Sometimes, simply receiving a paycheck is not enough of an incentive to keep employees dedicated and focused. Managers must think of new ways to hold an employee's attention and interest on a project, or the company as a whole. Many companies employ motivational tactics and rewards systems, both of which have advantages and disadvantages.
Motivation
Companies use both positive reinforcement and negative reinforcement to motivate employees. Many managers believe that using positive motivation techniques encourages employees to produce more and better quality work. For example, some companies select an employee as "Employee of the Week." This technique praises the winning employee, while positively encouraging other employees to keep trying to do well. Other managers believe negative reinforcement motivates employees to stop bad behavior. For example, a company may issue a written-warning system, or threaten employees with termination to get them to perform a certain way.
Rewards
Companies reward their employees with both tangible goods, as well as praise. For example, a sales department may offer a monthly bonus to the highest earner. Not all tangible rewards come in the form of money. Some companies host free lunches, or give away company gear to good workers. Many managers choose to reward their best employees by simply praising them for a job well done, or by recognizing the hard work they put in to a project.
Advantages
By using positive reinforcement to motivate employees, a manager may build a good relationship with his employee that fosters a sense of trust. In a good manager-subordinate relationship, employees may feel respected and comfortable in their working environment. Providing rewards, both tangible and in the form of praise, can make employees happier. Happier employees often perform better at work.
Disdvantages
Using negative enforcement as a form of motivation could cause employees to become dissatisfied with their jobs. Unhappy workers typically produce less quality work, become sluggish or fail entirely to meet deadlines . Applying too much motivation or offering too many rewards can also have a negative effect. Employees can become over-confident. They may feel that they are the bosses' favorite workers, even if they start to slack off on their projects or test the limits of their working relationship with their supervisors.
Motivation
Companies use both positive reinforcement and negative reinforcement to motivate employees. Many managers believe that using positive motivation techniques encourages employees to produce more and better quality work. For example, some companies select an employee as "Employee of the Week." This technique praises the winning employee, while positively encouraging other employees to keep trying to do well. Other managers believe negative reinforcement motivates employees to stop bad behavior. For example, a company may issue a written-warning system, or threaten employees with termination to get them to perform a certain way.
Rewards
Companies reward their employees with both tangible goods, as well as praise. For example, a sales department may offer a monthly bonus to the highest earner. Not all tangible rewards come in the form of money. Some companies host free lunches, or give away company gear to good workers. Many managers choose to reward their best employees by simply praising them for a job well done, or by recognizing the hard work they put in to a project.
Advantages
By using positive reinforcement to motivate employees, a manager may build a good relationship with his employee that fosters a sense of trust. In a good manager-subordinate relationship, employees may feel respected and comfortable in their working environment. Providing rewards, both tangible and in the form of praise, can make employees happier. Happier employees often perform better at work.
Disdvantages
Using negative enforcement as a form of motivation could cause employees to become dissatisfied with their jobs. Unhappy workers typically produce less quality work, become sluggish or fail entirely to meet deadlines . Applying too much motivation or offering too many rewards can also have a negative effect. Employees can become over-confident. They may feel that they are the bosses' favorite workers, even if they start to slack off on their projects or test the limits of their working relationship with their supervisors.
0 comments:
Post a Comment