Professional Documents
Culture Documents
work place of its less difficult. They may get a job security on the job and they can be promoted & transferred on the basis of their performance. By providing chance for the interesting and challenging work the opportunity for the growth can be provided to them. Also technical training and on the job training can increases the level of the knowledge, this could help in increasing the working efficiency of the workers. Tangible rewards By giving the tangible rewards for the better work performance on the site, this could help in motivating the peoples for doing the better job. For that extra wages and awards can give to increase their morale.
Professionally stimulating work environment The work conditions on the site are not so good and there is a lack of basic facilities and amenities. The management should arrange the basic requirement of the persons at the site like housing, food, recreation centre, games. Also management should make work site be safe so that anyone can work without fear and give his best output. The management should provide a good medical facility and the travel arrangement in the case of emergency. Letting the people know why they are, where they are The people are engaged at work should know that they are there because they know that how to do that work. How much they are important for the work and for the organization. They should know that where they are and why, because this make them feel them important for the organization. Making the individual feel that they belong where they are, Let the people know that how their efforts fit into the big picture of the project and how this project will benefits their future growth and career development. Employee soften feel strong fulfillment from realizing that they are actually making a difference. This realization often requires clear communication about organizational goal, employee progress towards those goal and celebration when the goal are met. Adopt a positive attitude The management should adopt positive attitude towards the supervisors, technicians and workers to complete the work on the time. The management shouldnt criticize the works for their less output at the work place due to some unfavorable conditions at the work place. The management should always motivate them for the better work performance. The management shouldnt make promises that cannot be kept. The management should give each person the attention which he requires. Placement of the persons in right positions The every people have some level of knowledge and experience. Anybody cannot fit into every work. The efficiency can be maximum if right people in right place in right numbers. The people at any level should have proper knowledge for
that position and properly trained. By giving proper training to the persons at work place it could increase the work progress. This will also help in further growth of the persons. The persons placed at various positions should follow the hierarchy of the management. They should be follow the instruction given by the higher person also the higher person should consider the ideas of the lower persons. Job Enrichment The job enrichment is concerned with designing jobs that provide opportunities for the achievement, recognition, growth, responsibility, a greater variety of work content; requires a higher level of knowledge and skills, give workers more autonomy and responsibility in terms of planning, direction and controlling their work and provide the opportunity for personal growth and meaningful work experience. The workers job may be enriched by:-Giving workers more latitude in deciding about such things as work methods, sequence and pace or by letting them make decision.-Encouraging the participation of subordinate and interaction between workers.-Giving workers a feeling of personal responsibility to their tasks.-Giving feedback on job performance. Appraisal & Rewards The project has a very limited time and is of very specific in the nature. A critical lesson for supervisors is to learn to focus on employee behaviors, not on employee personalities. At time to time persons on the work gives their best performance. For these best performances the rewards should be given to the workers. This will encourage other workers for giving their best performance. This could be in the form of extra wages or appraisal. There wards should be justified so that it should not harm the others performance. Performance in the workplace should be based on behaviors toward goals, not on popularity of employees. You can get in a great deal of trouble (legally, morally and interpersonally) for focusing only on how you feel about your employees rather than on what you're seeing with your eyeballs.
Make of list of three to five things that motivate each of your employees
Fill out the list yourself for each of your employees and then have each of your employees fill out the list for themselves. Compare your answers to theirs. Recognize the differences between your impression of what you think is important to them and what they think is important to them. Then meet with each of your employees to discuss what they think are the most important motivational factors to them. Lastly, take some time alone to write down how you will modify your approaches with each employee to ensure their motivational factors are being met. Work with each employee to ensure their motivational factors are taken into consideration in your reward systems For example, their jobs might be redesigned to be more fulfilling. You might find more means to provide recognition, if that is important to them. You might develop a personnel policy that rewards employees with more family time, etc. Have one-on-one meetings with each employee Employees are motivated more by your care and concern for them than by your attention to them. Get to know your employees, their families, their favorite foods, names of their children, etc. This can sound manipulative --and it will be if not done sincerely. However, even if you sincerely want to get to know each of your employees, it may not happen unless you intentionally set aside time to be with each of them. Cultivate strong skills in delegation Delegation includes conveying responsibility and authority to your employees so they can carry out certain tasks. However, you leave it up to your employees to decide how they will carry out the tasks. Skills in delegation can free up a great deal of time for managers and supervisors. It also allows employees to take a stronger role in their jobs, which usually means more fulfillment and motivation in their jobs, as well.
Reward it soon after you see it This helps to reinforce the notion that you highly prefer the behaviors that you're currently seeing from your employees. Often, the shorter the time between an employee's action and your reward for the action, the clearer it is to the employee that you highly prefer that action.