Factors Contributing to Employee De-Motivation

Motivation

Employee Motivation

Motivation is the process of initiating, guiding, and steering people into achieving some set goals with ease. Many motivational strategies target different needs like cognitive, biological, social, and emotional forces. Psychologists have come up with theories of motivation humanistic theory, instinct theory, and drive theory. The essential components of a successful motivational strategy intensity, activation, and persistence. Persistence entails the constant effort towards a given goal even with the existence of obstacles while intensity relates to the vigor and concentration. This report endeavors to explain the advice given to a line manager in the auto industry as a model of motivating employees in tough economic times. I have also identified factors that would motivate in my current job placement (Herzberg, 2003).

Part

Advice to a line manager in the auto industry

Management team of most companies come up with procedures and policies that end up de-motivating employees who in the beginning had some exclusive enthusiasm in working (Sirota, Mischkind, & Meltzer, 2006). However, managers can employ different approaches with the aim of sustaining the motivation of employees at all times. First, the manager needs to build a corporate culture where innovation and creativity and fostered. The manager must create an environment where employees are nurtured, challenged, and valued. Perhaps, this is the only way that auto companies can use produce dynamic and unique products so that their businesses can compete with other companies around the globe. The manager must engender a culture of encouragement, expression, and recognition as a way of motivating the workers in coming up with innovative ideas while creating unique products.

Secondly, managers in the auto industry can motivate employees by motivating them for their good work. A manager can take a different approach of ensuring that the workers are rewarded for a range of positive behaviors exhibited by them. Such practices may include selling the most coveted cars that they wish to own cheaply coupled with holidays and salary increments. Therefore, motivated employees will contribute to increased sales volume, great ideas, and exemplary customer service. The managers should not only reward the deserving employees with money but also with other compensations like tickets and their preferred vacations destinations (Nohria, Groysberg, & Lee, 2008).

Managers must also strive to ensure that employees are treated equally. They must treat employees with respect and fairness in areas such as job security, benefits, and pay. This keeps them motivated and ensures that they provide high quality services (Sirota, Mischkind, & Meltzer, 2006). Employees are motivated through the use of proper communication channels within an organization. Communication breakdown is one of the major problems that kill the working culture in many companies.

Part 2

Factors that motivate me at my job

One of the factors that motivate me at my workplace is that we are often rewarded for our accomplishments. Whenever I do exemplary work, I am complimented or rewarded for it. At times, I receive a pat on my back followed other compliments as minor rewards characterized by simple words of encouragement. The principal rewards that I often receive are monetary incentives and promotions to higher positions, which rejuvenate my energy of working hard. I always aim high and work towards attaining my goal because I am appreciated.

The second motivation at my workplace is that my employer always encourages individuality (Nohria, Groysberg, & Lee, 2008). Even with our differences, personalities help in creating a dynamic and a favorable working culture. The ideas that I generate are cordially accepted. My interests are also regarded, and I am given responsibilities that are in line with my preferences and interests. My employer also ensures that we receive coaching and mentoring coupled with additional coursework and training. Such practices motivate me at what I do because I feel valued as an employee of the company (Herzberg, 2003).