We Need More Engagement Around Here Essay

1. Employees’ Personalities and Demographic Status The management must recognize the personality, ethical, generational, and social status differences among their employees. This is to acknowledge the fact the different people require different motivation approaches. Thus, these factors will influence the motivation tactic of the management.

2. Job Designs The management could analyze the job designs of various employees and pinpoint areas that cause indifference towards work activities. This will help the management employ an effective motivating tactic. (It is to be noted that job design can potentially contribute a lot to intrinsic motivation of employees.)

3. Current Reward/Recognition Program of the Company The management must consider the existing (if any) reward/recognition program of the entity. This is only one yet important aspect of motivating employees. When this program is inappropriate, the desired effect of motivating employees to improve on quality and quantity of work will not be achieved. Management could look into this program and with the data gathered in number 1, evaluate its effectiveness and improve on it.

4. Existing Non-work Activities by the Company for Its Employees The management must identify the company’s current non-work activities for employees. Whether it be parties, picnics, seminars, or community lunches, these activities could motivate many. The presence of these activities will narrow down management’s choices on motivating tactics.

5. Communication System (For organizational goals) The company aims to motivate employees to achieve a certain organizational goal (competitiveness by being more efficient, thus lowering cost). Knowledge of this goal by the latter will help them achieve the desired goals when motivated.

6. Budget of Company to Address the Problem The budget of the company will determine the extent of the motivation tactic.

Alternative Courses of Action

1. Encourage Employees to Establish Good Rapport with Clients Organizational success requires maintaining healthy employee-client relationships. Such relation can result to higher human satisfaction, efficiency, motivation, and productivity, presuming that the employees will feel positive about their identity and their job, given that the organization they work concerns health maintenance, one of the most important responsibilities in the world. Employees can build good rapport by knowing their customers’ names and using it when speaking with them; by being sincere and showing interest to their customers’ needs; and by simply carrying a smile on their face. Ofcourse, there are a lot of more ways that the employees can work on to establish good rapport with their clients.

2. Inject “FUN” in Work Activities and Structure Non-work Activities Every now and then, management may opt to serve pizza, chips, or pastry that will help break employees’ everyday routine and help everyone stay motivated. They could also implement contests that earn time off by putting goals in place and when these goals are reached, they get rewarded with a time off. Management should also schedule offsite events, like parties or sports fest, to enhance bonding and team spirit among employees which would most likely result to a positive work environment. The management could structure some of these days in advance as it is a natural tendency for people to get excited in anticipation of something.

3. Give Additional Responsibilities and Leadership Roles to Employees (Job Enrichment) There are definitely employees in the organization who beg for and can handle additional responsibility. It is the job of the managers to identify who their employees are and if possible match responsibilities to their strengths and desires. Assigning leadership roles can also serve as a reward to employee’s performance and can also help identify future promotable people, given that most people are stimulated by leadership roles even in spot appearances. A great place to hand out leadership roles is to allow them to lead brief meetings. Management can also have their employees help them lead a project team to improve internal processes. Such additional responsibilities and leadership roles may serve a new learning experience for the employees.

Evaluation Alternative Course of Action (ACA) 1 is designed to give employees a sense that they are indeed taking care of People health. This, however, could potentially result to more satisfaction to some employees only. Also, interactions with verbally abusive customers can possibly cause stress. Furthermore, not ALL employees will be affected by this strategy since not everyone will have to face the clients themselves. ACA 2 deals with reducing stress while increasing fun in the job. This also promotes camaraderie among the employees which stems from a positive work environment.

It also addresses the reward program of the entity (goals and rewards). However, this ACA directly addresses only the “surface problems” by giving employees something to look forward for (rewards like day-off). It could only cause extrinsic motivation. What the employees really need (based on the findings of the survey) is intrinsic motivation. ACA 3 focuses on job enrichment. It can cause employees to have an opportunity for self-fulfillment by increasing job variety and responsibility. It will enable the employees to learn and grow by giving them a variety of experiences in their job. This, however, requires tremendous observation and planning by management to ensure that the right employees (those who need and want job enrichment) get the more responsibility and/or variety. Also, a lot of planning is needed to avoid redundancy of jobs (since employees’ job scope will be increased).

Conclusion/Recommendation To address the problem aforementioned, it is with much thought and thorough evaluation that the proponents of this study recommend the management to pursue the third alternative course of action. That is to enrich the job of the employees by giving them additional responsibilities and leadership roles. With enriched jobs, workers will feel more motivated to do their jobs. More so, they would definitely feel a sense of responsibility and accountability for their work, and more importantly, job satisfaction. It would also allow them to experience some variety in their jobs and garner new learning. Although job enrichment may put a toll on the management, its’ reaps will still be more beneficial not only to the workers individually, but to the company as a whole, as well. That is because this “now motivated workers” will deliver more efficiently and effectively that will lead higher productivity.

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