Leadership is what makes a company flourish. The company that makes their employees feel valued and well compensated for their efforts such as benefits and work environment will be the most successful. Today, benefits are just as important to an employee as the salary. The work environment must motivate employees with a sense of pride and purpose in their job. This is the responsibility of the Supervisor/Manager.
When employees feel valued and apart of the team along with being fairly compensated with salary and benefits they are less likely to jump ship when and if they were to receive another job offer. This is what creates company loyalty and a low turn-over of employees. When you have a happy employee you also have a productive employee. It saves companies money in the long run because it decreases the turn-over rate in turn allowing companies to save on new employee trainings and other expenses such as uniforms depending on the nature of the business. According to Smith (1999), workplace motivation can be improved by following a model referred to as the Pride Model.
The Pride Model is represented by individual letters of the word pride broken down into parts. Those parts are: Provide a positive working environment and measure continuously, Recognize, reinforce, and reward efforts, Involve everyone, Develop skills and potential, Evaluate progress.
Another theory is John Stacy Adams theory of Equity. It takes into consideration the situation of other individuals helping us understand why salary and work conditions are not the only factors that determine motivation in the workplace. The theory adds an important alternative perspective of comparison with “referent” people, or people which we consider as being in the same situation.
New motivators must be explored to keep employees happy and motivated in their work environment. Many workers today are concerned about the world they live in more intensely than they may have been years ago partly because of all the natural disasters, market crashes, recession, foreclosures, etc. So therefore managers and supervisors cannot afford to operate from old point of views that strictly deal with the bottom line. They must now learn how to incorporate new strategies to accommodate the needs and concerns of today’s workers such as:
1. Child care facilities for employees that work late and have no alternative childcare.
2. Recycling and taking care of the environment.
3. Hosting functions that incorporate the families of their employees, and so on.
The bottom line is company heads must make themselves aware of the needs of their employees in order to maintain the retention rate, improve production, and create a sense of team-work where everyone feels included. When a person feels like they are a part of something and their opinion matters they will do their best to ensure the best quality service and products are being provided for customers and the financial health of the company. People don’t really want to jump from one job to the next. They want to find a home to nurture and build their careers and take care of their families.
EBOOK COLLETCION: Spector, P.E. (2008). Industrial and organizational psychology:
Research and practice (5th ed.). Hoboken, NJ: Wiley.
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