| Motivating employees towards success is one | | | | goals of the organization. Their involvement |
| essential ingredient in maintaining a | | | | could be further enhanced by asking their |
| vigorous, cost-effective, serviceable and | | | | opinions on improving the business's vision, |
| productive organization. This is true | | | | mission, goals, strategies, etc. |
| whether your business is profit driven or a | | | | |
| non-profit organization. | | | | Get to know your employees better. Take note |
| | | | on what motivates them in both professional |
| One of the top challenges that human resource | | | | and personal levels. This may be monetary, |
| management faces is maintaining an effective | | | | longer day offs, faster promotions, |
| method of motivation over the long term. It | | | | incentives, etc. Express genuine concern and |
| involves a thorough understanding of the core | | | | take time to listen to whatever troubles they |
| definition and concepts of motivation and the | | | | have. Be observant of the skills that they |
| skills to implement them. Motivation is a | | | | posses and assign specific tasks to personnel |
| temporal and dynamic state of having the | | | | who would definitely enjoy the job; thus, |
| desire and willingness to do something. It | | | | making the work load seem lighter and faster |
| gives momentum and draws employees towards | | | | to accomplish. |
| the achievement of organizational and | | | | |
| personal goals. | | | | The management should have clear directions |
| | | | and priorities. If the management is |
| One way to motivate is through rewards and | | | | composed of more than one person, they should |
| incentives given with the intention of | | | | discuss matters among themselves first before |
| acknowledging positive work behavior that | | | | disseminating information. Having employees |
| contributes to the attainment of the | | | | confused due to contradicting and vague |
| organization's goal and often with the | | | | instructions could greatly damage the morale |
| additional intent of encouraging it to happen | | | | and productiveness of the organization. This |
| again. This practice should comprise both | | | | form of mismanagement often leads to |
| intrinsic and extrinsic motivation. | | | | conflict, chaos, and creates a threatening |
| | | | work environment. |
| Intrinsic motivation is evident when people | | | | |
| engage in an activity for its own sake. This | | | | Nothing motivates employees more than seeing |
| could be triggered by good office | | | | their boss in action. Setting a good example |
| relationships and healthy working | | | | is one potent motivator that all managers |
| environment. While extrinsic motivation is | | | | should apply. Practice the Golden Rule. Be |
| actualized through tangible rewards such as | | | | punctual, friendly, witty, enthusiastic, |
| payments, promotions; or intangible rewards | | | | alert, hard-working... Be everything that you |
| such as praise or public commendation. | | | | would want your subordinates to be. And |
| | | | never be ashamed to admit that you are wrong |
| It is human nature for people to want to be a | | | | when you are. Your people will be happy to |
| part of something great. For employees to be | | | | know that you are, after all, still human who |
| more motivated, consistently remind them that | | | | has his/her own share of flaws and frailties. |
| they are the key to achieving the mission and | | | | |