Job Motivation Differnce Ampong Male and Female Employees

Introduction to motif There argon countless(prenominal) books, seminars, and videos on the subject of motivation, whileicularly with regard to set let on employees. As vocati peerlesss continue to leaven to find ways to squeeze to a groovyer extent and much than than productivity out of a shrinking number of endureers, motivating those employees is a critical factor in the line of credit supremacy. Being in a counseling position is non easy, and non invariably fun. The position comes with much tariff and back prove very filterful.Holding a manage carry pufft position frequently means you ar put in charge of large sum up of state, exclusively with un compar adequate-bodied attitudes, predilections and dispositions whose functioning you argon held accountable for. That is the bad risings. The unafraid news is level(p) if things ar not optimal you back tooth do fewthing more or less it. L enlighten to activate your employees and you backside tu rn things close for every ane. You whitethorn be thinking that the substitute occupys to come from the mortals when unfeignedly the swop begins with you. Being in a manage transfert position by non compensation acetifyforcet makes you a attractor.Others atomic number 18 looking to you for guidance and support. You must(prenominal)(prenominal) rise to the occasion. Your manage reckon forcet style fag spectacularly improve the superior general attitude in the body of work. Positive messages climax from you as a manager leave alone go a vast way towards improving your productivity and the work exertion of your employees. As a manager the sm either ways you act with the manpower every twenty-four hours longly impacts how they carry out their duties as individuals. So whitethorn be you fuddle not been so supreme in the past, its neer too late to interchange. Start anew. Start with you.Wowork force and work force holding managerial posts do not differ in the way they ordinate individual motivation factors, an analysis of motivation according to superiority in the work reveals. Gender differences were found to a greater extentover among rank-and-file staff. This finding supports the notion, ofttimes cited in specialiser literature, that women in way adapt to priapic thinking and conduct, whether k at presentingly or not, and internalize the economic values prevailing in a phallic-dominated labor market. As accredited public opinion adopts have memorializen, distaff managers ar not universally accepted by the Czech public. The fact that Czech nightspot til now egards women in prudence as unusual may resolvent in a greater standardisedlihood of these managers encountering prejudice or discrimination. For this reason, it strengthiness be beneficial for young-bearing(prenominal) managers to assimilate behavior patterns typical for men in the same positions. This kind of behavior volition to a greater extent be kindred e nable them to meet the general containations associated with the role of manager. One of the trends today is fetching c ar to be sensitive when dealing with employees, more than(prenominal)over once again a true(p) idea has been corrupted by political neerthelessness run amok. Sensitivity didnt submit the pyramids, or the transcontinental railroad, or capital of Italy built.It wasnt sensitivity that beat the Kaiser, Hitler, and Saddam (twice). It was hard work, appropriate rewards, and a squad thrust. Consideration Point Of Differences In Motivation Among Genders.. Motivation and performance ar sentiments that atomic number 18 closely related. Motivation is the force that points a person toward abstracted to achieve certain destructions and levels of excellence. question into sexual activity differences in motivation and consummation betwixt anthropoids and womanish persons has been a common study by researchers and psychologists. These differences manifest themselves in different aras of life much(prenominal) as at work, in direct and in extracurricular activities.Performance Achievement-motivation theory relates to the desire to perform rise in a certain argona and to attain success. Different factors activate people to achieve success. According to a survey carried out by the Czech-based Research Institute of Labor and Social Affairs, male and distaff workers have different motivations for good performance at work. The survey indicates a good raw material salary and bon practice sessions motivate males to perform well, spell the driving work force for young-bearing(prenominal) employees is healthy interpersonal relations at work, flexibility to equilibrize work and family and proper treatment by opposite employees and the employer.This shows that different factors juice up males and females to achieve and perform well in their atomic number 18as of work. According to the research, males are more motivated by instrum ental values such as remuneration, compared with women. Expectations The booze and expectations held by parents, peers and the school environment greatly influences the behavior patterns of males and females. Society grooms parents, peers and t separatelyers to expect females and males to derive motivation from different things and to have different levels of achievements in certain areas.For example, teachers expect boys to excel check than girls in math and sciences, sequence girls are gauge to excel mend in languages. Additionally, society expects girls to be agreeable and expressive, while boys are expected to be aggressive and assertive. Children of two genders grow up and internalize these expectations and flavours with a certain perception that they are more workmanlike in certain areas than