Increasing motivation be the manager
STATEMENT OF THE PROBLEM How can a manager motivate his young team of marketing analysts to submit complete quarterly sales and expense reports for their products and estimated budgets for the next three quarters on or before the deadline? AN EXAMINATION OF THE VARIABLES One of the most telling factors revealed was that the marketing analysts were newly graduates or young people who have been working for only one to three years. This means that they most probably bear the characteristics of Generation Y which can be very different from the manager’s own era.
Another factor to take into consideration is the academic background of the employees. Knowing that these young people are business and liberal arts majors shows that the aesthetics and personal development are more appealing than strict schedules and rule abidance. Liberal arts majors usually tend to be more rebellious or creative and do not always follow rules well. The fact that these analysts have stayed for one to three years in the same position may mean that they do like their work but simply do not know how to manage the expectations from them.
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However, despite frequent reminders, reports are still delayed for one to two days and the manager ends up correcting and completing their works. The information that was not revealed which may be needed to give better recommendations would be these employees’ specific hobbies and interests and if they have good rapport with the financial and accounting analysts assigned to them. CONCLUSIONS The team is not motivated to finish their reports on time. The manager has not yet been able to understand his employees enough to know what they like and want.
The boss is also very lax in terms of discipline as can be seen with the way he corrects his employees… he does not impose penalties and instead, does their work to cover up for them. RECOMMENDATIONS The ultimate goal of any manager is to achieve whatever goals are necessary to promote company interests cost effectively. In this case, the goal is to be able to receive their good quality quarterly reports on time and this can be cost-effectively done by knowing what Generation Y wants. These young workers belong to a generation that loves adventure and constant change.
Adding the fact that they come from the creative and liberal side of the academe, they may tend to get bored easily with long routine tasks and verbal reprimands. One recommendation would be to meet with them and involve them in discussing what kind of reward they would like to have should they meet their deadlines. A meeting like this would reveal more about what motivates them. Motivation is not always inborn and a good manager must learn to “create an environment where motivation occurs. ” Money does not always motivate people.
For Generation Y, better work structure or schedule may be a more effective force towards objectives. Since these people tend to bore with long tasks easily, the manager may be able to get better results if he divides their reports into subtasks with corresponding deadlines that can be easier met in short periods of time. They may also be encouraged to turn in better reports if they have more flexible time schedules. Making it fun to know what the competition is doing can be an adventurous task depending on how the manager directs these young people.
A paradox associated with the young generation is that they want to use their first jobs to gain the skills necessary to make them more attractive to other employers. However, if they do achieve this satisfaction in their company training, they tend to be more loyal to the company and stay on. The manager can help his young team by giving more training or asking other people to train them. Another recommendation would be for the manager to immerse himself in his team’s daily tasks. Taking note of their daily activities would reveal what problems they encounter in meeting the deadlines.
This would not only show he is participative with their success but this will also help the manager guide the team towards the right track of beating deadlines. Small probable problems like not getting along well with their resource people and laziness can be alleviated this way. EVALUATION The true measurement of success will be if the employees meet the smaller goals on time with complete and error-free reports. The only fall back positions would either be to impose disciplinary measures which are not recommendable with young people who can still be rebellious or to replace them. CONFIDENTIAL