Four major methods to improve employee motivation

¶ … Improve Employee Motivation

Over the last several years, the issue of employee motivation has been increasingly brought to forefront. Part of the reason for this, is because wide variety of organizations have been reporting that the majority of workers are going through long periods of decline in morale. What happens is they will start working for a particular company with tremendous amounts of enthusiasm. However, as time goes by and they work for them longer, is when most people will often become use to their surroundings from interacting with their coworkers. At which point, this will influence their views of who they are working for and how they are seen by various staff members. Once this takes place, is when an individual will go into long-term periods of decline surrounding their underlying levels of motivation.

Evidence of this can be seen with a study that was conducted by Sirota Survey Intelligence. They found that 85% of the 1.2 million employees at 52 Fortune 100 companies went into prolonged periods of demotivation. What is happening is that when an individual first begins working for a particular employer, they are often enthusiastic about their position. However, after the first six months is when they will go into a long-term period of decline in morale. This will last for many years and will continue to become worse as time goes by. The reason why is most individuals will often become influenced by: the working environment and from the attitudes / ideas of coworkers. These elements are important, because they are showing how this can lead to reduced levels of productivity and increased amounts of absenteeism inside the workplace. (Sirota, 2006)

Moreover, a number of different sources are confirming the overall scope of the problem facing most employees. This is because there are a variety of factors that are impacting the way that someone is looking at their employer. The aforementioned is from various attitudes and ideas that are influencing how certain situations are dealt with in the workplace by supervisors. If employees believe that they are being treated unfairly is when they will view their employer in an unfavorable light. A good example of this can be seen with evidence that was compiled by Bruce (2006). She found that most companies will try to influence employee behavior based on positive and negative rewards. In most cases a number of managers will often use: intimidation and threats as a way to force employees to go the extra mile. This is problematic, because it will make most individuals resent their employers, by doing just enough to get by. (Bruce, 2006, pp. 9 -- 12)

At the same time, Messsmer (2001) determined that there are other factors that will influence the way an individual will view their employer and how much they are willing to do. In this case, he found that employees are often influenced by the lack of strategic vision and the views of their coworkers. This is problematic, because these issues could have an impact on the way they look at their employer and the contributions they are willing to make. (Messmer, 2001, pp. 50 -- 61)

While, Gitman (2009) found that there were other factors that are influencing the way employees look at the company they work for. Most notably, he determined that if a firm is not providing them with a benefits package that balances their quality of life with work. There is the probability, that a wide variety of individuals will lose confidence in management and the company itself. The reason why, is because they see their employer as an organization that is interested in increasing their overall bottom line at all costs. At which point, a number of people will do just enough to get by and nothing more to benefit the firm. (Gitman, 2009, pp. 248 -- 252) These different elements are important, because they are indicating that employee motivation is often concentrating on a number of different factors including: how they are interacting with other staff members, the way managers are approaching everyone and the kind of benefits that are being received.

The information from these sources are useful, because they are illustrating how there are a number of factors that will have an influence on employee motivation. Any one or the combination of them will contribute directly to a serve decline in motivation at a corporation. Over the course of time, this could have an adverse impact on productivity and the way a firm is able to deal with a wide variety of issues. Once this takes place, it increases the chances that the company will see their profit margins become very volatile and they will be unable to adjust to shifts that are happening in the marketplace.

However, there are some corporations are addressing many of the different problems that were identified earlier. This is because these employers are seeking to understand what factors are contributing directly to the lack of employee motivation. At which point, they are willing to go above and beyond what others are offering them. This is when they can make a change in perceptions about how their staff is viewing the management and the organization itself. Once this occurs, it means that they can tap directly into the ideas that they have about improving their various products and services. This is when they are able to respond to changes that are taking place in the markets and can quickly introduce new products that allow them to seize upon emerging opportunities.

