MOTIVATIONAL STRATEGIES AND ITS EFFECTIVENESS

 

Motivated employees are believed to be more productive (Herzberg, 1998, Wright, 2001).  If employers understand employee ‘s motivation; they can come out with strategies that can help motivate employees to be more effective in the performance of their duties.

 

Kiprop, (2012) came out with nine motivational strategies that organizations can adopt as a guide line for effectively motivating employees ‘.

 

These strategies include,

·Rewarding employees adequately for their works.

·Cater for the safety and security needs of employees

·Recognize employee contributions

·Empower employees

·Create a motivation environment

·Ensure equity and fairness in the organization

·Adopt appropriate management approaches

·Introduce organization system

·Evaluate motivation in the organization

 

Kiprop, (2012) suggested that it is important for organizations to have in place strategies that can effectively motivate employees to perform better in their field of work. Managers must consider the basic needs of the people that they work with since according to Maslow theory (Greenberg and Baron, 2000; 133), people will not function well if their basic needs have not been met. Providing adequate pay will ensure that employees provide the effort needed in the organization.

 

Effectiveness of Motivational Strategies.

 

Yudhvirand Sunila (2012) in the publication of Asian research journal, motivational strategies can improve employee performance, reduce the chances of low employee morale, encourage teamwork and instill a positive attitude during challenging times. Employees with a high level of motivation typically work harder and can overcome common workplace challenges with ease. 

 

Herzberg, (2003), the most effective ways of motivating employees is enriching their work. Job enrichment must be systematic which will provide employees with genuine opportunity to grow, and enlarge merely some meaningless job. 

 

Using Communication as an Effective Motivational Strategy:

 

Withholding information makes employees feel like they are not important (Branham,2005).  An organization's mission statement is a clear statement of objectives that motivates employees and keeps them focused on the purpose of the organization (Brown, Yoshioka &Munoz, 2004). The alignment between company values and objectives which are revealed in a mission  statement,  result  in  a  higher  level  of  organization  commitment.

 

Effective communication  channels  are  also  used in  organizations  to  enhance  the  motivation  of  employees. Nzuve, (1999) defines communication as the ―process by which information is intentionally or unintentionally exchanged between individuals.  Specifically, it is the transfer and understanding of meaning‖. Nzuve states that communication serves four major functions: control, emotional expression, information and motivation. 

 

Communication controls employees by directing them to follow their job descriptions and comply with company policies. Communication within working groups is a fundamental mechanism by which members express their feelings, release their emotional expression and fulfill their social goals. (Nzuve,1999). Armstrong (1999)   observes   that   management   uses communication to achieve three things in the organization.

 

First, to get employees to understand and accept what management proposes to do in areas that affect them. 

Secondly, to obtain the commitment of employees to the objectives, plans and values of the organization.

Thirdly, to help employees to appreciate more clearly the contribution they can make to organizational success and how it will benefit them.

 

Graham and Bennett (1998) point out that from the psychological point of view. As Wheelhouse (1989) stated communicating with the employees is the only way to find out how to motivate them.  Drummond (1990, cited in Petcharak, 2002, p. 19) indicated that ―the lack of good communication causes low productivity, poor service and increased costs

 

 

REFERENCES:

·         Brown, W., Yoshioka, C.F., & Munoz, P. (2004). Organizational mission as a core dimension in employee retention. Journal of Park and Recreation Administration, 22 (2): 28-43

·         Drummond, K. E. (1990). Human Resource Management for the Hospitality

·         GRAHAM, H.T. & BENNETT, R. (1998). Human Resources Management. 9 th Edition England. Pearson Education Limited

·         Herzberg  F.,  Mausner,  B  &Synderman  B.B  (1951): The  Motivation  of  Works(2ndedition)  New York John Wiley and Sonsinc.

·         Nzuve, S.N.M (1999) Elements of Organizational Behavior‖ Nairobi: Tech and Pro Associates‘ Publishers

·         Wheelhouse, 1989 – Wheelhouse, D. (1989). Managing Human Resources in the Hospitality Industry. East Lansing, MI: Educational Institute American Hotel & Motel Association.

·         Wright, B.E. (2001). Toward understanding task, mission and public service motivation: A conceptual and empirical synthesis of goal theory and public service motivation.

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