Finding ways to increase staff motivation will boost the work rate and productivity of your employees. Here are a few tips on how to motivate staff in the contact centre.
Motivation Motivation has different types of theories. Motivation is the main force of an organization to run Motivation by internal staff events essay operations; motivated workforce itself is a indicator of success in an organization.
Major things which leads to motivation of the organization as a whole to get superior and recognized intellectual assets was Tata steel Knowledge management scheme on its own.
Motivation is goal, goals fluctuate from personality to personality, goals can be linked with their interests, personal hobbies, or it might be linked with external factor such as monetary growth or recognition in an organization.
Goals are the main objective that an individual try to achieve through their work efforts. Motivation theories are basically designed to enlighten the behavior of an employee. There are number of theories which comes under Motivation classified according to their content and process of working.
Content and Process theories differs from each other, content theories focused on desires that motivates us hence process theories focuses on decision processes that cause the persons choice of goals. The goal can be related to anything it may be related to personal gains or may be external factors like money, although the process depends on goal.
In the case of Tata steel KM programmain aim of the company is to profuse the existing knowledge present in the organization, which was lying unused in the mind of employees within the organization.
To meet the terms main aim of improving the quality of knowledge and to persuade habit of browsing in employees so that they can make out the best results from knowledge which is stored in repository.
Main aim of introducing the KM index by Tata steel is to calculate the performance of the system and reward initiative taken by any employee. System of scorecard was introduced in which each employee of the company was expected to score as a minimum points on KM index, points are distributed according to tasks each task is entitled with different points.
Scoring system was not fixed it keeps changing time to time, main reason of introducing balance scorecard is to monitor performance of employees and their contribution and also rewards were given accordingly. Alderfer acknowledged three group of core needs: Existence needs relates to desire for physiological wellbeing; relatedness needs represents desire for satisfying interpersonal relationship and growth needs shows the desire of individual for continuous personal growth and development.
Hunt and Richard N. ERG theory is basically a concept which helps to understand, predict and explaining the satisfaction and desire properties of human needs.
Each of basic needs explained in ERG theory is a target for which work is done to obtain satisfaction. Kaplan and Ken K. It can be seen in terms of relatedness as well in terms of growth needs.
KM was directly focused in growth of the employees working in Tata steel because KM was all about knowledge and information and communities was also formed to practice and to attain expert knowledge so that quality of work can be improved in all 21 areas like maintenance, rolling, management, steel making etc.
Both the components help employees to gain knowledge, feel motivated and it also helps to enhance relations in the organization. Growth needs of employees are satisfied because they get chance to participate in different topics from different field, they read and research about them and also ask questions regarding the topic.
With all this there is also an overall growth which is very beneficial for the company by these contents employees get motivated and give their percent efforts towards organization. The other theory that can be seen in Tata steel case is Goal setting theory.
Goal setting theory is both a process theory and a motivational technique. This technique helps us to predict and explain the work behavior of employees so now it is labeled as theory. As observed in Tata steel case Goal setting theory is applied in very appropriate way as all the employees of company were provided with specific goal, all tasks are mentioned on KM index, that was a point based system and only achievement of all 3 division will lead to pointspoints was just the minimum.
Company keeps changing its scoring system time to time and formal award and recognition was introduced for best performance of teams, individual, communities; full process was monitored carefully so that the task can be more challenging.
Participation is compulsory for all the employees at their level as decided by company.
Participation helped the organization people to understand the goals in better way, and to see that goals are not unreasonable, and helps them to achieve goals[Lunenberg,]. In goal setting theory feedback is very essential and performance evaluation are also important factor of process; Tata steel used both the aspect in very effective way in their motivation process, there was regular feedback on individuals posting a KP as well as feedback on each employees performance, which motivate people to perform better.
InTata steel made 2 major changes to increase the effectiveness of KM, One of which was performance evaluation of employees was linked to KM and senior executives started the use of balance scorecard to maintain performance of employees which was example of very positive change that would help to make employees performance more effective and efficient.
Goal setting theory is applied in Tata steel case to fulfill four main assumption that is challenging goal, specific challenging goals, and feedback, employee participation. At last Tata steel successfully achieve their goal by using Goal setting theory and that also led to use of existing knowledge and create new knowledge very effectively.Motivation by Internal Staff Events Words | 10 Pages.
start to reduce their budget for motivating their staff (Quarterly, , p2). However, some other companies try to use other ways to motivate their staff in order to develop their talent and make profits (Quarterly, , p2).
Jul 06, · We found, unsurprisingly, that the stronger their internal reasons were to attend West Point, the more likely cadets were to . Conversations about self-determination theory typically involve four kinds of motivation: intrinsic, extrinsic (reward or consequence based), introjected (a kind of negative, internal motivation related .
Motivation is that internal drive that causes an individual to decide to take action. An individual's motivation is influenced by biological, intellectual, social, and emotional factors. As such, motivation is a complex force that can also be influenced by external factors.
Motivating Students. Print Version Intrinsic Motivation Extrinsic Motivation Effects of Motivation on Learning Styles A Model of Intrinsic Motivation Strategies for Motivating Students Showing Students the Appeal of a Subject Intrinsic Motivation Intrinsic motivators include fascination with the subject, a sense of its relevance to life and the .
Motivation has been defined as the psychological process that gives behaviour purpose and direction (Kreitner, ); an internal drive to satisfy an unsatisfied need (Higgins, ); and the will to achieve (Bedeian, ).
In psychology, motivation refers to the initiation, direction, intensity.