Evidence of this can be seen with literature from Hierling (2007); he looked at what specific factors Google is using to: increase and maintain high levels of motivation. As, the company is willing go the extra mile for their employees in comparison with competitors. This is accomplished by offering employees a number of different generous benefits. A few of the most notable include: free in house child care, an on staff physician, traditional health / life insurance, discounts on travel / popular events, flexible scheduling, profit sharing and free lunches just to name a few. These elements are significant, because they are allowing the company to be able to quickly adapt to changes that are taking place inside the marketplace. As staff members, are willing to go the extra mile for the firm. This has allowed them to quickly adapt to these transformations by using the different ideas and skill sets to help the company maintain their dominance in key markets. At the same time, they are utilizing the viewpoints of staff members to test and introduce new products that consumers will find in demand. Over the course of time, this has helped the firm to see a continuous increase in their profit margins. (Hierling, 2007, pp. 3 -- 12)

Context of the Problem

When you step back and examine the various pieces of information that was examined earlier, it is clear that employee motivation is a delicate area for most companies. The challenge is they want to be able to maintain some kind of balance in the benefits that they are providing and the levels of motivation. Yet, the problem for most employers is that they are not doing enough to address the individual's various needs. This can occur in the form of not treating them with enough respect to offering smaller benefits packages in contrast with competitors. Once this takes place, it means that negative attitudes will become common in the workplace and employees will do just enough to get by. This is point that a firm will see their profit margins become more volatile and there is the possibility that they could be unable to adjust to changes that are occurring in the markets.

While at the same time, there are those corporations that are able to motivate employees by addressing these various issues with staff members. This helps them to increase and maintain high levels of profitability. As, they can use the ideas of everyone to: understand what kinds of shifts are occurring in the marketplace and how to quickly adapt to them. They can also use the ideas of staff members to be able to introduce new products and seize upon opportunities in addressing the specific needs of consumers. Over the course of time, this helps these firms to maintain their dominance and build upon the previous foundations that they have established.

Statement of the Research Problem

As a result, this study will focus how an organization can be able to deal with issues of employee motivation. This leads to the statement of the research problem that will be examined which is:

The majority of corporations do not do enough to increase employee motivation as much as possible. The reason why, is because they are focused on: keeping their cost structure low, there is a difference in philosophy between management / employees and they have desire to increase profits by any means necessary. Any one or the combination of these factors has contributed directly to attitudes of complacency in the work environment.

Research Questions

To support of refute the research problem requires looking at one research and two sub-questions to include:

Research Question 1

How does employee compensation contribute to the underlying levels of motivation at an employer?

Sub-Question 1

What roles do managers / executives play in how enthusiastic staff members are inside a firm?

Sub-Question 2

What is the impact of coworkers on new employees in the workplace?

These different elements are important, because they will offer specific insights about what factors is influencing employee motivation. Once this occurs, is when the data will be able to support or refute the hypothesis that has been presented.

Significance of the Study

The significance of the study is to understand the specific factors are contributing to the underlying levels of motivation in the workplace. As, these kinds of issues can have a dramatic impact on how effective an organization will be able to adapt to changes that are taking place in the markets. This is because, globalization is having a dramatic impact on the way various goods and services are being delivered to customers. Over the course of time, those companies who are able to utilize their employees most effectively can adapt to a host of challenges that they are facing.

A good example of this can be seen with a joint venture between Toyota and General Motors that closed down in 2010 called New United Motor Manufacturing. On the surface, this was supposed to be a collaborative effort between the two firms to address various challenges they were facing from changes in the global marketplace. This company was going to produce a host of different parts and motors that could be utilized by both firms in the models that they were selling. The way the strategy worked was to take the manufacturing process that Toyota had perfected and implement it at a plant located in Freemont, California. The basic idea was that Toyota's proven production methods and management principals would help the company to be able to produce innovative products.

However, beneath the surface there was a clash of cultures within the facility. This is because employees continued to embrace traditional GM employment practices and they did not appreciate mangers pushing them to go the extra mile for the company. At which point, there was animosity between executives and staff members, who did not have a clear direction or motivation to do more for the firm. Once this occurred, it meant that productivity would decline and there would be a variety of work slowdowns because of these issues. This caused the venture to begin to experience tremendous amounts of losses and the overall quality of products were inferior to competitors. Over the course of time, these issues forced executives to abandon the project for failing to achieve its intended goals. (Shook, 2010, pp. 63 -- 68)

This is important, because it is illustrating the significance of the study in understanding the role that employees have in helping to make an organization successful. As a result, those entities that are able to work most effectively with them will be able to maximize their underlying profit margins and can quickly adapt to changes that are occurring in the marketplace. While, those organizations that fail to understand these basic principals will see a loss of customers. This is when their underlying levels of profitability will begin to dramatically decease.

