Learning performance but goes not promote intrinsic

Learning is an excellent method of making employee better atwhat they do, and it has a positive impact on the company. Companies encouragetheir employees to go to college, attend seminars and take part in research(Hosseini & Musavi, 2009). Some companies even hire professionals to teachtheir employees about proper performance. Learning offers employees tools forthe advancement of their min scope. Education promotes creativity because itchallenges the employees to be critical and open-minded.

Companies motivatetheir employees to go to college by paying their fees and promising thempromotions if they advance to a higher educational level (Emmanuel, 2012). Theemployer is aware that more learning improves self-confidence and makes theemployees able to realize new and better ways of dealing with challenges.Additionally, employee training sparks their knowledge and sensitizes them tobe the best they can. Training employees about customer relations, methods ofincreasing productivity in the company is vital for organizational advancement(Hatami, Hussein, Meyer, John, Herscovitch, Lynne, 2011). Companies offeremployees allowances to train to improve their interaction skills, promotetheir emotional intelligence, and their psychosocial abilities. Imparting theseskills is of great significance to the company because it improves theemployer-employee interactions and makes the workplace more productive(Chandrasekar, 2011). Moreover, companies train employees to make themunderstand better ways of driving the company forward such as increasing theirknowledge of the organization activities.

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IncentivesCompanies use incentives to make employees work harder and bemore productive. Research shows that non-monetary incentives are more efficientthan monetary incentives because disparities in salary might disunite employees(Namuba, 2008). Non-monetary incentives bring employees together and enhancecompetition. Some non-monetary incentives include appreciation, responsibility,and promotion. Research shows that appreciating workers through sending themcommendation letters and sincerely congratulating them improves their self-esteemand makes them more determined.

Offering money and gifts might increase production and goodperformance but goes not promote intrinsic motivation (Banjoko, 2010). Becausemany companies are aware of the importance of appreciating their employees,they have increased the frequency and intensity of their appreciation. However,a combination of the non-monetary incentives with monetary has shown successtoo, but if the companies begin that program, they should not stop because theemployees will become demotivated if there are no more incentives (Hosseini& Musavi, 2009).  Some companies offer their employees fully paid get-awaytrips with their families to strengthen the bonds between the employees andappreciate them (Banjoko, 2010).

  Theseoffers are vital because they increase employee loyalty and motivation.Moreover, they make employees establish strong bonds and find it easy to worktogether. Interactions between the senior and junior employees reduce tensionsat the workplace and increase productivity (Carney & Getz, 2009).Approachable seniors are more likely to be told when things are not right fortheir juniors.

Employers have also become free with those below them and evenaccept when corrected by junior employees. Having free interactions at workplaceincrease productivity because they make employees less tensed and able to tryout new things without fear. Comfortable workplaceResearch shows that employees are more productive in aconducive working environment.

Provision of an attractive office with all thefacilities such as a fast internet, clean environment, contemporary officesetting, and excellent furniture makes them have fewer problems when working(Patel & Desai, 2012). Moreover, companies which want to get much out oftheir employees offer a conducive psychological environment to their workers.Raising voice at an employee might make them less interested in working.Putting excess pressure on employees reduces their ability to deliver qualitywork and brings forth burnout and low motivation (Hosseini & Musavi, 2009).

Companies which want to get the best out of their employees set comfortabledeadlines for their employees and if there are issues conversation becomes thesolution. Human resource managers are well trained to handle problems whicharise in the company, and they are taught that dialogue is the best way ofcalming down things, and not quarreling or shouting (Emmanuel, 2012).   Some companies such as Facebook have created fancy officesfor their employees. The offices are made of transparent glass to enableemployees to interact as they carry out their duties (Gill & Meyer, 2013).They are offered comfortable furniture everyone is allowed to choose the spotwhich they wish to.

Some companies even go to the extent of customizing officesaccording to their employees’ wishes. Research shows that employees who termtheir working environment uncomfortable are three times more likely to be lessproductive (Srivastava, 2008). Some companies provide extra amenities such asgyms and play stations for their employees and allow them to reboot wheneverthey want so long as they reach the set targets. Offering these flexibilitiesto employees makes them more productive compared to treating themauthoritatively and making all the decisions about the working environment.Companies have realized that employees love freedom and ability to controlthings that directly affect them (Emmanuel, 2012).

Because the office is meantfor the employee, why not allow them to have what they wish to be more comfortable?CommunicationThe communication between employees and employers is aprimary determiner of the way both relate with one another (Cowan, 2017). Theway employers and employees interact with each other affects the productivityof the company. Frequent appreciation and positive reinforcement by theemployers motivate the employees. Employers and managers need to tell theiremployees their significance in the company and how their services are valuedto boost their morale. Lack of appreciation causes lack of responsibility, lowself-esteem, and little motivation amongst employees (Schuttler & Burdick,2010).

Companies give specific feedback to employees and tell them how they aremaking the company excel. Feedback is very vital because it provides the employeewith an idea of how things are going.

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