Manager’s perception towards employees

Discuss about the Motivating the Workers for Humanistic Psychologist.

One of the major factors that determine the effectiveness of the human factors is motivation. Every human being naturally needs to be motivated for their better outcome. Therefore, it is clear that the performance of the human factors is substantially determined by the extent to which motivation is induced to them. Motivation is a significant contributor to the worker efficiency which entails the employee doing the right thing in the most accurate way possible. Therefore, this helps the organization to benefit more from the increased employee performance.

The article discusses the opinion of top leaders in the organization towards motivation of the employees. It establishes the consequent efficiency that comes when motivation is induced to the workers. The article brings out the position and role of the employees in the organization. The position of the employees of the company makes them be a lifeblood of the business. This is because they are the main factors that ensure that the organization smoothly runs the operations thus delivering the expected results. Therefore, the position of the employees in organization necessitates a clear plan to engage the workers in a strategic and bloody-minded way. This aspect is critical in adding the value to the company. Therefore, motivation is essential in ensuring the company reaps maximum performance from the employees.

There are many methods that the organization’s management can employ to achieve optimum efficiency in their business. These efficiency techniques are broadly categorized into two main categories as the internal or external factors. The internal factors are those that lie within the company’s core business and its cultures such as the organizational structure and its management systems. On the other hand, the external factors those that are acquired outside the company to help in complementing the company’s already existing processes. They include the equipment, technology and also the management approach among many others. These aspects work hand in hand to deliver the best motivation of the workers to work for the organization. Consequently, it helps to derive a high level of performance of the employees in the company.

Currently, performance management systems are critical in delivering value to the organization. They help the management to know track the level of performance and also a provision for the employees to monitor their degree of performance. This is achieved by its ability to manage feedbacks in the organization. The performance management system can be automated to help give deeper reports and also provide room for references in future (Soo, 2010, pp. 135–143). This is critical since it helps the organization’s management to be better positions to determine the rewards, salaries, and wages that can be given to the employees.

Managerial techniques to realize optimum efficiency

It is clear from the article that the workers usually have a hidden form of ability that can only be unlocked with sufficient appropriate form of motivation. The company’s management can trigger the potential of its employees to help them realize their goals with the incorporation of the motivation plans. The workers who are motivated are passionate about the job that they do and thus, deliver more efforts regarding efficiency and effectiveness. Therefore, motivation benefits both the society and the business enterprise.

The article is clear with its thesis statement that seeks to support the statement that the techniques employed by the managers to motivate the employees have an impact on their quality and the level of effectiveness. The article is critical in opening the eyes of the organization’s management to motivate their employees. It unveils the importance of motivating the employees and the ways that can be employed to achieve this course. It also discusses alternative ways that have been neglected yet they effective in motivating the workers such improving their skills and talents, which int turn benefits the company. Besides, it makes it clear that the managers can disservice the employees and reduce their productivity if they fail to plan for their motivation. The employee will not give their best at work if they are not motivated.

In as much as the article vigorously discusses the significance of adopting the motivation techniques on increasing their efficiency, it does not strongly discuss the effects that will be brought about when the staff is not motivated. An understanding of the implications of the unmotivated staff is critical for the management to evaluate the low-level productivity that they are likely to get from the unmotivated staff. This includes bringing out the lowered competency level such as the workers making many at their jobs and other deliberately made down times for their various capacities. Workers tend to seek forums or do activities to express their frustrations, which can even be strikes and demonstrations. Therefore, the article fails to express this critical motivation aspect, thus its weakness.

In my personal view, I agree with the article and it’s thesis statement that affirms that the various types of the motivation techniques that managers employ have impacts on the performance and productivity of the employees in the organization. I recommend that the human resource systems should have adopted good plans to keep the employees motivated all the time. This is can best implant through the incorporation of the motivation plans in the corporate culture. Utilizing policies, systems and culture in implementing the company’s policies are effective, and everybody will believe in it and work towards achieving it. Culture will ensure that the plan is cascaded right from the top management to the junior staff. It helps in quick cementing of the policies that are implemented in the company.

The strength of the article

A good plan will ensure that the employees are motivated all the time, and thus, the organization will enjoy maximum productivity from them. A poorly motivated staff lowers the profitability of the company, and extreme cases can leave the organization in economic crisis (Katz, 2013, pp. 28-38). Therefore, the company should periodically evaluate the performance of the company and reward them all the time. This is through continuous feedback from the company. Additionally, the company should advocate for trust, career development, rewards as well as recognitions which promote employee motivation (Pulakos, 2009).

