Motivation
Employee motivation at work is considered to be a crucial catalyst for an organization's
success because it promotes efficient performance. Employers rely on their employees'
performance for achieving their organization's aims. However, even when they are
competent, those who lack motivation perform poorly. Therefore, rather than simply
showing up at work, employers want their staff to work with total motivation. As it explains
the theories behind individual behavior in companies, work motivation is still an important
element of organizational psychology. Therefore, study on factors that promote motivation
at work can help develop the theoretical framework of the individual and the actual
environments that promote people's well-being and effectiveness.
In the provided video, it is vividly seen that Alexandra Woodward is facing stimulation in her
job. Stress, performance pressure, mental and physical health conditions, and lack of
flexibility could be the reasons behind this situation. Performance-based rewards have come
under attack for discouraging creativity, distancing management from employees,
distracting employees from the meaningfulness of the work itself, and being quick fixes that
ignore the true causes of poor performance. Studies have even reported that the
heightened stress created by very large rewards can reduce, rather than increase,
performance. Although these issues have kernels of truth under specific circumstances, they
do not necessarily mean that we should abandon performance-based pay.
Importance of Rewards
Reward systems do motivate most employees, but only under the right conditions. When
providing an employee a reward—more specifically identifying the ideal rewards that
motivate them—you demonstrate your gratitude for their contribution to the success of
your business. This promotes engagement, which improves retention rates and productivity.
Organizations need to enhance the employee experience, expand their appreciation, and
foster a feeling of camaraderie. To exemplify, Susan should give these types of rewards to
Alexandra to get more productive work and efforts towards the company and this will
change the mindset of Alexandra. All of this is made possible by creating an effective
process for recognizing employees and identifying rewards that will motivate personnel. By
putting together a rewards system, companies can maintain employee satisfaction and
reduce attrition. Here are some of the more important strategies for improving reward
effectiveness.
Adaptable Workday
Perhaps the most desired advantages is the capacity to work from any location. Following
the pandemic, flexibility gained even more significance. In the unlikely scenario that your
line of work requires continuous flexibility, you can use time off from work as incentives. For
instance, you may set up a hybrid schedule for the employee that meets once a month or let
them work from home for a week. If we relate this reward to the situation in the video then
we can say that Susan has to give flexible working hours to Alexandra to get more attention
to the work.
Wellness Bonuses
The performance of your business is directly impacted by your expenditures in the well-
being of staff members. Establishing a wellness program for your staff members is an
intelligent way for recognizing their hard work and concern for their well-being. Studies
show that health campaigns driven by recognition reduce job burnout by 90%. You can
offer fitness perks as benefits in place of a full health care plan if you are unable to afford
one. This can consist of things like fitness trackers, massages, spa days, personal training
sessions, gym memberships, and the like.
In the video, it is visible that Alexandra is disturbed somehow and she keeps arguments with
Susan. It shows the frustration of Alexandra if this type of reward was given to her then this
will help her to work properly in the office.
Paid Vacation
Empowering staff members to take an additional day or week off can help the company
overall. Extra days can make an enormous difference since employees often don't get over
two weeks of paid vacation per year.
A paid vacation enables one to recharge, organize themselves, and return to work with a
renewed energy. Days off are a great incentive that most of your staff will probably find
practical. Take-away are a fantastic incentive for staff individuals.
Food Tour
An experiential incentive that can let employees relax and consume for free on multiple
occasions is a culinary tour. When utilized alongside an entire day off, this may represent an
excellent reward.
Organizing an enjoyable food trip for your group members requires knowing their dietary
preferences and hypersensitivity. Offering someone who is following an extremely
restrictive diet or weight loss routine a food tour is not everything you should undertake.
Teamwork Rewards
It was discovered that collaborative rewards outperform individual incentives in raising
performance. If the company's establishment fails to incorporate team-based awards as a
method of motivating employees, it ought to. The resources devoted to team-based
accolades should also be significant. Both the financial line of the business and employee
cooperation may be significantly impacted by this.
Online Shopping Gift Card
A gift card is an excellent gesture to thank any employee. If you know what a staff member
would want, you may choose a gift card from an online retailer that specializes in that item,
or you can get a card from a retailer that offers a variety of goods.
Purchasing and using an Internet gift card is simple. You are allowed to select a sum in the
interim based on the limitations of your finances. These cards can be purchased in advance
because they typically have a lengthy validity period. Alexandra is quirky and she does not
want to listen anything so, these type of rewards can swing her mood positively.
Job Redesign
A tool that is becoming progressively more important for affecting the evolving roles of the
workplace is job redesign. It may generate a workforce that advances the business if done
properly.
Explain how Alexandra Woodward's actions will likely affect the other employees at Word-
of-mouth Marketing Group in terms of employee motivation. Then, develop a plan of action
for handling Alexandra that is equitable, courteous to all parties, and will hopefully make
the other employees feel inspired again. Alexander's job may be modified by employing
these strategies, which will increase her motivation. The motivational potential of
employment can be increased by three major tactics that are motivated by job design
practices: frequent job rotation, job enlargement, and job enrichment.
Job Rotation
Similar to work simplicity, switching jobs is a rather unusual technique. In job rotation,
employees alternate among different roles within the company, providing them with the
opportunity to learn new skills, acquire experience, and take on new responsibilities.
Workers who rotate throughout departments are in a unique position to learn
approximately every aspect of the enterprise and fill in for absentees in other areas. This
could help avoid skill gaps, succession planning, and maintaining staff involvement and
responsiveness by continuously shifting positions of power.
Job Enlargement
The designation "job enlargement" describes the expansion of a role's responsibilities. As a
result, the worker can pick up new abilities and work on projects that have relevance to
their existing field of expertise. You might extend the duties of an appliance technician who
primarily fixes refrigerators to include washing machines, for instance. This also holds for
white-collar jobs; for instance, an accountant who solely handles expense reporting could
expand to include helping with general ledgers. This adds variations to keep the worker
interested, breaks up the monotony, and gives them the chance to learn new skills.
Job Enrichment
The objective of job enrichment is to make present positions more satisfying for employees.
All of the strategies that follow could be considered a form of work enrichment. Consider
the distinct viewpoints and needs of every employee to keep them inspired and involved.
However, job enrichment most often refers to providing chances for a worker to feel greater
satisfaction in their present position. Creating a clearer role for the employee by grouping
related duties, introducing new partners and stakeholders to help them form relationships,
or looking for opportunities to offer career path and developmental feedback are some
ways to accomplish this. Lastly, when pursuing job enrichment, a business should consider
several factors, including skill variety, and task identity.
Establishing client relationships is a second job enrichment technique that puts employees
in direct contact with their clients instead of having them interact through another job
group or their supervisor. Building a relationship with a client helps a task seem more
important because workers can comprehend how their effort affects clients. Employees who
have direct client responsibility also possess greater information and are better equipped to
make decisions that impact those clients.
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