This paper is to examine the different methods of motivational strategies and how they affect productivity in the workplace. A manager should be aware of different techniques which can be used in order to reward employees for a job well done. It is crucial for businesses to analyze these different methods and implement ones that work best for them. There are extrinsic and intrinsic rewards, positive and negative motivators, and methods for individual and team or group rewards.
Several years ago, I worked for a very large company that utilized the different motivational strategies in place to increase productivity. It was a line of work where cross-selling was a main focus. One of the motivations used was the reward method and this included both monetarily and award basis. Another method used was to train employees in leadership and management programs, to help them to achieve success in the workplace. They also built inter-departmental teams to assist employees to better understand the various areas of the company and how each department was inter-related to each other.
The company focused on group or team rewards and found that this was the most efficient alternative. However, other employers have determined that group rewards create hostility between higher and lower producers within the group because all members of the group receive the same rewards, regardless of performance levels. It has been said that reward programs based on individual performance has the highest probability of job satisfaction and productivity.
Offering bonuses to each employee is one example of monetary reward. Bonuses had a certain criteria that needed to be met such as profitability, products sold, building of client base. The criteria levels help encourage employees to perform a little more aggressively to meet these quotas, goals put into place or finding a way to save...