Date: November 20, 2010
Subject: Motivation Techniques In Bangladesh Work Place
Abstract: This report is an effort to relate the theoretical motivation techniques that I have studied with the application in Bangladesh Bangladesh
Introduction:
Motivation: The process that account for an individual’s intensity, direction and persistence of efforts towards a goal.
Motivation is a term that most employers have read or at least heard about. However, when it comes to actually motivating employees, many employers are not aware of or familiar with the different techniques and strategies they can use to motivate their employees.
Unfortunately, we live in a society where millions of people are not motivated at their jobs. This is alarming since most people spend more time at work than with their own families. It is hard to say who is at fault for this perplexing problem. Many argue that it is an employee’s job to motivate himself or herself, while others argue that an employer is responsible to motivate employees.
In response to this, researchers have studied individuals in hopes of determining what actually does motivate them in the work force. Motivating employees may not be as easy as one may believe. With current research, it is becoming clear that money alone is not enough to motivate employees. It has also become apparent that a lack of motivation is common throughout many organizations.
Motivation in today’s workforce:
Findings from professional and scholarly journals and personal interviews revealed that employees become unmotivated when communication breaks down between management and subordinates. Lack of motivation in employees tends to increase carelessness, absenteeism, resource waste, and turnover rates in an organization. Because employees possess different values, they are motivated by different things.
Communicating information, praising employees, and recognizing effective performance are key strategies a manager or supervisor can use to motivate employees. Production, sales rates, and morale all increase when employees become motivated.
The results of this research revealed a surprising concept: money alone is not enough to motivate employees today.
Key Motivation Techniques:
• Management by Objectives (MBO)
• Job Enrichment
• Employee Empowerment
• Self-Managed Work Teams
• Employee Ownership
• Employee Recognition Programs
• Variable-Pay
• Skilled-Based Pay
For this report I have interviewed a Senior Executive (Technical Department) of Bijoy Online Ltd.: Mr. Sabuj. He is working in Bijoy Online Ltd. for 3 years. My goal was to discover that was he well motivated in his job. The Interview consisted of the following questions:
Interviews with Senior Executive Of
Bijoy Online Ltd.
Questions Answer
1. Do You Get Bonuses? Yes
2. Do You Get Incentive? No
3. Does the salary vary with skill? Yes
4. Do you get a strategy from management to execute? Yes
5. Do you practice Flexi time? Yes
6. Is this applicable for all employees? No
7. Do you get Increment? Yes
8. Do you get promotion that you deserve? Yes
9. Do you get recognition of your success? Yes
10. Do you have employee ownership policy? No
Results of the personal interviews:
Mr.Sabuj is the Senior Executive (Technical Department of Bijoy Online Ltd. He has been with the organization for 3 years. Previously he was a Junior Executive. Now he is in charge of Segun Bagicha branch of Bijoy Online Ltd... He is a Computer Engineer and graduated from STATE University , Bangladesh
- Only the marketing people get the incentives and they get better recognition. He thinks this discrimination should be reduced.
- The employee can not participate in the ownership of the organization. He thinks employee should include in the ownership.
- There is employee recognition but it is not permanent, it is merely oral and informal. The employees don’t get any reward like crest, Certificates etc. He thinks there should be an annual ceremony to honor and recognize the employee of the year.
- The organization should distribute some portion of the profit among the employees.
Motivation in the work environment has changed. Change has become the norm. Also the motivation level of employees has changed. This can lead to increased dissatisfaction and decreased productivity
After interviewing the employee and studying working environment of Bijoy Online Ltd. Here I have provided ten techniques for motivating employees to succeed during chaos:
1. Take Care of the Little Things to Motivate Others
Doing the little things well will show that you respect your employees. Making sure you are on time for meetings, saying “good morning” and “thank-you,” and returning phone calls and e-mails in a timely manner goes a long way to showing your employees that you care during chaotic times.
2. Be an Active Listener to Motivate Others
Recent research stated that the average supervisor or manager only invests two hours per year applying “pure listening” skills. Pure listening is when you are listening to your employee you are not:
§ Multitasking
§ ordering your lunch
§ Watching people walk by your office.
§ Answering telephone calls
§ setting up appointments
To be a pure listener you must be an active listener. Good managers do more than pay attention. They genuinely care about people and never talk down to them. They ask their employees about their goals and dreams, their past achievement, their concerns and challenges during this chaotic time. They listen with their hearts and minds. They respect the employee’s thoughts and opinions. They realize that the employees sometimes have the best answer for achieving more through chaos.
3. Walk Your Talk to Motivate Others
If you expect your employees to arrive early, then you arrive early. If you expect your employees to keep their promises, you keep your promises. If you want your employees to keep to high standards, you keep to high standards.
Your employees are watching you even when you don’t think they are watching you. So set the tone. Once you walk through the doors of your organization make sure you are positive and upbeat if you expect your employees to be positive and upbeat.
