The theory of management which was prefaced during the Industrial Revolution insists on concise and correct means that should be put into considerations when an individual is performing a task. This is mainly to achieve and maintain efficient results at the place of work. Additionally, it enforces a precise chain of command whereby the manager provides directions of implementing a job, but his/her instructions are ineffectual, if there are no employees or the relationship between the two parties is disastrous (Davis et al., 2011, p.25). Thus, if interpersonal relations are strained, there is a need to amend and employ other factors that will improve the performance of an organization. Also, in a successful company, employees' motivation is valued and considered essential in regards to commitment, energy, and creativity that the workers exhibit on a daily basis. This has been outlined in a recent discovery that managers have come across concerning workforce motivation as a competitive advantage (Hassan and Hatmaker, 2014, p.1133). Therefore, more time has been dedicated to research while resources are invested in means to come up with the best strategies to appreciate employees. This is also to ensure that companies thrive in all aspects (Amar, 2014, p.89; Nicholson, 2003, p.59). However, this can be a challenge for smaller business units, although large-scale entrepreneurs recognize its importance. Hence, managers can utilize various methods to steer morale of employees at work so as to enhance productivity.
Firstly, the personnel in charge should ensure that the job descriptions are clear among employees. This is to eliminate misunderstanding because each description has a precise indication of what workers should do every day (Curtis and O'connell, 2011, p.34). This also
includes defining targets, deadlines, as well as penalties that may accumulate in a case where the person fails to achieve an objective. Having understood these terms, employees tend to strive towards the organizational goal by remaining focused and maximizing their efforts. Similarly, having a clear job description provides employees with a correct vision, which further helps them perform their duties seamlessly and increases job satisfaction and morale (Amar, 2014, p.92).
Secondly, a good manager acknowledges strengths and weaknesses of his/her employees. Thus, he/she offers them further job training as a tool to inculcate hard work and morale. This is because employees need to live every day knowing that the management expects them to perform a particular task and attain given outcomes (Daley, 2011, p.104). Additionally, seeing that the manager believes in them is a challenge to avoid disappointing him/her. Research also shows that making training a consistent routine at work enhances good performance and continued excellence at all levels (Amar, 2014, p.96). This is due to the mood and feeling created from these exercises which allow employees to take pride in the contribution to the company's success or goals' implementation (Carleton, 2011, p.459). Moreover, workers feel valued and treasured since the management is willing to lay resources for their efficiency and advancements. Thus, they tend to work towards a particular target that will result in something like the company's rating or a salary raise for a department. This is because working while bearing in mind that there is nothing towards the end of the day deprives their morale, which, in turn, leads to low productivity. However, when they receive training, workers garner skills that will facilitate them to strive beyond others within and outside the company, hence boosting career development (Carleton, 2011, p.459). For instance, when young workers are provided with opportunities for advancement, they grow with a high endurance to cope with sorts of challenges
without the supervision of their seniors. This builds not only an intellectual workforce but also the company's reputation among rivals.
Thirdly, a manager who offers his/her employees incentives regularly motivates their will to work and retain their partnership with the company (Failla and Stichler, 2008, p.481). These are motivation boosters which do not have to be expensive but good enough to show the level of appreciation for a job well done. Examples include gift cards, paid days off, or even tickets to movies. In return, employees remain goal-driven, which pushes them to put maximum efforts and optimize their productivity. This is among the fundamental provisions of the classical management theory which indicates that financial bonuses and public accolades keep workers motivated, enthusiastic, and punctual (Wiley, 2017, p.269).
Fourthly, the manager should consider empowering his/her employees, which have been approved as one of the most effective motivational strategies. This means that he/she will give an individual the chance to express an opinion about how to perform a task in his/her line of duties, which includes appreciating their ideas, beliefs, and input (Nohria et al., 2008, p.79). Additionally, it is necessary to organize discussions and review appointments so that both parties can present performances of a given period as well as how to improve the situation and grant appreciation. Sometimes, the manager should allow an employee to take the lead and devise a way forward, follow his/her advice, and grant permission to make their decisions. This is an efficient way to convey the message that the management believes in them and acknowledges the power that they withhold (Wiley, 2017, p.280). As a result, employees become motivated to pursue greatness and most importantly do everything in the right way because they are entrusted with that task.
In return, a company with motivated employees enjoys multiple benefits. According to various studies conducted in the US, understanding employees' reasoning and actions can help a manager to figure out aspects that can be employed in motivating their morale at work. This significantly contributes to the overall performance, because they will be more engaged, innovative, creative, and smart problem-solvers (Herzberg, 2008, n.d). Additionally, they will be customer-centric, which steers profitability, retention rates, and satisfaction. Most importantly, motivated workers help in the proper functioning of an organization due to self-drive whereby they do not have to be dragged into performing their duties or focusing on goals and vision. Thus, the organization enjoys success in its operating costs, advertisements, marketing, as well as the economy. Therefore, some of the resources required to uphold its functions, such as salaries, training, pensions, healthcare, and other expenses, become microeconomic because the revenue collected is sustaining. Lastly, employees' motivation facilitates in accomplishing organizational goals. When managers are having a hard time convincing workers on the essence of focusing on duties, a lot of time would be wasted addressing issues that cannot change the company's situation (Herzberg, 2008, n.d). Thus, success and productivity would have been compromised or at risk. However, motivated employees only require approval from their seniors to launch an activity.
In conclusion, managers have a responsibility to ensure that workers remain motivated. In return, companies enjoy maximum productivity, including improved annual revenue and profitability. This can be achieved through the provision of incentives, empowerment, training, and clear job descriptions. As a result, employees enjoy job satisfaction while managers have an easy time coordinating and implementing tasks.
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