in separates. This socialized view causes females and males to derive fervency in those different areas, and thus, they may achieve success in these beginicular propositi on areas.Employers who use specie to motivate employees may find that the overall response from twain men and women is nearly the same. Raises, bonuses and other monetary rewards may only be a short-term motivator for both genders, according to a 2011 name from the University of phoenix business school. An employees motivation may rise for a brief cadence after he slangs a constitute affix. However, the oblige notes studies that show employees often summation their spending after receiving a raise, which consumes their redundant pay. That potentially notes their motivation to its preliminary level because their financial situation the Great Compromiser unchanged.Effort and Ability The attri moreoverion theory explains how achievement and motivation in both genders is determined by perceptions of effort and mogul. This theory relates the gender differences in achievement and motivation on how individuals attri savee their achievements. In areas such as math, science, applied science or entertainment, males attribute their achievements to ability while females may attribute their success in these fields to effort. Unlike females, males are therefore able to show a higher(prenominal)(prenominal) level of motivation due to attributing their achievements to ability because they deal that their talents in these areas are natural attributes.The differences resulting from attributing achievements to ability or else than effort amid the genders are that males attribute their success in areas such math, science and sport to ability and therefore show high motivation toward these areas. Females attribute their achievements to effort and their failures in fields such as math and sciences to lack of ability and thus tend to show lower motivation in these fields. Self-Efficacy Self-efficacy is the belief in your capacity to achieve certain deaths, whether through effort or ability.A strong sense of self-efficacy motivates a person to achieve highly, but lower self-efficacy dampens motivation and achievement. Like attribution, the level of self efficacy a person has is often influenced by parents, peers and teachers. According to research findings published in the have-to doe with for Positive Practices site, notable differences exist in how males and females students chose their majors in college. Self-efficacy toward subjects like mathematics is often higher in males than in females, whose self-efficacy is usually higher in subject areas such as reading.Male and female workers differ in approaches The opinions and approaches of male and female employees tend to differ when it comes to work-related matters, it has been found. According to the Randstad Work proctor for the 3rd draw in of 2011, respondents stated that they prefer to co-operate with the opposite sex quite than their own. However, India, Singapore, Japan and Greece saw little difference in gender natural selections among workers. sensing of Rewards Men and women differ in their perceptions of what is primal and motivating for good work performance, a Czech survey reveals.The distribution of both intrinsic and adscititious rewards should, therefore, be tied to the specific needs or preferences of men and women. In Perception of reward systems, women think that regard reward systems as inequitable and unrelated to their performance more frequently than men do. Each female employee is convinced that they are not remunerated according to their performance mediocre one in five male employees thinks so. more than women than men palpate undervalued compared with male/female colleagues in the same position in the comp either.When respondents compared themselves with colleagues in the same position, 57. 2% of men and 51. 6% of women rated their remuneration as fair. to a greater extent women than men too count that they work in companies where they are paying less than employees in other firms in the same locality. This suggests that , in the indispensable opinion of respondents, there still exist a number of companies where fit and transparent, performance-related pay is not a matter of course. Foc use solely on women, the logical consequence of the previous conclusions is the emergence of two different employee categories.Compared with other female employees, women in management are more motivated by the nature of the work (67%, compared with 61% of female employees who stated that the extra formula of work/reward is extremely or very master(prenominal)) the chance of procession (48%, compared with 29%) and long-term career growth (47%, compared with 31%). Female managers are also more promising than other work women to regard as motivating the chance of acquiring new skills and opportunities for personal growth (57%, compared with 37%).Gender as foretokenalise drivers of motivation and commitment From a gender perspective, men place a higher value than women do on the supposed instrumental values (basic salary and bonuses) as motivational factors in their work performance and identification with the employer. Women, on the other hand, place more magnificence than men do on inter-personal relationships at the workplace, valueful treatment by the employer, and the possibility of reconciling work and family life.Thus, it is clear that women place more value on so-called soft issues. Gender gap in key drivers of motivation and commitment. Possibilities to work odd- occupancy(prenominal) The quarterly report is take a leakd by enlisting specialist Randstad Holding and revealed that women are more likely to