Human Resource Development, Motivation Essay Example | Topics and Well Written Essays - 750 words

Human Resource Development, Motivation - Essay Example on that point are certain criteria by which employees decide whether their jobs are on the level or not. Any angiotensin-converting enzyme of these criteria layabout derail the employers efforts to motivate employees if it isnt right. The evaluative criteria of concern to employees are(1) Security - Majority of employees olfactory perception insecure, and these insecurities and fears can get in the way of their buying into motivational efforts. Industrial Psychologist Andrew DuBrin divides these fears and concerns into following broad categories(2) Commitment - To employees, close managers be to lack commitment. The constant shifts of direction and reshuffling of priorities send an unintended signal that todays priority leave be forgotten tomorrow. Some employees learn to wait it out when they get an instruction.(3) Fairness - Employees are keenly aware that their managers progress to more authority than they do. Lacking t he power to stick up for themselves, they are quick to perceive injury in the treatment they receive from those who do hold power.(4) Respect - Employees feel respected only when they feel that their superiors take them seriously and have a genuine concern for the employees desires. Supervisors who treat employees without respect hurt their self-respect. haughtiness is a prerequisite for self-awareness and self-awareness is the most important thing towards being a champion.(1) Build (5) Development Opportunities - muckle have a very natural and healthy urge to accomplish things, to grow and develop. Sometimes their desires seem to be at odds with the goals of the organization.(Hiam Alexander (1999) Motivating and Rewarding Employees, p.74 - 89)Keeping in view the employees criteria as discussed above, an employer whitethorn consider the following tips to constantly motivate the employees(1) Build a solid foundation for the employees so that they feel invested in the company. Tell them about the history of the company as well as its visual modality for the future and ask them about their expectations and career goals.(2) Create a positive office environment that makes only employees feel worthwhile and important. Avoid playing favorites with the staff.(3) Work with each of them to develop a career maturation plan. If employees become excited about whats down the road, they will engage themselves better with the present work.(4) Help employees emend their professional skills by providing training and in-house career development. Encourage them to attend seminars, workshops and educational classes paid for by the company. Employees may appreciate the fact that the company is investing in them.(5) Acknowledge employees contribution and boost their morale.(6) Provide Incentives.(7) prise the promises made. Failure to do so will result in a loss of trust.(8) Match tasks to talents. cite individuals with tasks they would enjoy or are particularly good at. Th is would help improve employees confidence level.(9) Dont forget the fun. erstwhile in a while, put work aside and do something nice for the employees.(10) Set an example. Great mint make others around them