Motivations in the Company

Motivations in Company To maximize productivity and employee job satisfaction, the heads of companies must provide some kind of monetary motivation for their employees. Often this motivation takes the form of such things as gift certificates, free food, stock shares, and cash bonuses. To ascertain the specific ways the company our group is investigating rewards and motivates its employees, I interviewed Jeremi Karnell, the CMO and founding partner; and Michael Donnelly, the Head of HR.

Both men indicated the importance of monetary motivation for their employees and outline the specific ways their company provides it. They also offered their personal philosophy regarding employee monetary motivation. I concluded that for the company in question, financial rewards can effectively motivate employees and helps to create company loyalty and a sense of community within the corporation. Jeremi Karnell, the CMO and founding partner, informed me that the company as a horizontal structure with 40-45 people.

Karnell spoke heavily about company culture, which evolves naturally through the daily interaction among employees. Especially in a company with a diverse body of employees, company culture can fuel motivation. Even when considered in the absence of any monetary rewards, corporate culture motivates through camaraderie and cooperation. The interaction between employees can in itself be a motivating factor that helps employees to maintain a positive attitude while working. A friendly social environment in the workplace increases productivity through positive incentives and motivation.

Karnell added that corporate cultures develop on their own, whether company leaders want it to or not. Therefore, it is important for managers to work with the unique culture in their company and use it to their advantage. Managers are responsible for influencing and guiding this culture, too. If they fail to impact their employees, the culture could develop in a counterproductive way. Corporate culture enables employees to earn positions of responsibility and leadership, which can directly motivate them on the job.

Specific ways that company culture develops is through social events. Food and drinks can help foster a sense of community. Social events encourage friendly inter-office politics, which can lead to a more productive working environment. Furthermore, these social events and small parties provide a welcome relief from the pressures of the job. This naturally helps employees rest and prepare for the next phase of their work. Overworking employees without offering them a social outlet is unproductive office policy. Another means to motivate employees is through leeway with mistakes.

As long as employees learn from their mistakes, it is alright for them to work unsupervised at times. If an employee asks for positions of greater responsibility, then it is important to give it to them so that they feel motivated as a valuable part of the team. Monetary compensation is important in offering incentive to employees. Karnell advocates the use of award and trophy programs, trips, gift certificates, food, and financial bonuses.

According to Karnell, who has been doing his job for seven years, in order to stimulate productivity, it is not only necessary to provide concrete monetary benefits but to also offer significant social opportunities. Karnell takes a decisive, proactive approach to company politics and his main goal is to create better quality work. I also interviewed Mike Donnelly, the head of human resources. His position enables him to have direct contact with many of the company's employees, as he hears many of their complaints and praises.

Donnelly stated that leadership opportunities are essential for motivating employees, but that positions of leadership should not be based on one's level within the company but on desire. Donnelly reminded me that each employee is directly involved in the success of the corporation: stock shares are part of the company benefit package. Stock shares directly involve each employee with the daily workings of the company so that they feel that their work can cause the success or failure of the group as a whole.

The company offers an anonymous online survey so that employees can safely voice their concerns; this gives people a sense of control over their job. Frequent hall meetings have recently been organized to stimulate communication between management and staff. These meetings remain private and confidential and only involve a small group of people. The only time employees complain about the meetings, according to Donnelly, is when they were cancelled. Therefore, these meetings are a beneficial way to stimulate a positive working atmosphere.

Two and three-year anniversaries with the company are celebrated; they increase company loyalty and are one of the monetary and social rewards the company offers its workers. However,.