Managing Employees

Employee motivation has become the most important factor in order to get success in any business. It generally helps any organization grow in a very healthy manner. This happens because employees are the backbone of any organization and if the backbone is strong, then the whole skeleton is strong. In the same way, if the employees are satisfied with their jobs, they definitely show very positive attitude towards their work and thus flourish the plant of the organization (Cooke, p. 2057-2130). There are many ways to motivate the employees and some of them are discussed in this paper.

Herzberg’s Theory
Frederick Herzberg is well known as the pioneer of motivation theory. He performed a research in the late 1950s. A group of employees were interviewed to find out the factors that brought in them the feelings of satisfaction and dissatisfaction on the job. He asked two simple but essential questions from them that are as follows:
1. When you feel especially good about your job, think of that time. Can you explain why did you feel especially good?
2. When you feel especially bad about your job, think of that time. Can you explain why did you feel especially bad?

These two simple questions led him develop his theory. He postulated that motivation and hygiene are two dimensions that lead to job satisfaction. Herzberg explained that hygiene is not related to employee motivation but it can be used to minimize the level of dissatisfaction so hygiene issues should be handled properly. Or it can be said that if hygiene issues are not found in an organization or they are mishandled they can lead to dissatisfaction. Hygiene issues are related to the environment of the employees and they include supervision, interpersonal relations, company policies, salary and working conditions (Herzberg p. 32-63).

Herzberg also explained that employees can be satisfied only when their needs for personal growth and meaning are fulfilled and motivators are responsible to do so. Motivating issues include recognition, responsibility, achievement, the work itself and advancement. Herzberg concluded that if the hygiene areas are completely addressed, the motivators will lead to the promotion of job satisfaction and encouragement of production (Herzberg p. 32-63).

Application of Herzberg’s Theory
Herzberg’s theory can be applied to real-life practices. As mentioned earlier, hygiene issues are not considered as factors essential for employees’ satisfaction but an organization must deal first with hygiene issues for the creation of environment that is helpful in employee motivation and satisfaction. So, hygiene issues are discussed first for the creation of such environment.

Steps to Motivate Employees
1. Hygiene Factors
a. Company Policies:
Company policies should be made in such a manner that they are applicable on all the employees. The policies should be very clear and only necessary point should be included in the policies in order to avoid employees’ frustration. Although company policies will not make employees feel that they are motivated and satisfied but when the policies are clear and proven to be fair and equal for all employees, then the rate of dissatisfaction will decrease. A manual of policies should be written and printed copies should be available to all the employees. The manual should be updated time-to-times and employees should be notified such change (Cooke, p. 2057-2130).

b. Supervision
The selection of supervisor should be based on wise decisions to reduce dissatisfaction. A supervisor has to perform tough tasks as well as he/she has to treat all the employees fairly and equally (Cooke p. 87-94).

c. Salary
All the employees should be paid fairly in order to eliminate the feelings of dissatisfaction that they are not paid fairly. Salary is not a motivator but it can reduce dissatisfaction and thus unhappy working will be reduced. Salaries should be comparable to other organizations on the similar level. Raises and bonuses are also important (Cooke p. 299-319).

d. Interpersonal Relations
Interpersonal relations are very important to reduce the feeling of dissatisfactions. Employees feel happy when they are given necessary time to socialize such as over lunch. A sense of teamwork is very essential and it is possible with socialization. Offensive comments, rudeness and inappropriate behaviors are diminished among employees when their interpersonal relations are strong (Cooke p. 299-319).

e. Working Conditions
Working conditions bring pride for employees and their work. So, it is necessary to update all equipments and facilities. If possible, every employee should be assigned his/her own space. Employees will feel dissatisfaction if there is no space in their quarters (Cooke & Meyer p. 34-63).

2. Motivators
a. Work Itself
It is very important to ensure all the employees that they and their work is very important for the organization. Unnecessary tasks should be eliminated to ensure an increase in satisfaction and efficiency (Cooke p. 87-94).

b. Achievement
It is natural that all the employees want to perform a great job. So it is necessary that all the employees are placed to positions that are suitable for their talents and thus the chances of failure will be reduced. Each position has its own set of achievable goals and standards so all the employees should be familiar with them. It is also necessary to give regular and timely feedbacks on the performance of all the employees so that employees can feel that they are challenged but not overloaded (Cooke, p. 2057-2130).

c. Recognition
It is the psychology of everybody that they want recognition of the work they do. In the same way, all the employees of an organization also need recognition of the work they do for their organization. So it is necessary to praise the efforts of the employees. The performance should be monitored and then their good work should be acknowledged immediately. It is very essential to recognize their good work in public so that they feel proud of themselves. Some notes of appreciation can be written. Bonuses can also be given. Most importantly, a recognition program should be introduced such as ‘employee of the month’ (Cooke p. 87-94).

d. Responsibility
The sense of ownership brings drastic changes in the performance of employees. They feel motivated when they are given responsibilities. Necessary freedom and power should be provided to employees that may be helpful in the performance of their tasks. Employees should be challenged to perform some tasks in possible manner. Employees should be given freedom to decide which pathway they have to select to succeed in a particular task (Cooke, p. 2057-2130).

e. Advancement
Employees should be promoted to a new position when they become successful in their tasks and their work progress report appears satisfactory. If there is not position available to promote them on, then a new title should be given to them that should show the achievement of that employee. Employees should be encouraged to gain further education so that they become a valuable asset for the organization (Cooke p. 87-94).

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