Research Design and Methodology

The design and methodology that will be utilized is based on qualitative research. This is when there is a focus on looking at a number of different sources of information about employee motivation and its lasting effects. The basic idea is to understand what specific factors can have an impact on how successful an organization will be in the future. This will be accomplished by examining various books, research studies and scholarly articles. Once this occurs, is when researchers are able to understand what specific factors will impact the underlying levels of motivation at a particular employer. ("Qualitative Research," 2011)

At which point, they will carefully study the findings using comparative analysis. This is when they are looking a host of issues, surrounding employee motivation and the different ways that this could have a dramatic impact on a firm along with their ability to compete in the marketplace. The way that this will be accomplished is by comparing the various facts with one another to identify key trends that are occurring. Those sources that are going against these patterns will be disregarded as anomalies. While the information that is able to corroborated the other facts will considered to be legitimate. The reason why, is because it is identifying specific trends and then confirming them by analyzing the problem. Once this occurs, is when researchers will be able to determine the importance of employee motivation in the workplace and its lasting effects on employers. This is the point that they can be able to corroborate the various facts with one another to fully understand what is taking place. As, this will allow them to: address the statement of the problem and the research questions. ("Comparative Analysis," 2011)

Organization

They way that this research project will be organized is into a literature review. This will focus on the most relevant findings about employee motivation and the impact that they are having on the work environment. At which point, a detailed analysis will be provided of what was discovered. Researchers will then draw various conclusions that will support or refute problem and the two different questions / sub-questions. Once this occurs, is when the study can highlight the role that employee motivation is playing in the process. This is helping to determine how successful an organization will be over the long-term.

Sample References

Like what was stated previously, the majority of our references will focus on mainly books, research studies and scholarly journals. The reason why, is because they can provide us with specific insights about the lasting effects that the issues of motivation will have on a firm. As, we can see both: the positive and negative impact of what is happening from an objective point-of-view. This will improve the accuracy of our research based upon the underlying quality of information that was collected and the long-term effects of what is occurring. Once this takes place, is when we can be able to make the most detailed assessments of the situation and the underlying trends through the quality of the research that we are looking at.

Some good examples of this can be seen with information that was collected from Bruce (2006) and Shook (2010). In both situations, these pieces of literature are addressing specific issues associated with employee motivation and the effects that they are having on an organization. Researchers can use the information from these sources to: understand the patterns and what issues need to be specifically addressed by an organization. This is the point that they can make accurate inferences about how a business can effectively deal with these issues over the long-term.

Chapter 2: Literature Review

In this chapter, we will focus on what the various sources of scholarly information, literature and research studies are saying about the importance of employee motivation. This is the point that we will have the greatest insights about the overall scope of the problem and the impacts that they can have on a firm. Once this occurs, we can then begin to identify the different patterns that will answer the questions that were discussed earlier.

Leadership

In the first piece of the literature Erez (2001) found that transformational leadership was having a major impact on how successful an organization would be in the future. This affected the way executives were acting; it had an impact upon the staff and work environment. Part of the reason for this, is because employees will often look to managers to support of refute their different opinions about their employer. When they see that supervisors are telling everyone to do one thing, while then engaging in something else. This is thought of as hypocritical. The reason why, is because employees feel that if various policies and procedures have been set. Then, everyone should follow them regardless of their opinions about what is taking place. The moment that executives do not abide by these rules, is when employees will do just enough. As, they feel that management is concerned about their own self-interests over that of the staff. However, when executives are practicing what they are encouraging employees to do. They are seen in a more favorable light. The reason why, is because everyone feels that the supervisor understands the situation and is willing to do the same kind of activities themselves. This is the point that their underlying levels of motivation will increase, which will have positive impact on the organization. (Erez, 2001, pp. 279 -- 291)

The information from this source is useful, because it is illustrating how the actions of executives will have an effect on the levels of perception inside a firm. At which point, employees will follow the lead that they are taking. As a result, this is illustrating how executives will have a major impact on the underlying levels of motivation inside a particular firm. This is directly answering one of the research questions that were discussed earlier.