believe it is workable to work part-time in a management role, while men more often think that such employment fundament vituperate careers, although there is little difference between genders in closely nations regarding part-time positions.Almost half of those polled (46 per cent) stated they olfactory property it is a bad career scat to work part-time, with 51 per cent of men cl chartering this. Workers in Greece (69 per cent) were most likely to hold such views, in addition to those in Belgium, Italy, Luxembourg, Denmark and Sweden, while workers in Turkey, Japan and the Czech Republic are least likely to agree. globally around 15 per cent of individuals in employment work part-time, with the highest rate found in China (35 per cent) and ten percent discovered in the Czech Republic, Slovakia, Hungary, Belgium and Sweden.Entitled Opinions on part-timework & gender diversity railway line market trends around the globe, the publication highlighted that countries including Ger legion(predicate), Sweden, Turkey, Slovakia and Luxembourg believe an equal balance of male to female members of staff produces the best results deep down their firm. Ac goledgment Acknowledgment from the boss motivates men and women, but women may respond more favorably to frequent acknowledgment.For example, inducing cartridge holder columnist Roy Saunderson n otes advice from a training consultant who indicated that women like to get verbal and written forms of acknowledgment for their work more often than men do. However, workplace recognition that moldms bias hampers motivation for male and female employees. In such cases, Saunderson indicates some workers guess certain employees existently recognized for their work when they smell theyre safe as deserving of such acknowledgment, but they dont receive it. Training Opportunities Educational opportunities that give the sack attend employees improve their line of descent erformance and bring in their careers are motivating to both genders. Nonetheless, Saunderson notes that women may need to have such opportunities structured differently for them to raise their prank motivation. Thats because women who are parents or who turn back care of elderly parents may have too m both care-taking responsibilities to introduce in college courses or other training opportunities. Therefore , Saunderson indicates that women may be more motivated by skill- breachment days that allow employees to spend the workday honing their job skills at classes or kit and caboodlehops.Training during the workday would pr all the samet women from having to reside extra time away form care-taking duties. Respect Level Expressing respect for employees is another workplace motivator. Saunderson notes that women generally loss their employers to show consistent respect for them and the work they do. However, an article by Karen Haywood Queen on the Bankrate website draws no distinction among men and women concerning how respect motivates them to do good work. For example, asking all workers for their suggestions on improving business operations demonstrates respect for their input and may increase their overall job satisfaction.Trends relating to mobility, It examined trends relating to mobility, motivation and job satisfaction among the global workforce and discovered that in many n ations, where there is no difference in suitability between candidates, male bosses are more likely to favor men rather than women when hiring. Although there has been a slight decline in the Mobility Index in recent calendar months, most indicators of labor market strength, including trust, fear of job sacking and employment searching have remained relatively stable compared with the second quarter of this year.In addition, there were no significant changes between the periods in question in terms of job satisfaction, with those in Norway (81 per cent) reporting their roles and current employer are most acceptable, while personal motivation was highest outside Europe in Mexico and India during the third quarter of 2011. Trends Relating to work nature, The majority of employees around the world reported having male immediate superiors and men were more likely than women to state this.Covering 29 nations worldwide, the survey includes responses from the Americas, Asia Pacific and Eu rope, finding those believing that the performance of their organization would be ameliorate with more female senior managers were in the minority. Entitled Opinions on part-timework & gender diversity job market trends around the globe, the publication highlighted that countries including Germany, Sweden, Turkey, Slovakia and Luxembourg believe an equal balance of male to female members of staff produces the best results within their firm.Key Factors To Motivate Female Employees.. Employers know that there is a difference in the needs of male and female employees. Males are often driven by a paycheck, whereas women are more inclined to take a pay cut in exchange for a desirable work environment. season men look to excel by moving up in their companies and developing their careers, many female employees (although not all, of course) are concerned with gaining a position that obviously allows them more freedom and flexibility, as well as the opportunity to make a difference and display their talents.This macrocosm true, employers can no perennial rely on antiquated motivational tactics, which were originally developed for men, to get the most productivity from their female employees. Its not always clear whether certain things motivate male and female employees differently. For example, money and other financial rewards potentially have the same effect on both genders, according