Motivating Employee

Motivation is a process which someone efforts are energized, directed, and sustained towards a goal with some persistent too. To know whether our employee is energized, we need to know their intencity, drive, vigor. Their effort must be directed towards our goals. To measure our motivation level, we can use the data from our production. As an example, if the production of bread is more than 100, we give our motivation level 10.

There are early motivation theories. Maslow, Mc Gregor X and Y, Herzberg, Three needs theory.

Maslow’s Theory

Hierarchy of needs theory, there are 5 needs. Psychological ( a person need food, drink, sex, and other physical requirements). Safety needs (a person need security and protection). Social needs (a person needs affection and belongingness). Esteem needs ( a person needs respect from others). Self-actualization needs (a person needs for growth).

Mc Gregor X and Y

The X theory describe that employee doesn’t like to work, so they need some threat to do the work. The Y theory is in contrast with the X theory. The workers love their work

Herzberg theory

To make them motivated, the intrinsic factors that are associated with job satisfaction were what motivated the workers. The extrinsic factor that are associated with job dissatisfaction makes people from being dissatisfied.

Three needs Theory

There are 3 needs, achievement, affiliation, power.

Contemporary theory

Goal Setting Theory

Some specific goals increase performance. There are some important points, such as feedbacks, participation in setting goals.

Reinforcement theory

It is a theory when a behavior is repeated after a consequences is conducted.

Job Enlargement is expanding job to an employee giving the employee more control of the job. There are 5 core job dimension (skill variety, task identity, task significance, autonomy, and feedback)

Equity Theory

This theory compare the workers input-output ratio to other people ratio. An inequality will cause an employee to do something about it. The procedural justice however, has a greater influence on employee satisfaction than distributive justice.

Expectancy Theory

This theory says that an individual/ a worker tends to act in a certain way and expect the act will be followed by a desired outcome

Current Issues in Motivation

Some theories only work in some specific area or culture. There are some unique workers in the workplace. Some want to get flexibility while the professional workers want challenges and support by the work itself.

Open-book management. It is when the employee were given the financial statement.

To motivate my employee, I need to understand what are their needs. I need to empathize their works. To achieve greater motivation, I need to give my plan for the future. By this they will get motivated and try their best to do the works. I need to be a role model too for them. They will follow my good behavior if I do it frequently. It will be planted in their conscious, so that they will implement it to their daily lives and their daily works. I need to increase my public speaking skills so that my employee will be affected from my speech. To keep all of my workers satisfied. I need to know their best work and their passion so I can put them into their best position. By this, my workers are happy, but I need to see to whether it disrupt other employee and whether it makes injustice or inequity. To keep my employee satisfy and do their job, I need to give them appreciation as well as awards to the best employee of the month. My employee will feel that their work is important and it is important, but by this they feel more appreciated by the company.