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Title: Small Business/News and Media - Understanding Employee Drives and Motivations A practical article advocating a human approach in people management. The page has links to other articles written by the same Consultant on people management, employee motivation, customer service,
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Understanding Employee Drives and Motivations: The First Step towards Motivation at Work. Claire Belilos explains how to motivate employeesEmployee Motivation Home Emergency Management, Safety & Security How-to's on people management, employee training and customer service, scroll down for links to articlesand our inspiring Easytraining Insights Digital Newsletter Read highlights of Easytraining News Subscribe to Easytraining News List yourself for advices on the re-opening of our discussion forms List yourself here to be advised about our Employee Motivation practical guide book Personal Profile Services Quick Assistance Read terms and conditions Content for reading only. NOT to be "copied & pasted", republished, uploaded,broadcast, shared with file sharing, or used commercially by others, e.g. to conduct or sell training without a licensing agreement. Safety & Security in the Workplace Resume Upgrade What Do Consultants Do? Defining Service Seeing Things from the Customer's Perspective Job Descriptions: Dead Wood or Living Tools? The Learning Organization Demystifying Training Design New Employee Orientation Understanding Employee Drives and Motivations Beyond Training: Training and Development Cross-Training as a Motivator How can I motivate my Employees? Think Strawberries A lesson in creative management, employee training and sales! "IF" by Rudyard Kipling, wise words of advice Networking on the Net Your Electronic Signature As a Marketing Tool Marketing Your Business on the Web Achieving Goals Through Training and Development Energize Your Team Domain Names for Sale for: Trainers, Consultants, Hospitality Professionals Books on Management, Consulting, Business, and other Subjects   Understanding Employee Drives and Motivations - The First Step Towards Motivation at Work Copyright © 1997 Claire Belilos CHIC Hospitality Consulting Services http://www.easytraining.com/motivation.htm Terms: For reading only. Not to be sold, reprinted,re-written, distributed, re-broadcast, uploaded, or used to conduct training by others without written agreement Soon to be completed and published: A practical step-by-step guide on the subject for managers, supervisors, trainers, and human resources directors. List yourself here to be advised when the book will be ready for sale. However large or small a company or business is, it is employees at all levels that can make or break it. This holds true not only for the people we hire on a regular basis, but also for temporary and contracted workers. It is as important to research and study the needs, drives, and expectations of people we hire or employ, and aim at responding to and satisfying those, as it is with regard to customers. In actual fact, considering the role each "employee" plays in a company's success, analyzing and planning an adequate response to employees' motivations deserves first place in the order of business. Before going any further, let us shift our approach from grouping people under the generic category of "employee" to individual human beings and term them as "hired workers" or "working partners". This is what they are. We must acknowledge them as human beings with individual needs, drives, characteristics, personalities, and acknowledge their contribution to the business success. Though each person has specific needs, drives, aspirations, and capabilities, at varying degrees of intensity, people's basic needs are the same, as illustrated by Abraham Maslow in the following model: Self-Actualization Ego Social Needs Safety Needs Physiological Needs MASLOW'S HIERARCHY OF NEEDS Maslow explains the Hierarchy of Needs as applied to workers roughly as follows: Physiological Needs basic physical needs: the ability to acquire food, shelter, clothing and other basics to survive Safety Needs a safe and non-threatening work environment, job security, safe equipment and installations Social Needs contact and friendship with fellow-workers, social activities and opportunities Ego recognition, acknowledgment, rewards Self-Actualization realizing one's dreams and potential, reaching the heights of one's gifts and talents. It is only when these needs are met that workers are morally, emotionally, and even physically ready to satisfy the needs of the employer and the customers. Worker motivation must also be viewed from two perspectives: Inner drives Outer (external) motivators. A person's inner drives push and propel him/her towards an employer, a particular job, career, line of study, or other activity (such as travel or recreation). It is these drives that Maslow delineates in his hierarchy of needs, and which we must understand and internalize, use as guidelines in our efforts to help employees feel motivated. The outer (external) motivators are the mirror image the employer or outside world offers in response to the inner drives. In order to attract the "cream of the crop" of available workers, same as in his/her dealings with customers, the employer not only tries to satisfy these basic needs, but to exceed them - taking into consideration additional extraordinary needs individual workers have. Most workers need to: Earn wages that will enable them to pay for basic necessities and additional luxuries such as the purchase of a home, or travel Save for and enjoy old age security benefits Have medical and other insurance coverage Acquire friends at work Win recognition Be acknowledged and rewarded for special efforts and contributions Be able to advance in life and career-wise Have opportunities for self-development