do not care about their production. This type of appreciation in turn significantly increases employment retention due to job satisfaction levels.Positive reinforcement has and always will be the best way to motivate people over the long-term. It is also important to note that negative fortification techniques can be useful as a way to make employees aware of what their job expectations are, compared to their actual job performance. Negative reinforcement is most efficient when used on a short-term basis, and it should decline over time. It is important to proceed with caution when using this method of motivation, because employers do not want to upset and/or offend their employees which in turn could result in that person finding another job. One example of using this technique is to show obvious disappointment in the employees' work, then asking what can be done in order to make it better.A supervisors' self-awareness of their relationships with their employees is also essential for building a successful motivational...

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