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Production Management
How can employees be motivated to excel at a position that might not, at first glance, inspire their creativity and best work? Granted, answering incoming telephone calls and taking orders for an entire shift might get a little boring. But employees can be inspired by other factors besides the "excitement" of their position. Creating an environment where employees feel responsible for their performance, rewarded based on that performances, and recognized for good work is key to increasing productivity in positions where the work alone might not do so.
However, finding a good method to create this environment can be more difficult than it first appears. Simply handing out cash bonuses for performance doesn't do it: a study by Worthlin Worldwite determined that although 17% of employees received a cash bonus at the end of 1999, but 32% of them didn't think it had improved their performance (Alonzo 1). But if employees say cash is what they want, how can an employer like Calls-R-Us provide incentives that promote employee retention and productivity?
Benefits that reduce an employee's financial burden, like insurance subsidies, parental leave, childcare assistance or on-site childcare, and elder care assistance all help create an atmosphere where employees feel important to the company (Schmidt 297). Some of the above options (especially on-site daycare) can be provided at a minimal cost to Calls-R-Us.
Another method of increasing employee satisfaction (and in turn, productivity and retention) is to give employees more autonomy-in the form of flexible schedules or a compressed workweek (Schmidt 299). Allowing employees to select their own schedules-if even by half an hour each shift-gives them more flexibility in their personal lives, increases their job satisfaction, and in turn, makes them more likely to stay and perform better.
These options (direct benefits and flexible schedules) will quickly translate into higher levels of employee satisfaction at Calls-R-Us, meaning that employees will be more likely to remain in their current positions. This stability will increase productivity and, soon after, profits.
Works Cited
Alonzo, Vincent (2000). "Throwing Money Away," Incentives 174(8), 8-8.
Schmidt, Diane E. And Duenas, Gilbert (2002). "Incentives to Encourage Worker-Friendly Organization," Public Personnel Management, 31(3), 293-309.
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