Motivation

I believe that any of the tools that are at managerЎ¦s disposal for motivating their employees can work anywhere. That is if they have a leader and a director instead of a manager that tells them what to do. That is the key to improving performance through motivation. I am motivated at my place of work when my manager is motivated, she is the one that motivates me. She trusts me and encourages me on a regular basis. We also have a program in place for those who do not motivate through encouragement that is called irewards. How this works is when you work so many hours you get a bonus and when you reach the next level of hours you get a bigger bonus and so on. This motivates us to work in the first place because we make our own schedules; we work when we want and where we want. We are so much more motivated to perform our duties to the best of our ability and beyond just for getting a pat on the back, having more responsibility for our schedules and a little extra money too.

If people have more alternatives of how to do something they are more willing to figure out a way to do it more efficiently creating motivation. All organizations depend on mangers abilities to provide a motivating environment (George & Jones, 2005). If the manager is not willing to do this then they fail the employees and the organization as whole will fail. Employees that are motivated are more productive, happier, and stay with the organization a lot longer as seen in the case of FMC Aberdeen (George & Jones, 2005). People do not like to be told what to do if they already know how to do it. I am one such person. When it is important for subordinates to accept a decision that a leader makes then a participative leader will make it more effective.

Like my grandfather use to always tell me, Ў§you can take the horse to the water but you canЎ¦t make it drink itЎЁ. In otherwords if it is thirsty it will drink that goes the same with people too. People tend to do what they want to do or otherwise