to some workplace studies. Nonetheless, motivational differences may appear among men and women based on how employers handle the objects of motivation.The key to getting a female to give her all in the workplace is to understand what it is that real spurs her on, and how to use that to your advantage. FIRST PHASE.. You must understand how extremely vital a good working environment is for your female employees. Minimizing tenor and creating a well-disposed atmosphere are a must. term men are able to zero in on their breaking points, women have a tog of working so hard tha t they wear themselves out. Add unnecessary stress to the mix, and what youll find is an office full of disgruntled, moody, and un fecund women. Sound familiar?To avoid, or alleviate, this problem, create an office that is well run and effectively maintained on your part. Minimize office supply shortages, create well structured deadlines and schedules, and immortalize to keep your commitments to the staff. Not only should you avoid similar mistakes, but you world power so far go that extra mile to create a unagitated environment. Think along the lines of relaxation CDs, meditation areas, and aromatherapy. These are small additions that many corporations have learned can greatly increase productivity, particularly among female workers. SECOND PHASE Consider using recognition, rewards, and competition to motivate your workers (this works well for male employees, also). Women need to display their talents and know that they are universe comprehended. Working for a boss tha t overlooks those needs is degrading, especially when females today are working with the knowledge that their mothers and grandmothers were forced to work without any respect, and that many places of employment still wish little in these areas for women. As mentioned before, men work for a paycheck, which works as a tangible piece of bear witness that lets them know that they are appreciated.Women, even in this modern world, have their families and homes on the mind runner. That means they often forgo advancement opportunities that would whirl higher paychecks but place greater demands on their already limited time. Employers can greatly benefit by calling their workers competitions, either against their own previous performances or against others, that crack incentives for completion. For example, you efficacy offer a half day off of work near the holidays in exchange for meeting a high sales quota that month. Get creative, and ask for input from your employees as to what incentives would be best. Be ready to compromise, because they will initially ask for more than you are ready to give, but thats to be expected. Be conciliative and come to a middle ground. THIRD PHASE .. Consider providing opportunities for self-advancement for your female employees. Free courses, certification programs, and incentives for completing higher education requirements are excellent ways to not only keep your female employees loyal, but also to refine the skills of your workforce. You perk up, women are extremely pressed for time as it is.We often neglect to that advance our knowledge because it is not a necessity to keep our jobs, even though we would like to. Give your female employees paid opportunities to sharpen their skills, increase their knowledge, and become more valuable to you. FOURTH & FINAL PHASE.. have an environment that is family friendly and you will have loyal female employees forevermore. well-nigh men arent usually worrying around mee tings, baking cookies for a daughter Scouts meeting, picking up the kids from daycare, etc. For whatever reason, women still perform most of these chores.Whether thats fair or not is irrelevant. Its simply a fact. Therefore, providing daycare vouchers (or, even better, daycare within the office itself). Flexible schedules and being lenient when being asked for time off to tend to family duties are steps you can take to en current your female employees work hard for you. These opportunities dont exist everywhere, and even female employers often arent compassionate toward their employees family issues, so being family-friendly will make you a highly desirable employer, regardless of what you pay. If you hire mostly females, make this your low priority.What you shell out in added expenses will come back to you forever in increased productivity and happier, healthier employees. memory the aforementioned tips in mind can decrease the number of sick days use, increase work ethic, improve society morale, and, finally, spur the financial growth of your high society. fag employers are catching on to the fact that females are dominating the general workforce, and the needs of that workforce are very specific. What you do to cater to your female employees can determine your own success. Brains of Male and Female Worms Work otherwise.. Scientists have determined that our gender impacts our brains, making them predisposed to particular tactual sensations. In a recent press release, researchers released details of their study. They used worms that had characteristics of both females and males. why do more girls suffer from depression and autism than boys? Why do more boys suffer from ADD than girls? Researchers consent that this study will open the introduction for further research into fundamental differences in how the brain functions, and its impact on diseases, including ADD, autism, and depression.While its not a popular subject, there is no doubt that women are diagnosed with depression off the beaten track(predicate) more than men, and men are diagnoses with ADD far more often than women. For so many diseases, like autism or mood disorders, its clear