Performance Workplace Motivation and Ways to Foster

¶ … Performance

Workplace motivation and ways to foster individual performance are important topics in the field of business leadership. While individual and organizational workplace motivation and performance measures vary from business to business, a review of the academic literature suggests there are some best practices associated with increasing productivity in the work environment. This paper will review important guidelines associated with increasing workplace motivation for both individuals and organizations, and will provide a personal perspective concerning positive workplace experiences.

The success of businesses depends largely on employee motivation to succeed and contribute to business objectives. Wolverton, Gmelch, Montez, and Nies (2001) suggest that leadership is the primary characteristic that allows organizations and employees to progress. The ability of managers to not just manage employee's, but to do so with positive and supportive methods are important organizational goals; effective managers can facilitate enhanced workplace satisfaction recognizing that happy workers tend to accomplish more in the workplace. Howes (2010) writes that one of the fundamental goals sought by effective managers to achieve increased workplace satisfaction, and consequent increased productivity, is goal setting. By aligning workplace goals with individual goals, workplace missions are bolstered and employee satisfaction can be increased. Bensimon, Neumann, and Birnbaum (1989) write that transformational leadership involves a power and influence theory that allows organizational leaders to act in accordance with both organizational mandates and employee needs. Hence, transformational leaders are able to inspire, to motivate, and encourage workplace collaboration and foster collective goals. Bensimon et al. (1989, pg. 10) write that transformational leadership tends to not only meet the needs of employees but also "engages followers in such a way as to raise them to new levels of morality and motivation."

My workplace organization tends to discredit employee contributions and stifle creative approaches to problem solving efforts. My organization could easily enhance individual motivation and performance by soliciting for collective problem-solving strategies among the rank and file; there seems to be a complete lack of appreciation for new and creative ways to approach old and recurring problems, including time management and efficient and productive weekly meetings. Most of the decisions seem to be "top down" and do not provide for the unique perspectives of employees. I believe that by simply allowing employees to contribute to organizational goals and asking for individual thoughts and feelings in the organization, management could easily demonstrate the value of employees. Recently, during yet another weekly meeting, I was asked to help implement a new program designed to assist students to achieve better results in math and language acquisition skills. Essentially, the program I was asked to implement was based on a computer-based simulation (game) that has shown some impressive results over the past few years in other districts. While the incorporation of this computer-based educational program is only in the formative stages, I felt particularly valued having been asked to oversee the program's implementation in our classes. However, these moments are too far apart and so rarely occur that most employees I work with are simply resigned to following orders and maintaining status quo. If only my organization would allow for the free expression of ideas and thoughts among it's workers, I believe employee satisfaction would increase and student based outcomes would be significantly enhanced.