The second source was able to confirm and build upon these ideas. What Isaac (2001) talks about is the role that leadership is playing in how successful an organization will be over the long-term. Where, they are examining how the expectations theory is playing a critical part in determining the underlying levels of motivation in employees. This is when they will act in their own self-interests by adapting to situations that will maximize productivity for themselves. According to the author, he determined that those entities that understand the basic concepts of human motivation will be more effective in reaching out to the fundamental needs of the individual. This is the point that they can transform the role that managers are playing inside the firm by using this as a tool to maximize productivity. This is when they can change the way they are looking at their position and the employee's part in helping the company to achieve its objectives. Once this occurs, executives can be effective at transforming the work environment and how everyone is able to meet the different goals. (Isaac, 2001. Pp. 125 -- 131)

The information from this source is useful, because it is illustrating how managers can have a positive impact in helping to determine the motivational levels of the staff members. As, those organizations that are able to reach out to the basic individual needs of their employees will be able to have greater amounts of productivity. This answers one of the research questions regarding the role that managers will play in determining the motivation of staff members.

Motivation

Another area that was carefully examined was employee motivation and the success of the organization. In the literature that was written by Sehkar (2006), the author talks about how corporations will often utilize a host of different tools to improve the underlying levels of motivation inside the firm. A few of the most notable include: creating a flexible management structure, policies / procedures, competitive salary / benefits and listening to the various concerns that staff members will have about what is taking place. This helps a company to be able to deal with possible challenges when they are small. At which point, they are able to prevent any kind of negative perceptions from taking on a life of their own. (Sehkar, 2006, pp. 131 -- 154)

The information from this source is useful, because it is illustrating how a number of different corporations will use various tools to influence the attitudes and ideas of their staff members. This is the point, that they will be able to make some kind change in these perceptions. As, they are directly addressing their: underlying concerns and how they are viewed by employees. Once this takes place, it means that there is transformation in the way that they are able to interact with them and influence the ideas have on the organization itself. As a result, this is showing how the most successful firms are using these tools as way to deal with any kind labor related issues early.

To build upon these ideas other sources were located that highlighted how motivation is a central component of their success. In the literature that was written by Farrell (2008), is discussing the impact that motivation is having on the success of the organization. As he found, that the most successful firms will utilize a number of different tools in being able to reach out to staff members. One of the most notable is: the employee / supervisor evaluation and the use of anonymous surveys. The employee / supervisor evaluation is a way of objectively understanding if there are any kind of problems between staff members and management. The basic idea is to have each other evaluate their performance and how they are effectively working together. This helps to prevent staff members from having negative perceptions of the firm. As, this tool gives them the power to address the underlying challenges they are dealing with in and the ability to voice their concerns about these issues. While, anonymous surveys will tell executives if they need to make changes to the policies, procedures or compensation packages to reflect shifts that are occurring in the marketplace. Over the course of time, this helps to address possible issues when they are small by creating policies that will satisfy managers and those who are working underneath them. (Farrell, 2008, pp. 318 -- 320)

The information from this source is useful, because it is specifically addressing possible issues while they are small. As, the combination of these tools is giving executives the ability to: understand what is on the minds of their employees and different ways of rectifying the problem. Once this occurs, it means that the company can prevent various divisions and animosity inside the workplace. As a result, this is directly answering the research question surrounding how the most successful firms will have a number of techniques of analyzing and understanding employee thoughts.

However, there are other areas that will have an effect on employee viewpoints. The article that was written by Dysvick (2008), talks about the effect that employee motivation is having based on the available amount of training opportunities and the possibility of career advancement. They determined that there was a direct correlation between the possibility of career advancement and the underlying levels of motivation. The reason why, this was such a major factor is because those staff members who had the opportunity to be able increase their income and responsibility were willing to go the extra mile for everyone. (Dysvick, 2008, pp. 138 -- 157)

The information from this source is useful, because it is highlighting how those individuals who have the chance for advancement are more enthusiastic about their jobs. Once this takes place, it means that there will be higher levels of productivity and an improvement their quality of work. As a result, this is directly discussing the research question of various tools that many organizations will utilize to achieve these different objectives. This is the point that they will be more effective in reaching out to staff members and encouraging them to go the extra mile.