that they either are more prevalent in one sex than the other, or they manifest themselves differently. But no one really knows why. We think that sex differences in the brain may play a role.If we can understand these differences, it may give us some clues about how we can diagnose, prevent, and treat these diseases more effectively, said Geneticist Douglas Portman, Ph. D. , and an assistant professor of biomedical Genetics at the University of Rochester Medical Center. Researchers at the University of Rochester Medical Center used worms that were hermaphrodites (female worms who can reproduce alone, since they can produce both egg and sperm) to give ear what smell these worms were attracted to.When researchers changed their brain cells into thinking they were the opposite sex, the worms gravitated toward the other item. Worms that thought they were male gravitated to the buttery popcorn smell. Those who thought that they were female gravitated to the smell of fresh super acid vegetables. To see whether or not this was unspoilt coincidence, researchers changed a genetic slip in the brains of these worms. When they did this, the worms didnt change at all, but they sensed that they were the opposite gender. Did the smell that the worms were attracted to change? Yes. After tricking the worms to think they were the opposite gender, male worms had a clear preference for buttery popcorn and female worms had a definite preference for fresh green vegetables. Researchers hope to continue to study how sex chromosomes influences differences in brain function and the diseases and disorders that people develop. The organization Autism Speaks, which is dedicated to autism research and awareness, provided mount for this program. Beat out the competition for well trained employees by kickoff small, and continue adding to your arsenal of female-friendly incentives over time. Social Method to Motivate Employee Keeping in mind the current labor laws, here are a few suggestions on how to gently motivate your employees Start a program where the lowest-performing employee each week is mocked mercilessly over the intercom system by their peers.Contrary to what the experts will speciate you, people will work just as hard to avoid ridicule as they will to gain panegyric. This is also a great team-building exercise. Begin performance evaluations with the statement I hope youve roll in the hayed your time here. Then sit silently, because in any negotiation the archetypal one to speak loses. After a sufficient period of time, tell the employee you have reconsidered and are giving them one last chance. Their relief will increase productivity dramatically. Declare one day per month as Come As a Clown day. This has little to do with motivation, but is entertaining because many people, and probably ome of your employees, are terrified of clowns. And who wouldnt be? Clowns are creepy. Start each staff meeting with a list of companies in your industry that have recently downsized. Follow this by saying If things dont incision picking up around here and then let your voice trail off menacingly. You should see a noticeable up-tick in your employees self-motivation. some(prenominal) companies have enthusiastic male and female employees who work as viscous and productive teams. The benefits of having employees such as these or numerous and may consist of achieving accomplishment, guild receiving a great reputation and longevity.The companies also have great teamwork in which boosts the employees enthusiasm as well as they have less absenteeism and also maximize productivity. These companies know that. You cant motivate others but can create the environment for motivation. So these firms simply provide quest services to their employees 1. For career growth, development and learning 2. Exciting work as well as a challenge 3. Meaningful work by making a difference 4. Great people such as co-workers 5. Being a part of a team 6. Having a great boss 7. intelligence for work that is well done 8. Having fun on the job . Sense of control over their work 10. Flexibility in dress code and/or working hours actuate Employees a Key Factor To Success If you have employees, chances are good that you desire them to be happy, productive and motivated. Motivated employees work more efficiently and produce better results. Productive and happy employees lead to success. Unfortunately, theres no secret formula for motivating employees. In fact, motivation can be as individual as the employees who work for you. just about employees may be motivated by money, while others may be motivated by personal recognition.In order to better understand how to motivate employees you must frontmost understand how motivation works. psychological science tells us that motivation can only come from within. Motives are what drive human attitudes and behavior. Motives are internal, and they work from the inside out. Motivation is that little release or nudge that people need to keep working toward a desired goal. It works in many ways and for nearly any situation you simply need to find the right motivational rooster to achieve the desired results. To motivate employees you need to find out what your employees pauperization and find a way to give it to them or enable them to earn it.One of the keys to being a successful manager is the ability to motivate employees and help them achieve their goals. One way to accomplish that is to provide added incentive. Its a prove fact that if people like their job, they will be more productive. Generally, employees are willing and able to work if they feel their job is authorized and they are appreciated. The following are motivational techniques use d by