Organizational leadership has changed from the past, where the administration was stern to ensure employee performance and decisions were solely made by executive officials. Since the top officials do not understand the plight of those working on the ground, the conventional method of organizational management focuses on increasing the productivity of employees by following stringent rules and regulations. Implementing a strict corporate culture may increase organizational performance, but its effects are short-lived. The conventional method of organizational leadership is not recommended because it increases employee turnover.
Therefore, as much as employees strive to deliver their best performance, they are likely to prefer another organization if they get an opportunity. Motivating employees is the best way to ensure that they remain productive in the long run. Employee motivation can only be achieved by engaging with employees and involving them in decision-making. It ensures that employees feel that they are part and parcel of an organization and their contribution is valuable.
A Brief Analysis of My Employing Organization
The organization where I work is an excellent example that illustrates the faults within the conventional leadership style. The executive officials in our organization are hardly seen within our company’s vicinity except when there are board meetings in session. Even when on the company’s premises, these officials tend to communicate among themselves. There are some executive officials who greet the lower-level officials, but none of them discusses office matters. Therefore, major decisions are often made by organizational leaders, and middle-level managers are used as messengers to convey needed information to us.
We receive strict rules and regulations that are aimed at improving the quality of work that we deliver on several fronts. Unfortunately, we are now so used to passively receiving updates from middle-level management that most of us do not feel as part of our organization. Most of us feel that we are only mere tools used to generate revenue for our organization. I am certain that many employees in our company would prefer a more inclusive working environment than what our employment organization offers.
Employee Motivation: Solution to Current Organizational Intricacies
Motivated employees display high employee loyalty because they dedicate their time and energy until they execute the responsibilities that have been handed to them. Moreover, motivated employees are easy to retain because they value their relationship with their organizations. Therefore, motivated employees tend to be loyal even during times when organizations are facing tough circumstances. Organizations that have loyal employees tend to remain resilient during challenging moments.
Motivated employees have a high level of job satisfaction because they enjoy the mission and vision of their organizations.
Motivated employees also display a high level of employee efficiency because they look for innovative ways to improve the quality of service that they deliver. Moreover, these employers enjoy learning, which contributes to continuous employee development. Such employees become more competent and are able to offer more value to their organizations. Therefore, our organization would benefit immensely by implementing this.
The 4-drive theory that discusses employee motivation suggests that there are four factors that affect employee motivation. The management within our organization would be required to revise each of these four factors to implement employee motivation. The first factor is to make achievements and acquisitions while working for a particular company. It involves the type of reward system used by an organization. The second factor is to bond and belongs to a particular company. Employees are motivated when they feel that their organization values and appreciates their contribution.
The third factor involves feeling challenged and learning from intricate situations at work. The fourth factor is when employees feel connected to their organizations. Employees feel a better connection if their employing organizations have a good reputation in the marketplace. Motivated employees are productive because they perform to the best of their ability and are loyal to their organizations. Therefore, employee motivation is the optimal way to attract talented professionals and retain them.
Opportunities to Improve Employee Motivation: Situational Leadership
Situational leadership is a contemporary leadership style that tries to involve all officials in the decision-making process. Previously, positional power was enough to enforce productivity among employees, but it is no longer the case now. The organization I work for is proof of this. Employers and executive officials are now supposed to make sure that all employees feel part and parcel of the organization. However, employees gain morale to deliver better performance when they feel satisfied with their work.
Situational leadership engages the opinions of employees, making them contribute more value to the organization. Involving employees in decision making is rewarding because it makes employees feel that they can help enforce significant changes to their organization. Moreover, subordinate employees deal with sensitive operations on the ground. It gives them a chance to shed insightful ideas on implementing more efficiently by simplifying repetitive processes.
Situational leadership allows employees to be part of decisions that affect them; these decisions could even involve the liberty to decide on the optimal reward systems based on personal tastes and preferences. Moreover, it enables employees to contribute to the decision-making process that affects the operation of businesses. Engaging in decision-making exposes an employee to challenging situations, which also presents a learning opportunity. Moreover, situational leadership indulges the opinions of employees hence making them feel like part and parcel of the organization; hence it increases employee commitment.
Employee motivation is imperative for organizations to achieve because it cultivates an enabling environment for employees to perform to the best of their ability. Employees that feel motivated to work for a particular organization display resilience and loyalty to an organization when it faces challenging circumstances. Moreover, such employees do not wait to be pushed to handle mundane activities because they recognize that the success of their organization is their responsibility.
Opportunities to Improve Employee Motivation: Organizational
Organizational learning would be a good way to motivate my colleagues to dedicate more effort toward the success of our organization. It entails three processes, which include creation, retention and transference of knowledge within a company. Excellent organizational learning uniquely allows the employees of a company to learn and improve their skills while still delivering required services to their employing organization. It enables the management of business enterprises to improve the professional capabilities of their employees. Therefore, organizational learning helps to ensure that companies are able to improve in quality as time passes.
Organizational learning is a motivational factor because it improves the relationship between employees and management. It motivates employees to prove their competence based on the level of efficacy that they apply to resolve difficult circumstances that afflict organizations. Organizational learning also increases the work environment within organizations because it improves an organization’s level of productivity, efficiency, and reliability.
Opportunities to Improve Employee Motivation: Team Building Exercise
Our organization has a poor level of employee motivation, which results from the tendency for some officials to exclude themselves from the rest. Executive officials are supposed to improve their relationships with lower-level employees. Team building exercises would help to improve the overall relationship between lower-level, mid-level and executive employees. An improvement in communication dynamics will make it easier to implement other positive changes within our organization. Moreover, lower-level employees be motivated because they will feel that our organization recognizes and values their presence.
Team building will train people to cultivate concern for each other by displaying values like altruism, sportsmanship, and courtesy. Altruism is the tendency for colleagues to help each other at work without expecting to be rewarded. Sportsmanship is illustrated when an organization’s officials practice restrain and refrain from complaining when things do not happen as planned. Courtesy is expressed when colleagues are considerate and respectful towards each other. These values will help improve our organization’s overall work environment, positively impacting their motivation as well.
Role of Human Resources in Implementing Organizational Changes
The human resource department plays a crucial role in organizational management. It ensures that employees maximize productivity and are able to deliver requisite services without any intricacies. Human resource also helps to deal with any complications that emerge within the workplace. This particular department holds the official capacity and jurisdiction necessary to cultivate motivation among employees in our organization through a myriad of ways.
One of the most prevalent roles played by human resources is determining the optimal type of leadership that an organization is supposed to embrace. Human resource achieves an organization’s leadership by training management officials on how they can improve their leadership skills. The human resource department can therefore train managers to embrace situational leadership, which is necessary to motivate employees (Muscalu & Ciocan, 2016).
Moreover, this department also has the ability to increase the level of motivation in our organization’s employees by improving our work environment. It is able to accomplish this by implementing adjusting leadership structures, offering generous reward systems and enforcing an amicable work environment.
Buchanan, D. A., & Huczynski, A. A. (2019). Organizational behavior. Pearson UK.
Muscalu, E., & Ciocan, F. (2016). Attracting and motivating employees during changes in the organization. The role of the human resources department. Journal of Defense Resources Management, 7(2), 153.
Stelmaszczyk, M. (2016). Relationship between individual and organizational learning: Mediating role of team learning. Journal of Economics & Management, 26, 107-127.