Improve their skills, knowledge, and know-how Demonstrate and use special gifts and abilities Realize their ideal(s). The employer responds to those needs by offering and providing: Employment Adequate pay Assistance to workers for their special needs (such as child care arrangements, transportation, flexible work schedules) Job security (to the degree possible) Clear company policies Clear and organized work procedures A stable, just and fair work environment A safe work environment Medical coverage and other benefits An atmosphere of teamwork and cooperation Social activities Reward and recognition programs Incentive programs Open lines of communication (formal and informal) Systematic feedback Training and development programs Opportunities for promotion Company/ business information Information on customer feedback Sharing of company goals and objectives Information on the market situation and industry Future expectations Plans for the future Guidance and mentoring. It is important that the employer discover other extraordinary needs applicants have before hiring them and know beforehand whether he/she can satisfy those needs or not. An employee may have: Family responsibilities and be unable to work shifts, overtime, or weekends Heavy financial responsibilities which he/she can meet only by working at two jobs, leading to exhaustion, "sick leave", and deficient work performance A desperate financial need for additional overtime and weekend remuneration Premature expectations of swift promotions. Some other needs the employer can expect, for which company policies should be planned accordingly: If the company is in a remote location, all employees will have a need for more social activities Many single people look for dates and spouses at work Some women may not be ready to work late shifts unless the employer provides transportation back home Some workers may have a problem with drug or alcohol abuse. In addition to needs and drives, adult workers have expectations from their employer - they expect: A knowledgeable, experienced, expert employer Clear and fair policies, procedures, and employment practices Business integrity Clear job descriptions Two-way communications Effective management and supervision Positive discipline Good company repute Good customer relations Company survival Opportunities for personal growth Company growth A share in the company's success. Business owners and managers are under constant scrutiny by the people they hire. Adult workers care beyond the salary - they care to know to whom they entrust their fate, reputation, and security. They consider their work as a major factor that shapes their lives and the lives of those dear to them. Hence the scrutiny. Once they feel confident that the employer and their place of work is what they wished for and expected, they are ready to contribute above and beyond "the call of duty". Most of these needs, expectations and aspirations are unexpressed - it is up to the employer to develop a good system of company communications, employee relations, training and development that will lead to an environment of openness, cooperation, teamwork, and motivation that will benefit all the parties involved. Thank you for visiting. We hope you will find value in the free online information provided in our "how to" articles. Copyright © 1997 Claire Belilos - All Rights Reserved This article is not to be sold or distributed in any form or manner without the author's written permission Further articles on employee motivation at http://www.easytraining.com: How Can I Motivate My Employees? - The Eternal Question Beyond Training: Focusing on the Human Factor Cross-Training as a Motivational and Problem-Solving Technique Conducting Effective Employee Orientations Managers and Supervisors Expected to Create a Motivated Team and the famous article by the late Mr. James Lavenson, Hotelier, Think Strawberries List yourself at http://www.easytraining.com/motivationbooklist.htm to be advised when our book on employee motivation will be ready. We welcome expressions of interest from organizations and publishers wishing to sponsor the writing of this book. Subscribe to our free monthly Easytraining News at http://www.easytraining.com/easynews.htm Read our Terms and Conditions Claire Belilos, CHIC Hospitality Consulting Services, Home page: http://www.easytraining.com specializes in Hospitality, human resources strategies, organizational training and development, Customer Service and problem-solving. Workshops offered: "Quality Service" and "The Design and Delivery of Training". Evaluations, policies, manuals, job, and training tools are customized to fit the specific needs of an organization. List yourself to be advised of forthcoming management discussion forums, http://www.easytraining.com/csforumlisting.htm Read excerpts from the Easytraining Insights Digital Newsletter http://www.easytraining.com/insights.htm Home Page: http://www.easytraining.com CHIC Hospitality Consulting Services #2007-1011 Beach Avenue, Vancouver, B.C. V6E 1T8, Canada Tel: (604) 685-8449/ 687-8442 PST Contact through http://www.easytraining.com/contact.htm |
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A | practical | article | advocating | a | human | approach | in | people | management. | | The | page | | has | links | to | other | articles | written | by | the | same | Consultant | on | people | management, | employee | motivation, | customer | service, |
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http://www.easytraining.com/motivation.htm
Understanding Employee Drives and Motivations 2008 September
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A practical article advocating a human approach in people management. The page has links to other articles written by the same Consultant on people management, employee motivation, customer service,
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