To corroborate these finding there was a careful examination of employee needs. The article that was written by Lin (2007), discusses the impact of employee motivation on the firm itself. What he found is that when the basic physical and psychological needs of staff members have been met. They are willing to go the extra mile for supervisors. Where, he conducted a survey of 172 companies and found that those organizations that are able to achieve these different objectives will a dramatic increase in productivity. The most notable include: reciprocal benefits, knowledge, self-efficiency and enjoyment in helping others. Over the long-term, this allows an organization to be able to dramatically increase their overall bottom line results. (Line, 2007, pp. 135 -- 149)

The information from this source is useful, because it is illustrating how those firms that can address the basic and psychological needs of staff will see a dramatic increase in their productivity. As a result, this is addressing several of the different research questions including: the approaches that are being taken to achieve these objectives and how compensation can benefit them in the long-term. At which point, we can be able to help support other information that was uncovered on the subject and how it is changing motivational levels for the better. This is when they will be able to see a dramatic increase in their overall bottom line numbers.

Moreover, Grant (2008) discusses the impact that task significance had on the underlying levels of motivation at a firm. This was accomplished through a series of three different experiments that were conducted. The results were that this had a major impact upon how everyone was achieving their various goals. Evidence of this can be seen with the author saying, "In Experiment 1, fundraising callers who received a task significance intervention increased their levels of job performance relative to callers in 2 other conditions and to their own prior performance. In Experiment 2, task significance increased the job dedication and helping behavior of lifeguards, and these effects were mediated by increases in perceptions of social impact and social worth. In Experiment 3, conscientiousness and pro-social values moderated the effects of task significance on the performance of new fundraising callers. The results provide fresh insights into the effects, relational mechanisms, and boundary conditions of task significance, offering noteworthy implications for theory, research, and practice on job design, social information processing work motivation and performance." (Grant, 2008, pp. 108 -- 124) This is significant, because it is illustrating how the kind of work that the individual is involved in will have a direct impact on their underlying levels of motivation.

The information from this source is useful, because it is showing how the task that employees are involved in will directly affect the way that they are interacting with others inside the company. At the same time, this is highlighting how many organizations will use this tool as motivation for people to go the extra mile. Once this takes place, there will be a dramatic impact upon the underlying levels of enthusiasm inside the organization.

Management Styles

Another possible influence on employee viewpoints is the various management styles that are utilized. The article that was written by Bono (2007) is discussing how this is impacting employee motivation. What he determined is that the most effective approach is transitional leadership. This is when executives gave staff members, greater amounts of flexibility in performing their various tasks. The only stipulation was that they must complete the work in line with the specifications and by the assigned deadline. The reason why this approach was so successful is that employees felt as if they were a part of the team and the organization itself. However, during those instances when managers were taking more direct control over their activities. They found that there were major issues of motivation. As many individuals felt, that executives were trying to micro manage their activities to the smallest details. This lead to increased amounts of hostility directed towards supervisors. At which point, many staff members would form a common bond with each other creating: and us vs. them mentality. This is the point that productivity declined. (Bono, 2007, pp. 1357 -- 1367)

The information from this source is useful, because it is illustrating how managers are playing a direct role in determining how successful an organization will be in the future. As the approach that is taken by executives, will have a major impact on how effective they are able to interact with staff members. This is important, because it is addressing the research questions of how supervisors can affect the levels of motivation in the work environment and the impact of coworkers on new employees.

Co Workers

This section is focusing on the effect of coworkers on the individual. In the source that was written by Sims (2006), he discusses the impact that coworkers can have on the levels of motivation for new employees. What he found was that they were often influenced by the policies and procedures of the firm. This is because within the first 60 to 90 days, is when they are eager to make some kind of positive impression. Yet, underneath it all, these views can be shaped by the way managers are interacting with them and what other employees are telling them. This will affect their perceptions about how they contribute to the success of the company and if they should be looking out for their own self-interest. (Sims, 2006, pp. 200 -- 201)

The information from this source is useful, because it is illustrating how the coworkers of new employees and the way managers are interacting them will influence their levels of motivation. As a result, this is directly answering the research question / sub-question of the impact of managers on staff members and how other employees are influencing their views of the workplace.

