Motivation in the Workplace

Motivation in the Workplace

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Various strategies can be implemented to create a motivational climate that will support change initiatives and improve performance. The first strategy is to create an environment that offers some form of autonomy (Sidikova, 2011). This involves giving employees some measure of control over how to do the job. This would help to obtain a sense of achievement that would enhance motivation and performance during change initiatives. Giving employees freedom can enhance creativity and innovation essential during change initiatives.

The second strategy is creating trust in the working environment. This can be done through openness, and comprehensive communication (Sidikova, 2011). Through this strategy, employees would express their opinion which may help implement change initiatives. Such involvement would make them believe that their efforts are worth full commitment. The third strategy is creating and continually clarifying the purpose. Through purpose, we can ignite the desire to embrace change. However, during change initiatives, employees can forget the purpose. Clarifying the purpose continuously can create a motivational climate especially during change initiatives leading to improved employee performance.

At the individual level, individual employees can be given some measure of control by giving them less direction on how to execute their tasks. At the team level, employees can be given the freedom to work on a certain initiative as a team with minimal guidance. At the individual level, trust can be created by encouraging each employee to feel free to express their opinions. At the team level, trust can be built by encouraging the sharing of ideas and improving relatedness among team members to facilitate motivation (Gagne, 2005). The third strategy can be applied at the individual level by clarifying the purpose to individual employees. At the team level, open-communication about the purpose can help create a motivational climate to support change initiatives and improve performance.

References

Gagne, M. (2005). Self-determination theory and work motivation. Journal of Organizational      Behavior, 26(4), 331–362.

Sidikova, M (2011). The Impact of Change on Employees’ Motivation- Case Study: CSSC       (Cargotec Shared Service Center). Thesis. Turku University of Applied Sciences, 1-70.