Motivation Techniques

1 Motivation Techniques Attracting, motivating, and retaining a knowledgeable workforce is critical to accomplishing organizational goals. These activities align with the changing workforce dynamics and labor market needs influenced by changing knowledge management practices and technology integration into contemporary workplaces. Organizational leaders understand that improving competitive advantage is vital in an environment where employment practices are individualized and team-based work is prioritized to enhance organizational flexibility.

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2 Many companies have realized that motivated workers commit their time, effort, and energy to organizational growth and productivity. Manzoor et al. (2021) clarified that to achieve maximum results, employees must perform optimally. Irrefutably, workers accomplish their duties better when highly motivated. Recognizing that the company will appropriately reward personal achievements motivates employees, thus helping them perform to their potential. Also, motivating employees improves their satisfaction with work.

Consequently, organizations have developed and implemented motivation programs to achieve this goal (Manzoor et al., 2021). Unfortunately, some companies use unsustainable motivational tactics. Motivation strategies are valuable concepts used by organizational leaders to boost innovation, commitment, and enthusiasm among employees. Identifying and implementing motivation strategies that positively influence work behaviors enable companies to achieve their goals. With the growth of a culturally diverse workforce, organizations have no option but to focus on the motivation of workers (Bright et al., 2022). Human resource management practices must address employees' work values and motivational factors. This paper highlights the motivation techniques organizational leaders can use to replace ineffective tactics such as incentives and bonuses.

Problem Statement Many companies use incentives and bonuses to motivate their employees. Unfortunately, these strategies do not consistently achieve the intended goals. For instance, incentives and bonuses may create resentment among employees toward high performers. Some incentive plans offer rewards to employees who attain specified benchmarks. Other plans are highly competitive and offer awards only to the highest performers. This competitive aspect encourages employees to outperform their team members, eventually creating resentment (Kalogiannidis, 2021).

3 Further, some employees may be demotivated if they do their best and fail to qualify for incentives and bonuses. Some workers consider bonuses and rewards disincentives. Workers that cannot compete with higher performers tend to give up, thus affecting organizational productivity. Some leaders substitute incentive schemes for a portion of the pay. Such actions alienate workers who do not qualify for bonuses as they consider low pay as imposed pay cuts (Manzoor et al., 2021). Eventually, workers may undermine their colleagues’ efforts instead of focusing on personal and organizational.

Moreover, some incentives need to be more generalizable. Leaders experience challenges implementing these challenges in some departments. It is only possible to develop metrics that work for some employees (Kalogiannidis, 2021). For instance, rewarding salespeople based on sales revenue is more straightforward, but these incentives cannot be applied to accountants.

Solution The best approach to achieving employee motivation in a company with a diverse workforce is combining different motivation strategies rather than relying on ineffective single strategies. It is impractical for a company to continue using bonuses and incentives, yet they still need to achieve the intended outcomes. Using multiple motivation strategies enables leaders to address different employee needs and preferences since not all employees are motivated by material gains. Also, combining motivation strategies creates a powerful formula for success (Ford, 2017). It enables leaders to tap into employees' inner drive and passion, ensuring they stay focused on their goals.

Motivation Strategies Literature has confirmed the connection between motivation and job performance.

Manzoor et al. (2021) noted that leaders use intrinsic and extrinsic motivation strategies to

4 increase performance and productivity. Every company requires employees to perform to their maximum potential. Kalogiannidis (2021) argued that leaders should ensure employees are actively engaged and appropriately rewarded to achieve this goal. Leaders must ensure that employees execute their duties as motivated workers. Several motivation strategies, including a reward management system, employee empowerment, enhancing employee flexibility, and redesigning jobs, could help achieve employee motivation.

Employee Empowerment Empowering employees is a practice motivation strategy that grants team members permission to make and implement decisions within the organization. Empowerment motivates employees by increasing autonomy, authority, and encouragement (Andika & Darmanto, 2020).

It creates trust and understanding among employees, thus ensuring their actions align with the company’s goals. Also, empowerment helps change the employees’ perceptions of their work. It unshackles employees and makes them recognize that their work is their responsibility. Further, it helps change old bureaucratic ideas that hinder departmental productivity (Vu, 2020). Many organizations achieve growth through multiple people working together to accomplish common goals.

Empowering employees multiplies their strengths and capabilities, thus creating a solid platform for organizational growth. Also, it enables them to make decisions that benefit the company in the long term. For instance, empowered employees can take career advancement courses that equip them with the knowledge to execute complex tasks. Managers can sustain motivation by ensuring there are chances for employees to advance in their positions (Kalogiannidis, 2021).

5 Leaders can empower employees through delegation, establishing clear goals and expectations, providing constructive feedback, effective communication, and acknowledging employees’ ideas and input (Kuswati, 2020). Delegation is criticized as an intervention that misses opportunities to strengthen and empower teams. However, delegating with the intent to empower, grow and develop capabilities and responsibilities among employees is a valuable approach to motivation. Delegation involves assigning tasks to competent individuals to boost their skills, knowledge, and experience. Nonetheless, leaders must set clear expectations and communicate effectively with the team. Setting expectations enables employees to make relevant decisions (Lee & Raschke, 2017).

Leaders must provide adequate resources to achieve employee empowerment. Leaders can only empower and motivate employees by solving some of their problems (Vu, 2020).

Instead, leaders should offer tools and resources to resolve problems and encourage employees to provide ideas on achieving sustainability.

