Question1: Analyzing the behavior of people in the workplace
Fromthe employer`s point of view, management promotions are critical toeffective utilization of the available human resources. However,these promotions can only be achieved if the organizationalmanagement is aware of the different behavior of its employees. Thebehavior of people in the workplace can be determined through theprocess of behavior assessment (Sherly, 2012). Behavior assessment isan important process that helps the organizational management indetermining the weaknesses and strengths in the behavior of differentemployees. The process also helps employers in determining thechallenging behavior exhibited by people in the workplace. Behaviorassessment can help an organization in addressing behavior problemsin two ways. First, it helps in the identification of workplacebehaviors (including preferences and emotions), which gives themanagement an overview of behaviors that should be eliminated(Sherly, 2012). Secondly, behavior assessment helps the management inidentifying the workplace motivators, which gives the management thedirection on all that needs to be done to motivate employees. Inessence, behavior assessment helps the management in determining themost appropriate methods of reinforcement that should be used toencourage desirable behavior and curtail the wrong behavior at theworkplace.
Aneffective employee motivation program should have at least fourcomponents. First, the employer should give employees a compensationthat is commensurate with their contribution towards the achievementof the organizational goals. This will motivate employees to workhard since their contribution is rewarded (Root, 2014). Secondly, theemployer should avoid giving routine duties and focus on challengingtasks, which motivate employees and gives them an opportunity tolearn. Third, the employer should give personalized attention to theconcerns of each employee in order to help them succeed in theirprofessional development. Personalized attention motivates employeesbecause it makes them feel that their presence in the organization isappreciated (Root, 2014). Lastly, the employer should recognize anypositive accomplishment made by employees. Recognition motivatesemployees because it helps them realize that the management will takeaccount of every contribution they make on the organization.
Question2: Common differences affecting employees
Organizationsthat operate in the contemporary economic and business environmentfind the challenge of managing the workforce diversity. Workforcediversity implies that individual employees have differences thataffect them. There are three broad categories of the commondifferences that affect the employees’ efficiency at the workplace.The first category is known as the demographic variables. Thiscategory comprises of employee differences such as gender, language,and race (Tiainen, 2012). Demographic differences have mainly beencontributed by the increase in the popularity of the concepts ofglobalization and the internationalization of businesses. The secondcategory is known as the ability differences, which means thatdifferent employees have different physical and cognitive abilities,which in turn influences their performance. The third category isknown as the organizational differences, which include thedifferences (such as compensation status, tenure, and the jobposition) that are created by the organization (Tiainen, 2012). Thethree broad categories of individual differences can affect employeesof a given organization simultaneously.
Thereare two major techniques that managers can use to capitalize onemployee differences. First, training of employees and managers onthe importance of diversity can change their negative attitudestowards other employees (Davoren, 2013). The training programs shouldalso equip employees with the conflict resolution skills in order tohelp them handle conflicts that might arise out of their individualdifferences. This is the first phase towards the establishment of apeaceful, well managed, a diverse, and a productive workforce.Secondly, providing employees with equal opportunities is animportant technique that helps each of the employees realizes thatthey are valued by the organization. This can be accomplished throughthe formation of small teams comprising of employees with differentcapabilities, demographic, and organizational features (Davoren,2013). This gives all employees an opportunity to volunteer for thetasks they perform well, thus increasing the performance as well asproductivity the performance of the company as a whole.
Question3: Methods of motivating employees besides incentives
Overthe years, businesses have overemphasized on the significance ofincentives (including financial rewards) in motivating employees.However, scientific facts have proven that incentives often resultsin a negative effect in performance. To this end, autonomy, mastery,and purse are the basic principles of employee motivation that do notcall for the issue of financial incentives (Robbins, 2009). Theprinciple of autonomy holds that employee perform better wheneverthey are allowed the freedom and have the urge to direct their lifeas well as their work-related tasks. This can be accomplished bygiving the members of staff the freedom to do their tasks using theirpreferred approaches and in their own time (Robbins, 2009). Theprinciple of mastery holds that employees’ performance improveswhen they have the desire to get better and better for things thatmatter. This implies that the employer should focus on helpingemployees master the tasks, instead of attempting to motivate themthrough incentives. Lastly, the principle of purpose holds thatemployees perform better whenever they want to achieve somethinggreater than themselves. Therefore, the management should focus onhelping employees understand the purpose of the significance of theirroles or tasks, which will in turn motivate them to work harder.
Davoren,J. (2013). Diversitymanagement technique.Santa Monica: Demand Media.
Robbins,A. (2009, August 25). Dan pink: The puzzle of motivation.TED Channel.Retrieved January 8, 2015, fromhttps://www.youtube.com/watch?v=rrkrvAUbU9Y
Root,N. (2014). Plansto motivate and lead employees in business.Santa Monica: Demand Media.
Sherly,S. (2012). Using behavior assessment in the workplace. ZiffDavis, LLC.Retrieved January 8, 2015, fromhttp://hr.toolbox.com/blogs/mentoring-more-than-a-network/using-behavioral-assessments-in-the-workplace-52639
Tiainen,T. (2012). Theimpact of individual employee differences on information seeking intoday’s information rich work environment.Miami, FL: Barry University.