Moreover, in the literature that was written by Jex (2008), he found the new employees were heavily influenced by the views of coworkers. The reason why, is because they can help them to understand how to conduct a number of ordinary tasks that may not be important individually. However, the combination of them can have an impact on their ability to do their jobs. Where, managers will provide them with basic instructions and guidelines for performing a wide variety of tasks. Yet, the process of completing these different objectives will often rely on the assistance of other staff members. The reason why, is because managers do not have the time to oversee every single activity that they are conducting. As a result, this will affect how they will look at their jobs and the different tasks they are involved in. This is due to the fact that many existing staff members will share their views and insights about different managers inside the firm. Over the course of time, this will shape how the employee is looking at management and their role inside the company itself. This is the point that this will impact the way they are interacting with other staff members on a regular basis. (Jex, 2008, pp. 59 -- 86)

The information from this source is useful, because it is showing how the coworkers of a new employee will affect their thoughts and ideas. Where, they are relying on them for assistance in helping to deal with small challenges during the course of a variety of different projects. This is the point that these individuals will influence the way the new employee is looking at the workplace and their role within it. As a result, this information is useful in helping to establish a foundation for comprehending the role that existing staff members are playing in the underlying levels of motivation inside the organization itself.

Supervisors

In addition to co-workers, supervisors will have an influence on the work environment. Bohlander (2009) found that new employees will often listen and follow the directives of their supervisors. Yet, at the same time they will also take more consideration in views of existing staff members. This is because these people have been at the firm the longest and they are telling them about many issues that they may not be fully aware of. Over the course of time, this will influence the thinking of the new individual and the way that they are interacting with everyone. As, these views and opinions will shape how the new employee is looking at their role within the company. This is the point that some kind of transformation can take place with them focused on using these different ideas as a way to understand the people that they are working with. Once this occurs, is when this will have a direct effect of the levels of motivation within staff members. (Bohlander, 2009, pp. 333 -- 346)

The information from this source is useful, because it is illustrating how the role that managers and coworkers can have on new employees. As, both will play an important part in: determining how they are looking at the company and their role within it. However, beyond these issues, it is clear the coworkers of the new staff member will help shape these views. The reason why, is because they play a major role in determining how they should be acting to fit in with the culture of work environment. As a result, this is directly answering the research question of the role that existing staff members are having on new employees. At the same time, it is highlighting the influence of executives and their role inside the organization.

Furthermore, the literature that was written by Beazley (2002), found that the performance of staff members will be directly tied to the way that they are interacting with managers. The reason why, is because this relationship will have an influence on the way various attitudes and opinions will affect their views. During those situations when new employees are coming to a firm, is the point that they will assume the same kinds of attitudes. This is because their coworkers will share various ideas and opinions with them about how they should be interacting. Over the course of time, these individuals will follow the practices that everyone else is engaging in. (Beazley, 2002, pp. 61 -- 75)

The information from this source is useful, because it is illustrating how managers and the way they are treating employees will have a direct impact on productivity levels. This is because their attitudes and ideas will shape how enthusiastically the staff members will be in conducting their duties. Once new employees join the organization, is when these ideas become a part of the way they are conducting their jobs. This is important, because it is illustrating how existing staff member can influence those new employees that are joining the company. At the same time, it showing the role that managers have in setting the tone and attitudes of staff members in the future. Over the course of time, this will have a dramatic impact on their profit margins and the levels of profitability.

