Whereas some jobs that are people-oriented and involve meetings of physical examination of the products might not be able to promote the culture of working from home. It means delegating more power to employees to make their own decisions without the approval of their immediate seniors over areas of their work.
It is not necessary that it is accompanied with a monetary benefit as it is a psychological tool and helps to boost the self-esteem of the employees. Empowerment encourages employees to become innovators. The employees are supported and encouraged to utilize their skills, ability and creativity by accepting accountability for their work. This concept works when the employees are adequately trained and provided with all the relevant information. There should be conducive conditions for empowerment.
Employees must be encouraged to take control of their work. Trust levels should be high between the employees and the superiors. And there should be frequent feedbacks provided to the employees regarding their performance. All of the above measures lead to an enhanced self-efficacy amongst the employees, they tend to become more confident and self-assured. This leads to increased and effective activity directed towards task accomplishment. Participative management means involving workers in the decision-making process, it involves employees or employee representatives at all levels of decision making.
The aim is to involve those who are influenced by the decisions in making decisions. Since the worker gives his time, commitment and energy to the workplace, he should be given a chance to participate in the decision-making process.
The employee should be given an opportunity to express his views and due importance should be given to them by the management while framing policies.
It is determined by the environment at the workplace. It measures the larger personal satisfaction that the employees are deriving from working in an organization.
There are few factors that impact the quality of work-life of the employees in a major way. Some of them are stated below.
An equitable pay, a certain share in the profits to the employees so that they also benefit in case the company progresses is one of the most important factors determining the quality of work-life of the employees.
Employees nowadays look forward to a larger range of benefits much beyond just health and safety. Stability of employment is a very important factor to make an employee feel committed and stay loyal to the organization.
Hire and fire policy, layoffs and constantly being at the mercy of the employer is strongly opposed in any organization. Various measures like an atmosphere of trust and open communication, recognition of work done followed by rewards, training and development etc also enhances a workers quality of life.
The different tools by which quality of work-life programs can be measured and evaluated are — turnover data, morale surveys, number of grievances handled, absenteeism data etc. In order to motivate the employees towards better standards and higher levels of productivity, variable pay programs play a very effective role. If the employees are paid on the basis of time of the job and seniority their drive to excel dies down as they know that they will be paid the same amount even if they work and produce bare minimum results.
Under piece-rate pay an employee receives remuneration according to the number of units produced or job completed for e. There is no regular fixed income. Since the payment is on the basis of the result and not the time spent on the job, it helps reduce idle time. It encourages efficient workers as they are able to make more money than the others due to their high productivity levels. Under merit-based pay, there are certain criteria for which the performance of the employee is measured and rated.
Good performers get motivated as they feel that they are being compensated fairly according to their individual contributions to the organization. They are motivated further to keep up and enhance their good work for career growth. It also helps retain to employees as they feel they are being done justice to and they do not get lured by greener pastures outside the organization. Bonus is paid up and above the regular basic salary. It is paid yearly or bi-yearly. Bonus acts as a gesture of appreciation of the hard work put in by the employees that produce great results.
It may also be paid to the entire group in case the group is able to achieve the desired goal. This helps to keep them motivated to work together towards a common goal with a healthy team spirit. Under this incentive plan, the company divides a portion of its profit in a certain pre-determined percentage amongst the eligible employees.
This motivates the employees as not only their hard work is being appreciated but they also feel a sense of satisfaction and commitment to the organization. This in turn further increases employee productivity and morale leading to higher financial gains.
This cycle goes on in a way that it becomes beneficial to both the employee as well as the employer. Under ESOPs company awards the performance of its employees by giving them shares generally at below the market price.
It motivates the employees as it instils in them a sense of ownership and belongingness. It helps the company to retain its business philosophy by selling the shares to its employees rather than to an outside buyer and hence protects the legacy and the culture of the company built by them over the years. Mentoring is a formal or informal relationship between the two employees, a senior mentor and a junior mentee. There are various mentoring programs that are undertaken which help in motivating the mentee, boosting his morale, enhancing his career development and increasing organizational productivity.
In the words of B. Mentoring helps in skill enhancement, it enables experienced and highly competent staff to pass their expertise to the young professionals who need to acquire skills. Mentoring helps in mentees career development, it paves a path for them to manage and grow their careers.
They also become resilient and self-reliant in times of change. Mentoring helps develop leadership competencies in the mentee. This is more effectively gained through on job practical examples than in theories. Sometimes employees might face some difficult time and their morale may go down. They might feel demotivated because of several reasons like unrealistic targets, excessive workload, tight deadlines, lack of team spirit, interpersonal relationships, personal or family problems etc.
In such cases, HR managers, line managers, supervisors take the responsibility of counselling the distressed employee. The Motivation Tools help you open communication with your clients and achieve a better understanding of their thoughts and needs.
Read our feature about motivational interviewing, why it works, and how the Motivation Tools can help you apply it in an appointment. Learn more about the Transtheoretical Model that inspired the Motivation Tools and other research in behavior change theory. Watch our videos showing real appointments and clients' reflections on their motivation to take action. Help your client evaluate the pros and cons of taking action on their hearing loss versus doing nothing.
Send this online tool to your clients to help them prepare for their first appointment by thinking about their motivation and reasons for taking action.
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