Organizational Behavior and People Management Motivating Long-Term

Organizational Behavior and People Management

Motivating long-term company employees

Competitive remuneration cannot be used in isolation to motivate employees of a company that is focusing on its long time future. Money, an extrinsic motivation, is believed to extinguish intrinsic motivation like achievement motivation. However, money can be used as an indicator of success for various motives. To make long time company employees develop interest in the company's long-term future, some elements of innovation have to be integrated. As the CEO of the company I would initiate college scholarship schemes for veteran employees who may be having interest in furthering their education to be at par with the company's technological advances. College scholarship programs can also be extended to these employees' grandchildren because many grandparents still help with college bills. Long-term employees can also be given the first choice in vacation and shift-schedule request (Sixel, 2011).

I would also provide special parking places for employees with seniority and increase the amount of company-paid health insurance subsidies based on years of service. I would also provide gift cards for veteran employees who do their jobs extremely well. However, all these will be targeted to each specific employee like for example veteran employees who have readership culture would be bought gift cards for bookstores. Those in travel would be bought gift cards from a hotel chain. By doing this I would be recognizing their service and thanking them for what they have done. As a matter of fact, I would initiate incentive programs to deter my long-term employees from walking out of the door (Sixel, 2011). By doing this I would ensure that the skills and the long-term relationship that they had established with the company clients don't just disappear. Long serving employees eying retirement can also be offered ultimate flexible arrangement where they are given a summer off when their grandchildren are out of school. They can also be allowed to stay home in the month of December on condition that they work the rest of the year.

Team building

For this company to realize its objectives new hires with expertise in new technologies have to be fully integrated into the company. They have to work collectively with the rest of the team members who have worked with the company for some period of time and are probably not exposed to the new technologies. New employees will subsequently take the shortest period of time to become fully productive while also helping the veterans become abreast with the new technologies. I will ensure that the new hires are properly oriented so that they get to know the company's organizational culture and its history (Rummler, 2007).

I will ensure that the new hires are formally introduced to their new work team, peers, and superiors who they need to know to effectively perform their duties. With the use of strategic onboarding I will ensure that new employees are fully accepted into the workforce by their peers and others. It makes employees to become quickly accultured and impactful to the company as well as providing experience for new employees. Strategic onboarding increases employee retention, internal communications as well as improving employee engagement. Once new hires become fully integrated, the interaction between them and the veterans will ensure that the veterans adopt new technological know how hence helping the company realize its strategic goals (Rummler, 2007).

Attracting and retaining new hires

Today's business environment requires that companies provide flexible and challenging work environment. Outstanding employees have to be recognized and rewarded. In as much as companies would wish that their employees share the risks, employees should also be allowed to share the rewards. Far from the popular belief by business owners that money is the key issue when it comes to motivation, employees instead look for challenges, recognition, and empowerment in their work environments (Steel & Konig, 2006).

To attract and retain new hires, I will first of all recognize money cannot be used in isolation to attract and retain new employees because high performing employees look for something more than just high salary. I will ensure that the employees' compensation plan includes a total package of rewards, recognition, and environment. I will ensure that new hires are entitled to benefits, flexible time, and training. I will also ensure that the new hires are given bonuses, incentives, challenges, and opportunities. My employee compensation plan will have long and short-term compensation components. I will provide additional opportunities for learning and skill development. I will encourage my staff to go for additional professional courses. Additional training will provide more flexibility through higher skilled workforce (Oak, 2003). I will encourage my new hires to undergo Microsoft software training, attend business skill seminars, and take part in team building sessions. Under my leadership the company will evaluate realistic ways of ensuring that there is flexibility on the job and balance in life of the employees.

Flexible working hours is an incentive to attracting and retaining employees. I will also ensure that I recognize outstanding performances by giving non-cash recognition awards. These can be low cost or high impact element of the total compensation package. Employees to be given these recognition awards will be nominated by the customers or their peers. However, attention will be paid to the types of awards that make sense to the employees. Some of the awards will be provision of a day off with pay, provision of tickets to sport, music, or a cultural event, thanking our employees in the newspapers, donating on an employee's name to a charity organization, and paying for the winner's house to be cleaned (Oak, 2003). Our company will also engage in profit sharing, stock appreciation rights, deferred compensation, split-dollar life policies, and stock equity.