Organizational Behavior and Motivation

Motivation Within My Organization My organization attempts to motivate employees in a manner which focuses on the inherent desires and needs of the members of staff. For example, at our company we try to consistently figure out what it is out employees want out of life and out of their jobs and we thus try and make their experience more rewarding.

However, before we even begin that endeavor, we make a strong allegiance to offering our employees exactly what they need from a job: we offer them a good salary along with a competitive benefits package. In that regard, we make sure that the basic needs of all our employees are covered. This gives us a balanced and sound foundation to start from. From that jumping-off point, we then ask employees about all the other ways in which they would find this job rewarding.

We acquire this information in two ways: through an interview that is conducted in a casual, one-on-one manner, and through a survey, where employees can answer anonymously. In this regard, members of staff are able to feel as though their voices are being heard and as if their needs are being more properly met. This way of gaining employee feedback is tremendously valuable.

For instance, some employees are just interested in having more creative input and being able to feel as though they can help steer the company in the direction they would be happier in seeing it going. These employees are better motivated in ways where they can make leading or key creative decisions: these employees like to feel like their input is really helping to change where the company is headed and as though their contributions matter.

On the other hand, this information gathering process also can reveal that other employees just like to feel as though there is an opportunity for them to make more money. These are the employees who want to feel as though any additional efforts they make will in fact be well rewarded. Thus, offering up bonuses or additional sales incentives are solid and reliable means for getting these employees to work harder.

These are the members of staff that always find the most important reward to be a fiscal one, and will always put in a level of extra effort if they feel there is a monetary benefit involved within it. Gaining feedback from surveys and through the interview process has been able to help us realize that important distinction between our employees. Another manner in which our organization tries to motivate our employees is by sculpting their perceptions.

We want all of our employees to feel as though they are crucial members of the team. In this manner they need to be treated like crucial members of the team. Thus, all managers are consistently reaching out to staff members and talking about how essential they are to the organization, while discussing with the employee what sort of changes he or she.