Social Responsibility

Another area that corporations will focus on to increase employee motivation is through social responsibility. In the literature that was written by Rubenstein (2004) she discusses how many organizations will often become involved in social responsibility. This is when managers and staff members will work together in a variety of nonprofit activities that will benefit the community. The basic philosophy behind using this approach is to instill a sense of camaraderie between executives and employees. At the same time, there is an emphasis on helping to improve the image of the firm. This is a major strategy that a number of corporations will use to improve the levels of motivation inside the work environment. As everyone will have a sense of purpose by doing something that will benefit where they live and work. Once this occurs, it means that the number of sick days will increase and there will be lower amounts of turnover. (Rubenstein, 2004, pp. 53 -- 58)

The information from this source is useful, because it is illustrating how this approach is one way that a variety of firms will directly address the underlying levels of motivation inside the work environment. As, this can help to reduce the amounts of: animosity and division between managers along with staff members. While at the same time, this is helping to create a higher sense of purpose about the company and their role within in it. As a result, this is illustrating how both managers and employees can have an influence on the levels of motivation inside a corporation. As, it is also showing: a common tool that is used to help influence these views and the impact that they are having on a firm.

Employee Intimidation

In the piece of literature that was written by Werner (2008), he found that when an individual begins working somewhere they are often intimidated. This is because they are in a new environment and they are unfamiliar with the various policies / procedures that have been implemented. This can be challenging for this person, as it will take them months to become acquainted with the various policies and procedures. To help them adapt and understand what is happening, many staff members will work with them. The basic idea behind this approach is to ensure that they can adapt to the work environment and more quickly understand what is expected of them. Over the course of time, this means that employee perceptions and attitudes about them will have a dramatic impact upon how they are interacting within the organization. (Werner, 2008, pp. 247 -- 268)

The information from this source is useful, because it is illustrating other factors that can have an effect on how employees are interacting with the people they work with. As, new employees will often use the views of other staff members to: determine if they are adapting to the various policies and procedures that have been implemented. This is important, because it is showing the impact that coworkers can have on each other inside the work environment.

Moreover, the literature that was written by Aswagen (2008), talks about how firms will often use orientation as way to introduce new employees to their various policies and procedures. This is because they want to have an influence on shaping their initial perceptions of the organization. They will then take this one step further by having a human resources department work with staff members. The reason why, is because this can help to address any issues that someone may have about perceptions of the company or questions surrounding various benefits. Over the course of time, this will help to mitigate any kind of negative perceptions about the company by: having HR serve as a go between for managers and staff members. (Aswagen, 2008, pp. 220 -- 225)

The information from this source is useful, because it is illustrating how this is shaping the way the organization and their policies are perceived among staff members. Once this occurs, it will allow a firm to be able to effectively control these views the moment that someone begins working for the company. This will prevent any kind of negative attitudes from building and affecting other people who are working for them. As a result, this is highlighting how companies will use human resources as a tool increase employee motivation. At the same time, it is showing how they are using compensation and the role that executives are playing in dealing with these issues.

Communication

Another central component of the most successful firms is communication between managers and staff members. In the piece of literature that was written by Charanamnith (2006), the author discusses the impact that communication is having of employee motivation. Where, they find that the most effective managers are able to clearly discuss their vision with employees and help them to be able to understand what is taking place. The best organizations will use three different forms of communication to reach the various objectives to include: upward, downward and horizontal. As executives should be discussing their various ideas with them: in the form of verbal and written communication. At the same time, supervisors must exercise tremendous amounts of flexibility when reaching out to employees. The reason why, is because everyone has different ways that they will understand a host of ideas. Those individuals who are able to most effectively reach out to them will be able to achieve these different objectives. (Charanamnith, 2006, pp. 493 -501)

The information from this source is useful, because it is illustrating how managers will play a direct role in determining how enthusiastic employees are. This is also identifying the most successful approaches that companies are using to increase employee motivation. Over the course of time, this is having a direct impact on how successful they are in the future. As, this will translate into increased amounts of: productivity and higher profit margins.

Compensation

Compensation is playing an equally important part in determining the levels of motivation inside an organization. In the piece of literature that was written by Watkins (2010), he discusses the impact that compensation is having on staff members. What he determined was that the benefits and the quality of life are major factors that will decide if employees are willing to go the extra mile for a firm. The reason why, is because these two elements help to address the fundamentals that are important to most people. At the same time, staff members want to be treated with respect by their managers. This is because, they feel as if their ideas are important and will count in helping contribute to the success of the organization. Once this occurs, those organizations that are practicing these different ideas will be able to have a dramatic impact on how effectively they are reaching out to staff members. (Watkins, 2010, pp. 435 -- 458)