Motivational technique within many organizations
Monetary rewards for excellent, short-term individual performance are a typical motivational technique within many organizations. However, there are many more avenues for managers to pursue that can motivate individuals and groups within a company. Publicly held companies, in particular, tend to focus on short-term goals for individual employees, work groups, and profit centers. The pressure to meet quarterly sales and profit goals hinders many managers from rewarding long-term excellence.
Hence, many managers are not thinking long-term as much as they should. Some employees are not motivated as much by monetary rewards as others. These employees could be lauded and rewarded through a company newsletter or similar medium. And, instead of focusing so much on individual performance, managers should also focus on group motivation and share the rewards for an exceptional group performance. Simple verbal congratulations to subordinates also help raise and maintain high esteem for a high-performing employee. DQ#2 WK5
A new employee’s orientation program should be tailored to his individual responsibilities and goals. Motivational concepts for him individually, and for his team, should be stressed. The organization’s culture should also be discussed so that the new hire can adapt quickly and be in a good position to contribute, short and long-term.
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In-person meetings and testimonials from a few of his new teammates will convey to the incoming employee what is valued and expected from him and how he can contribute to his group’s and his company’s performance. Motivation and high performance must be stressed within this orientation period as essential tools that the company values. The new hire should be instilled with the belief that his hard work and high performance will be valued and rewarded by his new teammates and his new company as a whole.