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Thursday, 01 March 2012 08:42

Organizational Motivation Techniques Featured

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Organizational Motivation Techniques


Motivation can be defined as the effort that employees put to their work and responsibilities so as to achieve the company’s goals and objectives. The willingness to achieve set goals determines the motivation level of the employees. Managers should be keen to ensure that their employees work in appropriate environments that will favor their productivity and the desire to see the company/organization prosper. Motivation varies from one individual to another and it is the responsibility of the management to ensure that all its employees are motivated to exert more effort in their work. Understanding the needs of the employees and determining the best methods to satisfy these needs is the starting pointing to enhancing the motivation of the employees.

If the employees fell that they are deprived off their needs, they eventually become unsatisfied with the jobs and begin to search for better opportunities elsewhere. This subsequently means that their motivation to work with the organization has declined. The management should therefore be in a position to apply several motivational methods within their organization to ensure that the employee willingly put more effort to see the success and the productivity of the organization soar.


In the increasingly changing and competitive world it has become a necessity for employers to focus on employee motivation. No organization, big or small desires to have employees will low motivation levels. They will be less creative, productive and innovative which will in turn mean that the organization is going to be adversely affected as the organization may experience less revenues and decreased competitiveness if the employees persist to be lowly motivated (Lombardi, & Schermerhorn, 2007). It is therefore crucial that the managements set up applicable employee motivation methods that will favor the needs of the employees. This is essential because motivational techniques are workable if an only if the employees see them as important/relevant to them.

Empowering the workforce

The motivational method of empowerment can be affected by giving the employees more responsibilities in the company. If an employee gets the impression that he or she is relevant in the organization in more than one way he or she is motivated to be more productive and prove his potential. Employees will feel empowered if they are given some degree of authority and control over their job description. Employees become more motivated if they are aware that some degree of responsibility and authority has been accorded to them. They will strive to perform better and prove that they are worth the trust and confidence that the management had assigned to them, after awarding them the specific responsibility (Moorhead, & Griffin, 2009). Empowering the employees to perform gives them a sense of satisfaction as they are no longer held accountable for organizational activities that they were not in a potion to carry out effectively.

Enhance creativity and innovation

Another effective method will involve the increasing of the creativity and innovation capacity of the employees. This method is only achievable if the management realizes that there is need for employee freedom and expression. The employees should be allowed to set aside some time to engage in other creative and innovative ventures that related to promoting the companies products and competitiveness. In many organizations, employees do not have a platform to express their creative ideas to the company for implementation purposes. The end result is that the company continues to lag behind yet an employee had an innovative idea that would have propelled the company into greater and more competitive heights.

Organizations fail to allow their employees to venture into creative and innovative fields due to the rigid framework of organizations. Employees are each assigned their job description in which they are strictly to adhere to. The strict and rigid nature of the job makes innovation and creativity among employees impossible (Lombardi, & Schermerhorn, 2007). Allowing the employees to venture into any field of innovation and creativity within the organization motivates them to be more productive. When their ideas are accepted and applied in the organization they are motivated to work harder and come up with better ideas to see the company soar and remain relevant and competitive in the market.

The power to be innovative and creative motivates the employees which in turn benefits the organization through increased productivity. Involvement of employees in strategies to improve the organization is also cheaper. For instance a company may hire some consultant to assist them to re-strategize and reorganize the organization yet the employees had the same expertise and the only requirement was a management that would open up the avenues of communication and expression of ideas (Moorhead, & Griffin, 2009). Allowing the employees to be actively involved in innovation and coming forth with their creative ideas also creates an employee base that is more receptive to change within the organization. In any organization, change in inevitable and if the employees have been actively involved in proposing for specific changes then it is definite that they will willingly accept the change with minimal resistance.

Enhance Education

The organization can also adopt the motivation method of learning. Frequently engaging the employees in learning institution and trainings not only motivates them but also acts as a long term benefit for the organization. The organization will also appear as more concerned of the overall gro2wth of it employees. Thereby motivating them to become more productive in stead of seeking better employment opportunities elsewhere. If employees are given the opportunity and the tools to expand their knowledge they will definitely take the challenge.

If an organization takes up the responsibility of financing their employees academic and training programs they will bring forth growth in term of the knowledge of the employees which will in turn make the employees more motivated to try out new techniques learned. From the learning programs the employees will be able to learn better ways of selling their products and services to the employees, they will also be exposed to better professional attitudes towards work and boost their confidence (Lombardi, & Schermerhorn, 2007). Employees will be motivated to learn if the training is going to have direct positive impact on their career. The management should therefore focus on implementing learning programs that are relevant and meet the needs of the employees.


The motivation of an employee is reflected in the type of work that he puts forth as well as his productivity in the organization. The management should lay more emphasis on the important of having a motivated team of employees as they determine the direction of the organization in terms of increased revenues and competitiveness. The management should decide on the motivational methods that are appropriate for the company. Motivation methods such as allowing for creativity and innovation among the employees as well as establishing relevant learning programs are definite motivation boosters for the employees.

Learning ensures that the employees are not threatened by emerging technologies and developments and risk running obsolete. Creating a platform to promote creativity and innovation gives the emplo0yee an opportunity to be involved in the development and growth of the company. It is also important to empower the workforce to be their own leaders and take responsibility for the duties assigned to them. These factors motivate the employees to perform better and become more productive to the company.


Lombardi, D. M., & Schermerhorn, J. R. (2007). Health care management: Tools and techniques for managing in a health care environment. Hoboken, NJ: John Wiley & Sons.

Moorhead, G. & Griffin, R. (2009). Organizational Behavior: Managing people and Organization. Cengage learning


Last modified on Thursday, 01 March 2012 08:49
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