It is important for the organization’s management to factor in the employees in their decision-making process. This entails considering the employee’s views, opinions and their general take on the various situations (Chester, 2013). Workers will have a strong feeling of belonging if their views and opinions are considered by the management decision-making. Thus, this can be a good employee motivation strategy (Saiyadain, 2009).

Communication is one of the critical aspects of better leadership in the organization. It is a medium that the senior employees can express themselves to have the job done by the junior staff. It helps effectively dedicate the duties thus increasing the productivity in the organization. Besides, communication is essential in clearing disagreements that may be caused by a poor, inaccurate communication system (Jones and George, 2008). Effective communication is also critical in to deliver the instructions to employees which will help them perform better. Additionally, good leadership should advocate for employee development of their talents and abilities through communication. This greatly helps in improving the employee motivation (Mihalko, 2010).

Various reasons contribute to the employee underperformance in the organization due to demotivation. When workers are not self-driven due to demotivation, it becomes detrimental to the organization’s performance (Keller, 2010). This because the company will experience many negative effects from the employees, such as careless handling of tasks among many others (D’Souza and Gurin, 2016). These demotivating factors include:

A health-hazard working condition greatly demotivates the employees. The organization needs to prioritize the health and safety of the workers to ensure that they are comfortable in their respective working capacities (Johann, 2008). This will motivate them, and they are likely to develop a positive attitude towards the management, thus increasing their productivity (Buetow, 2007, pp. 183-185).

One of the greatest factors that influence the motivation of the employees is their relationship with the bosses. When the senior staff relates well with the juniors, the company realizes high productivity. It is important for the managers to adopt leadership skills that ensure that their relationship with the workers is kept well. Thus, this will motivate the employees and increase their productivity (Lyso, Mjoen and Levin, 2011, pp. 210-224).

Weaknesses of the article

Remuneration is important for the motivation of the staff. The organization should plan for the timely pay of the employee’s remuneration, allowances, bonuses, compensation and many others. This is one of the factors that contribute to better performance of the workers in the company. Besides, the company should ensure that the employees earn an adequate salary which meets the expected standards (Moran, 2013). This will give them satisfaction thus, increase their performance. Additionally, the company should also plan to ensure that the high-performing employees are rewarded accordingly. On the other hand, those employees who continuously underperform, the organization should have a plan to punish them as a way to correct and encourage them to perform (Schabracq, 2007).

Conclusion

In conclusion, the article is critical in unveiling significant information for the organization’s management to implement and adopt an effective motivation strategy for their employees. It is clear from the article that the company will derive more value from their employees if they are motivated. This is because a much-motivated staff unlocks its full potential in their duties. The organization is always placed in a better position to influence the motivation level of the workers. Therefore, the management of the company can always trigger full efforts from the employees or distort their engagement and performance depending on the leadership strategy that they take. Thus, motivation techniques are critical and influence the effectiveness of the employees.

References

Buetow, S. (2007). What motivates health professionals? Opportunities to gain greater insight from theory.  Journal of Health Services Research and Policy, pp. 183-185.

Chester, E. (2013). True work-life balance?  It’s a myth we need to quit worrying about. Retrieved from: https://www.tlnt.com/2013/05/14/work-life-balance-its-a-myth-we-need-to-quit-worrying-about/

D’Souza, J. and Gurin, M. (2016). “The universal significance of Maslow’s concept of self-actualization.” The Humanistic Psychologist.

Johann, R. (2008). Cross-Cultural Management: The Case of the DaimlerChrysler Merger. GRIN Verlag, Inc.

Jones, G. and George, J. (2008). Contemporary Management.

Katz, R. (2013). Motivating the Technical Professionals Today. IEEE Engineering Management Review, pp. 28-38

Keller, J. M. (2010). Motivational design for the learning and performance: The ARCS model approach. New York: Springer. 

Lyso, I., Mjoen, K. and Levin, M. (2011). Using collaborative action learning projects to increase the impact of the management development. International Journal of Training and Development, pp. 210-224

Mihalko, B. (2010). The influence of transfer system factors and training elapsed time on transfer in a healthcare organization. Doctoral dissertation, Wayne State University. 

Moran, B. (2013). Library and Information Center Management. Santa Barbara, CA: Libraries Unlimited.

Pulakos, E. (2009). Performance Management: A New Approach for Driving Business Results. Wiley-Blackwell, Inc.

Saiyadain, M. (2009). Human Resources Management. McGraw-Hill, Inc.

Schabracq, M. (2007). Changing organizational culture: the change agent’s guidebook. John Wiley and Sons, Inc.

Soo, J. (2010). “The interaction effects of the scheduling control and work-life balance programs on job satisfaction and mental health”. International Journal of Social Welfare. pp. 135–143.