A workplace has a variety of people with all different forms of personality traits. Each individual employee has a reason for working, producing results and internal drive to get up and go to work. Recognizing and respecting each individual's uniqueness and competencies is the role of each direct-line supervisor. Creating a challenging and rewarding workplace environment that motivates employees to focus on work priorities is a key point great business leaders need to reach for. The catalyst is capturing the power of employee motivation and discovering its strength to contribute to the success of an organization's workplace.
There are many methods and variations of motivational techniques to get the employee to self-motivate. Two of the most common techniques professionals cite as the biggest contributors to success or failure are: monetary and non-monetary. Monetary-laden incentives that require you to meet goals tied to an achievement level, creates deceit and defiance in the workplace.
Hewitt Associates, a leading human resources firm, found that "83 percent of organizations believe their pay-for-performance programs are only somewhat successful or not successful at accomplishing their goals, which include: improving financial performance (79 percent), retaining top performers (69 percent) and increasing customer service (59 percent)" (Kros & Micucci, 2004).
Traditionally money is not one of the top five reasons employees meet work priorities and customer needs. Ironically the greatest weakness of money-laden incentives is its greatest reward: money. This type of motivation is external or being pushed by an outside source or reward which is known as extrinsic motivation. It is recognized that extrinsic motivation has its need in the workplace and most of the common population is not rich and the need for money is a major motivator. This type of motivation technique does not support teamwork within the workplace.
Research indicates that employees with...