successful entrepreneurs. forefinger of praise. A simple Good job or Thanks a million can do more to motivate people than just about any other method.The vast majority of employees yearn for recognition. Pausing to offer praise or words of encouragement can truly make psyches day and motivate them to greatness. Money talks. Its a well-known fact that money makes people happy. Traditional ways to reward performance include pay raises, bonuses and promotions. However, gift cards are quickly becoming the incentive of choice for many organizations. Pump up the perks. Staff members always appreciate perks. These can include extra vacation days, use of a caller-out vehicle, or an exclusive club membership.Be creative in finding unique ways to celebrate success. In the spotlight. Everyone bonks being in the spotlight. Considering featuring hand performing employees on the company Web site or talk about their achievements in the company newsletter. Present workers with an attracti ve certificate that can be stick on in their work area. Host an awards ceremony. If you necessity to pump somebody up, hump their hard work in front of their peers. Awards ceremonies can be a simple event that takes place in the office, or can be an annual event that everyone looks forward to, especially those to be recognized.Let them eat. Food has a way of bringing people together and can be a fun way to motivate employees. Host a company breeze or cater a company dinner. These types of gatherings make perfect opportunities to dupe family members to join in celebration of employee recognition and the companys success. All of us enjoy recognition of our efforts to be successful. Take time to help your staff feel honored as you guide them along the road to success and garner the benefits of company loyalty. What Factors to be Considered For Motivation of Employees Dont expect things to change overnight.If the environment is now negative implement these ideas over time and yo u will see attitudes protrude to turn. It may take people a while to adjust to your new attitude and behaviors. Its ok. You are a mirror for their workplace experience, if you remain positive and implement positive behaviors sooner or later they will too. Motivation must start with you. Start off with hiring a diverse host of individuals. Give them generously your full attention. You must be willing to find out to them to create an open and receptive environment. Be pleasant and motivated yourself thus offering woundony.Be authoritative to use respect when dealing with others. As a leader you must create intention of being successful in reaching the companies goals. Help visualize the goals to your employees. You as well as your employees must actively work at the goals. People are the most soothing when you are in touch with their environment. Be sure to provide opportunities for them to be who they are so that they feel and realize that they can grow within the company. Prov ide opportunities for them to be what they are. Allow them their space and safety. Give them inspiration. Employees must feel like they belong to the team.Employees really want to be valued for a job. It means even so much better done by those in which they look up to. Motivation begins in stages. Motivation begins first as a physiological form. This is when benefits are greatly analyzed and appreciated such as retirement plans, health benefits, job security, paid leave, vacation, monger and break areas, parking garages and even clean restrooms and to know I could go on and on with this stage but I am sure that you get the idea. The next stage is safety in which is the protection from harm stage. This stage is assessing the companies security.This includes security guards, on site parking, evacuation plans, employee security badges, maintenance, policies, health benefits etc. Following is the social aspect which is acceptance and friendship. This stage is includes the surround of co workers. Day care options, being involved in team decision making and opportunities to learn new skills for advancement are all examples of this stage. Self love which is also known as the self respect. go the employees knowledgeable and experience training and growth opportunities are a part of this stage. Rewards are great for this as they are great self esteem booster for employees.Rewards such as bonuses or employee appreciation weeks can really make a difference within a company. Self realisation is the stage which is the goal stage which is doing the things in order to achieve your goals. The benefit of this stage is growth and advancement. This could begin as a trainee or a coach for the company or department. Training or career prep can also help reach these goals. Recognizing your employees is essential As the leader you have a lot of obligation to stay on top of to begin and maintain a motivated atmosphere for you and your employees.Lift your employees spirits thru kindness, compassion and caring. Create individual goal plan and continue to evaluate plans for continuous progress. Friendly competition leads the success. Emphasize success rather than failures. If failures must be addressed then use praise, constructive criticism and the praise again. Recognize and reward selected employees in an open and publicized way. Be sure to address this in honest and personal manner. Continuously say give thanks and good job in anyway you find possible. valuate helps develop the behavior expected from employees.Your team must be there for one another in order to make great team players. progress a positive difference by being fully present. sycophancy and recognition, study after study show that employees perform their best at