Many think the more money you offer an employee the happier they ‘ll be. The above article gives ways to motivate employees without raising their pay. Dave Worman has found 20 non-monetary steps to success. I found this article to be very interesting because while growing up you always hear the phrase, “Money can’t buy you happiness.” And until this article I wasn’t able to understand that.
This article reminds me of the company Zappos, the company we addressed in class and from the text. Zappos company focused on ways to keep the emploees motivated at work. They had a fun environment which kept employees wanting to continue working there. The above article finds ways to praise employees in was they will remember rather than with compensation, which will be forgotten.
The progam impliminted is employees are provided with a catalog, price sheet and points checks. Instead of awarding cash the employees are awarded equivelent points. The points awarded are able to purchase vacation or gifts, things they would not be able to normally afford. With this type of program it is recognizing positive reinforcment, which is positive behavior is met with positive consequences.
In the text it discusses the expectancy theory which is expectancy x instumentality x valence. One othe the 20 ways to motivate your employee is, career path. This discusses that your employeeneeds to know what is ahead for them. Worman states it is wise to promote within not saying this is the only way but if your employees do not feel like they will ever move up their motivation will decrease. This is an examle of instrumentality, will my performance lead to outcomes and also valence, are the outcomes desirable.
Another key point that I found very important and interesting was stress management was a key motivating factor. This articles discusses that if recognizing and finding was to keep employees informed the company is looking out for the best interest of their employees. In the text it discusses way to recognize and manage stress, time management, exercise and diet are some ways to manage it. But this article helps with companies helping their employees, by offering seminars and encouraging employees to attend. Also, Worman states to be as flexible throughout the day with breaks included for the employees.
This article has so many ways to keep employees motivated and I found it to be very helpful. Which of the 20 motivating non-monetary steps did you find to be universally helpful? And/or helpful someone where you once worked?
~Apollonia Barrientos
I have had personal experiences with number 7, good work environment. According to the article many employees thought that good work environment would be next to last in priority, but after employees took a survey it was concluded it was number 2. I completely agree with this. Most people spend more of their time in the day at the office than at home. Therefore they want to be in a comfortable and nice place. Aesthetically it is important to employees, but it is also important to have good co-workers surrounding you all day.
ReplyDeleteMy personal experience is dealing with having good people surrounding you. I work at a restaurant over the summer on Friday nights. Usually we have three or four waitresses, a bartender, and a bar back. There have been years where the three or four waitress have not gotten along and therefore is causes more stress on people. This past year in my opinion we found the perfect group to work together. We just got along from the get go. We helped each other when we weren't busy, could talk about anything, but still got our work done and done well. We formed a good team in a short period of time. A team defined as a cohesive coalition of people working together to achieve mutual goals. We all had a goal of providing good customer service and making money at the same time. These factors allowed us to have a good work environment and therefore we had a successful work experience.
Tara Tolomeo
I can agree with numbers 2 and 13 from the article. Different things work for different employees based on the type of person they are however I know that these two especially would have a better effect on me.
ReplyDeleteNumber 2 is about physical applause. When anyone does something good the best reward can be applause or immeduate praise for their work. As long as the praise is sincere and necessary I believe this is a great reward.
Number 13 is a different appraoch because allowing employees to wear jeans or dress casual for a weekend or day may show that you trust your employee. This may make people perform better because they feel trusted and more a part of their organization.
Money does not always constitute happiness however for some it is the only motive. I think that most of these tools can be used and bring forth effective results for employees.
A dollar amount will not ALWAYS make a person like their job anymore than before. If a person is unhappy or constantly put down at work they may feel that their happiness is more important than any amount of money. Good work environments keep employees around and make them way more productive than an environment which drains them daily. We want employees to want to bring value to the company instead of their sole purpose of clocking in being a paycheck.
Raymi Smith
#7, Having a good work environment I found to be very important. A work environment can either be inspiring to complete work, or distracting. So having the proper work environment can be crucial to productivity.
ReplyDeleteAlso, #10 and #12, Team Spirit and Social Gathering are important to make employees feel like a part of an organization. Increasing employees motivations can also improve productivity.
Our book also mentions motivating employees through goal setting, such as setting SMART goals, which are specific, measurable, aggressive, realistic, and time-bound.
-Lauren Brooks