Reward Management System Creating an effective reward management system could help leaders achieve employee motivation. The reward system focuses on different employee attributes to ensure they are rewarded accordingly. Manzoor et al. (2021) clarified that this system employs policies, processes, and practices to reward employees based on their skills, performance, contribution, and commitment. It is deeply pegged in the organization’s reward philosophy and policies that provide appropriate compensation and benefits standards. This system utilizes extrinsic and intrinsic rewards such as recognition, salary increment, flexible working hours, employee praise, and social rights to motivate employees. This intervention effectively attracts, retains, and motivates employees to achieve projected organizational goals. Employee development is

6 beneficial in motivating employees (Kuswati, 2020). It creates a platform where employees are guaranteed long-term returns for high performance. Leaders must recognize and reward employees for hard work (Vu, 2020). Appreciating employees for their efforts encourages them to maintain and improve their performance. However, leaders should avoid using this approach to create a culture typified by negative competition. Instead, it should focus on encouraging innovation, decision-making, problem-solving, and taking action.

Redesigning Jobs Employees go through similar unenthusiastic actions every day to perform their jobs.

These actions do not motivate workers but increase the risk of burnout. Smart managers can counteract the negative consequences by redesigning jobs. Redesigning jobs requires knowledge of and comprehension of the human qualities employees bring to the organization (Andika & Darmanto, 2020). The activities that typify job redesigning include job rotation, job enrichment, and job enlargement. Job enlargement entails increasing the variety of tasks performed an employee performs. This approach increases the quality and challenge of tasks, thus encouraging innovation and problem-solving. Also, job enlargement reduces monotony, subsequently increasing employee quality. In job rotation, the manager assigns tasks to different employees temporarily. This idea of job rotation is to expose employees to different responsibilities. As highlighted by Morales-Sánchez and Pasamar (2020), job rotation encourages higher levels of contribution. Also, it allows employees to review their interests and enthusiasm. Job enrichment is a significant aspect of job redesigning that involves increasing the employee’s responsibility and authority. This strategy helps improve the morale and performance of employees if the skills required match the employees’ skills and knowledge.

Companies That Use Combined Motivation Tactics

7 Several companies, including Coca-Cola and Apple Inc, utilize multiple employee motivation strategies. For instance, Coca-Cola uses employee training and development, engagement programs, recognition and rewards, compensation packages, and empowerment to motivate employees. Moreover, Coca-Cola creates a positive work culture that supports employee development by encouraging them to build up their skills and take on new experiences. The company assures its employees that it stands with them through career planning and progress (The Coca-Cola Company, 2023).

Apple Company also applies multiple strategies to motivate its employees. The company uses an incentive compensation system where employees are rewarded for achieving specified benchmarks. However, Apple needs to rely more than this program to motivate employees. It also utilizes employee empowerment, development, and engagement (Ty Content, 2017). These strategies support autonomy, innovation, and decision-making among employees.

Conclusion Attracting, retaining, and motivating workers are valuable practices that help organizations achieve their goals. These practices enable organizations to address employee and organizational needs, thus improving performance and productivity. Many leaders acknowledge that workers' performance improves when appropriately motivated, recognized, and rewarded.

Unfortunately, many companies use inadequate motivation strategies. For instance, some companies rely on single motivation strategies such as bonuses and incentives. Only some interventions address employee needs holistically. Employees only get bonuses after achieving specified targets. However, not all employees achieve these targets. Those who do not hit the target might feel demotivated and develop resentment toward high performers. Therefore, leaders should combine multiple motivation strategies to ensure that all employees are actively

8 involved in organizational activities. Combining employee empowerment, job, and an effective reward management system develops a potent formula for more incredible achievement. It creates a platform for leaders to tap into their employees' inner passion and help them stay focused on organizational and personal goals.

9 References Andika, R., & Darmanto, S. (2020). The effect of employee empowerment and intrinsic motivation on organizational commitment and employee performance. Journal Aplikasi Manajemen, 18(2), 241-251. http://dx.doi.org/10.21776/ub.jam.2020.018.02.04 Bright, D. S., Cortes, A. H., & Openstax. (2022). Principles of management. Open Stax Textbooks.

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Kuswati, Y. (2020). The effect of motivation on employee performance. Budapest International Research and Critics Institute-Journal (BIRCI-Journal), 3(2), 995-1002. http://dx.doi.org/10.33258/birci.v3i2.928 Lee, M. T., & Raschke, R. L. (2017). Understanding employee motivation and organizational performance: Arguments for a set-theoretic approach. Journal of Innovation & Knowledge, 1(3), 162-169. https://doi.org/10.1016/j.jik.2016.01.004 Manzoor, F., Wei, L., & Asif, M. (2021). Intrinsic rewards and employee performance with the mediating mechanism of employee motivation. Frontiers in Psychology, 12, 563070.

10 Morales-Sánchez, R., & Pasamar, S. (2020). How to improve organizational citizenship behavior by combining ability, motivation, and opportunity: The moderator role of perceived organizational support. Employee Relations: The International Journal, 42(2), 398-416. https://doi.org/10.1108/ER-04-2019-0169 The Coca-Cola Company (2023). At Coca-Cola, we build a collaborative, inclusive workplace that empowers employees to thrive. https://www.coca-colacompany.com/careers/life-atcoca-cola Ty Content, (2017), Organizational behavior: Motivation and lasting organizational change at Apple, Inc. https://sites.google.com/view/tycontent/topics/business-strategy/apple-incmotivation-and-organizational-change Vu, H. M. (2020). Employee empowerment and empowering leadership: A literature review.

Technium, 2(7), 20-28. http://dx.doi.org/10.47577/technium.v2i7.1653