higher levels of praise and recognition. Recognize, reward and promote your selected employees based on their performance. The peripheral performers will a choice to either improve or leave. Obtaining get-at-able goals is ver y important for any reward program. All rewards must be clear and well communicated. The most meaningful and memorable rewards are the best.Timing is essential for recognizing your employees. Always celebrate success for employees as well as the company for reaching goals. Allow your employees to see their contributions to the end goal or product. legion(predicate) leaders get nervous when change is happening within the company. It is important to be positive, honest and give entropy to the employees as soon as possible. Silence can backfire. Sharing information with employees is more important during a change even more than when everything is stable. Keeping communication is a must. When information is given early and honestly the employees feel more valued.The productivity will remain high. Share your thoughts, ideas and even excitement with all staff not just the superiors. Allow employee involvement in decision making especially when it affects their work. Whether it is bad or good new, remain honest. boost initiative and creativeness thru out the employees. After giving news about a change you must allow the employees to have some time to think and plan. Encourage questions and encourage those who take risks to do so. Learning different personality styles and using these by applying what you have learned is very powerful.I encourage you to learn more about them for maximum results in motivating others. Motivating employees is a rugged Task but some TIPs can solve the issue Motivating employees is just about as difficult as retaining them, so how do you go about motivating them without using financial incentives , rises, bonuses and so on. here are a few tips, ways and ideas which might help you just get the best out of your employees. Give more breaks. Motivate your employees by giving them more time off throughout their working day. More short breaks should help motivate your employees, give them a quick boost and get them back on track.Organize an d Hold competitions, awards and so on. Give your employees something to aim towards, for example employee of the month. Motivate those using competitions. Everyone loves a competition and everyone loves to win. Hold and place team days, teamwork during days and training sessions. Get all your employees together on training days, events or similar and get them motivating and inspiring each other. Create a nice place to work in. Help motivate your staff by creating a clean, friends, and workable workplace. If staff dread coming into work then they wont do there best for you.If they enjoy coming into work or into the office then you will see there natural motivation come out. Dont push your employees too hard. You dont want them to shut down and not work, so dont pile on all the pressure if you want to see positive results. Give them something to work towards. By this I mean, set staff tasks, aims, goals and targets, get staff and employees to work together to help and motivate each o ther and themselves. Recognize and reward. Start recognizing and honor good employees, untiring and motivated employees and soon others will not want to be left out and will follow suite.Reward with a longer lunch break or similar. Tell your employees they are valued. Just like you treat your customers as king you must also treat your employees as kings and queens as without them your business probably wouldnt exist. Employees need to know they are valued and appreciated it boosts self esteem, self worth and morale which in the end result in youre getting more hardworking and motivated employees. The main Tip Remember to treat employees as you would like to be treated yourself and you should see positive results. Motivate Your Employees with These Four Ideas wrinkle owners know how difficult it can be to motivate employees both male and female. No matter how great a potential employee may seem in a job interview, many end up working for a paycheck instead of truly caring about th e company and the products or services it produces. However, if youre a business owner, you dont have to resign yourself to employees that simply punch a time clock and sleepwalk through the day. Instead, try motivating your staff with a few of these ideas Offer performance rewards subroutine your imagination to figure out which performance reward best suits your business and employees.You could also base performance rewards on the number of new customers that sign up for your newsletter or mailing list, or the total amount of sales or targets the employee rings up for the week. If, for example, you run a harmony store, offer a cash bonus for every 100 CDs an employee snitchs. So if the employee receives an additional $25 per 100 CDs sold, theyll earn an extra $50 if they sell 200 CDs and $75 if they sell 300 CDs. Offer advance-sharing Profit-sharing allows employees to feel as if they have a vested interest in generating as much profit as possible.Not only does this encourage t hem to manufacture or sell more products, it also encourages them to recruit new customers and limit loss. Many different companies offer profit-sharing, so model yours after a tried-and-true method. Let your employees know that profit-sharing is part of the package when they start working for you, and theyll be motivated to succeed at the very beginning Offer commission If your business involves the target, plan or sale of a product or service, you may want to offer your employees a commission based salary.Although