4. Let People Know They Make a Difference to Motivate Others
At the top of many lists of what motivates employees, more than money, knows that they make a difference at work. One of the most powerful methods of letting your employees know they make is difference is…praise. The praise should relate to how the employee helps achieve the overall mission of the organization.
5. Communicate Clearly to Motivate Others
Communicate so that others understand what you want to achieve. Adapt your communication to the audience you are speaking. Constantly communicate your vision and goals so that there are no misunderstandings. The clearer the vision, the clearer the communication, the clearer the opportunity for success.
6. Help Employees Succeed to Motivate Others
People go to work to succeed, not fail. It is your job to understand your employee’s strengths and weaknesses so that you can put them in the best position to succeed. If, for example, you find out that an employee is lacking in a certain skill set to succeed during a change then provide the coaching and training to make them and your organization successful. The best managers minimize or eliminate their employees weaknesses and while building on their strengths. Remove any and all barriers to success.
7. Focus Your Team on the Goal to Motivate Others
Focus your employees on the end result, the overall team goal. Once you successful communicate this your team will band together to defeat any obstacles that get in the way.
8. Create High Standards to Motivate Others
High-performance organizations set high standards for their people. Employees want to know what is expected of them, how their performance is measured, and what rewards they can expect when they exceed the standard. Make sure the standards are consistently applied to each employee. Make sure each employee understands how the standards are measured so that they know how to reach it. As each plateau is reached, set new goals.
9. Help Your Employees Compete and Win to Motivate Others
Develop goals that help all your employees excel. Make your goals inclusive not exclusive. This means that everybody is working together and wins together. Have your employees complete against the goal, not each other.
10. Reward Outstanding Achievement to Motivate Others
Find ways to recognize your achievers in a public way. The more you reward employees for excellent achievement, the more you receive more of the same behavior. Make sure you are consistent with the way you contribute rewards to your employees. Very important, make use you communicate exactly why the employee is being rewarded. And last, reward as soon as possible to the action.
Some of the ways you can show recognition are:
§ Idea board
§ Initiative Board
§ Star Spotlight
§ Certificates
§ Gift cards
§ Say thank-you
§ Lunch
Conclusions
Based on the findings of my study and using personal interviews with Mr. Shobuz the following conclusions I have drawn:
- Money alone is not enough to motivate employees in today’s workforce.
- Employees become unmotivated when communication breaks down between management and subordinates and when performance is not recognized or praised.
- Unmotivated employees cause negativity throughout the workplace. Carelessness, absenteeism, resource waste, and turnover rates increase when employees become unmotivated.
- Employees are motivated in different ways because each individual possesses different values.
- Developing and implementing effective communication, incentive programs, and praise in the workplace have proven to be successful strategies or techniques a company can use to motivate its employees.
- When a company has motivated employees, production and sales rates increase, customer relations improve, the work environment becomes safer, morale increases, and turnover rates decrease.
Recommendations
Supported by the findings and conclusions of this report, the following recommendations are offered in an effort to motivate employees in Bangladesh
v Have meetings once a month with each branch to recognize, praise, and congratulate employees for successful performance. Specific names and achievements should be discussed during these meetings.
v Encourage main office executives to visit the five branches on a weekly basis to ensure that the main office has not forgotten about them.
v Give employees a choice as to whether they want extra pay or time off when extra hours are put in each week.
v Let each employee know who he or she can talk to when there is a problem or when help is needed.
v Designate someone to ask employees how they wish to be rewarded so that when rewards are given, employees value and appreciate the rewards.
v Allow current employees first choice when an opening occurs rather than posting the job opening in the newspaper.
v Send memos to every employee showing how each branch is making profits. Specifically, list how much profit each branch makes on a monthly basis. In the memos also recognize successful performance and outstanding employees. Let employees know what areas need improvements and how they can help management meet its goals.
v Personally thank employees when they do excellent work. Thanks should be prompt and courteous. Thanking employees can be done verbally or in writing.
v Take the time to talk with employees. The best means of communication is face-to-face conversation.
v Give specific feedback about work performance directly to employees.
v Strive to create a work environment that is relaxing, fun, and open. Employees should be able to use their imaginations and express new ideas.
v Show employees how the organization loses and makes money.
v Allow an employee to participate in decision-making processes, especially when a decision will affect that particular employee.
v Allow employees to feel a sense of ownership in their jobs and in the work that they do.
v Make rewards, promotions, and recognition based solely on employee performance.
v Encourage employees to grow and learn new skills to be used in the company.
v Celebrate an employee’s performance when he or she is successful. Let employees know that their hard work is valued and appreciated
Reference:
o www.thesykesgrp.com
কোন মন্তব্য নেই:
একটি মন্তব্য পোস্ট করুন