Job Motivation
Written by Dave Gannaway In every workplace job motivation must cater for two types of employee. • Those who enjoy the work arrived early and begin their job right away. Happy with their situation, they are self disciplined and require the least job motivation and supervision. . . . Predominantly of a nature ideally suited to repetitive or routine tasks, following instructions. . . . Often, conscientious and reliable. • Those who do not like work, arrive late, and are often absent. This group requires skilled and experience leadership to motivate them. One effective tool is to gain rapport. Once rapport has been achieved they can be led more easily than they can be pushed! The first job of a good manager will be to motivate himself. Enthusiasm and vitality is contagious so together with rapport, much resistance can be overcome with good leadership. Job motivational skills, the theories of Maslow, Herzberg Vroom and the rest can each expound their ideas and fill a million books but nothing is as effective as a sound understanding of human nature. One tool that is often neglected by managers is delegation. This is an effective tool that has a two prong advantage. 1. Delegation of duties can lighten the load on managers and supervisors alike, freeing then for more important duties. 2. Giving the workforce some responsibility can increase their efforts when coupled with some form of reward, usually financial. Just watch the effect when an ordinary person is given a stripe, badge or uniform. Observe the sudden rush of power a ‘lollypop’ man or woman receives with the ‘stop’ sign that can hold up the traffic to let the children cross the street. Man . . . such power, they are motivated!
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