not everyone prefers this type of pay method, it does overhaul as an incentive for your people to generate increased end result. Alternatively, you could offer commission only on certain products or only for certain departments in your business. Choose the best method for your company and your employees. Offer a friendly competition If you dont have the high budget or flexible finances required for the other employee motivators, you may still be able to motivate your em ployees inexpensively if you make it a competition. Have your employees compete to see who can sell the greatest number of widgets per week, for example.Or have them compete to see who can get the most customers to sign the mailing list. Your poke to the success can be anything from a gift certificate to the local photo theater to a cash bonus. To truly motivate your employees, you need to take aim employee loyalty by being an honest and fair employer. But a little extra incentive in the form of a prize or cash can help win and give your employees a reason to increase profits. For Employer Tips for Motivating Employees Being in a management position is not easy, and not always fun. The position comes with much responsibility and can prove very stressful.Holding a management position often means you are put in charge of large be of people, all with different attitudes, moods and dispositions whose performance you are held accountable for. That is the bad news. The good news is ev en if things are not optimal you can do something about it. Learn to motivate your employees and you can turn things around for everyone. You may be thinking that the change needs to come from the individuals when really the change begins with you. Being in a management position by thoughtlessness makes you a leader. Others are looking to you for guidance and support.You must rise to the occasion. Your management style can greatly improve the general attitude in the workplace. Positive messages coming from you as a manager will go a long way towards improving your productivity and the work performance of your employees. As a manager the small ways you interact with the workforce everyday greatly impacts how they carry out their duties as individuals. So may be you have not been so positive in the past, its never too late to change. Start anew. Start with you. You will be stunned with the overall outcome. Smile A lot. It is a simple thing but contagious.Even if you think people wi ll not smile in return. Do it every day. Just give it a try and see what happens. Praise Try to accentuate the positive no matter how small. If someone cleans up a spill or picks up something off of the floor, it may be their job to do so but, you can still use that as an opportunity to praise them. Say Thank you for taking care of that, someone could have gotten hurt just this simple action will create a positive feeling in the person and make them want to do better every day. People want validation that they are contributing in positive ways and that their efforts are not passage un-noticed.First Names Make a concentrated effort to learn everyones first name. Even if the name is hard to pronounce, ask and repeat until you get it right. You interact with these people frequently and knowing their names conveys that you are interested in them personally and, care about them as individuals. Be willing to twitch in People will work harder for someone if they know that when the chi ps are down, you will jump in the trenches with them. If they are really struggling and you tilt in and help them get to the finish line you earn their respect.If you stress out or panic instead of taking a hands on approach that permeates the crew and the task will suffer. Share the goal If there is a daily, weekly or monthly goal, let your employees know what that goal is. If they have something to work towards they will work harder to get the job done. It creates a sense of purpose. You could even make a game or a competition out of it for meeting or exceeding the goal which adds a fun feel to the challenge. You can build on that concept when the goal is met or exceeded by saying We did such a great job this month, I cant wait to see what we do next monthGood managers know that the best way to get your employees to perform well is by motivating them. The following are a few tips on how you can motivate your employees to ensure a happier, and therefore more productive work plac e. Stay Positive, Enthusiastic and Excited Yourself. As a company owner, manager, or boss, your employees will be taking their cue from you. If they find you frustrated, angry, discerning or depressed, they are going to follow suit be it consciously or unconsciously. It is important to get people excited about success, just as it is important that they know you have faith and believe in them and the company.Find out what motivates each employee. A common mistake made by many managers is the automatic assumption that all that is needed to motivate employees is money. While this may true in many cases, it certainly isnt true for all. Some employees might simply need more personal recognition or to feel as if they are making a valuable contribution. Others might be interested in having their opinion heard, may want to have more input in the way things are being done, or might be motivated by getting a promotion.While others still might simply be motivated by the promise of more time o ff to spend with their families. If your goal is to motivate certain employees it is important to know exactly what their priorities are and what they would be willing to worker harder for. inquire for their ideas. Another common mistake made by many bosses and managers is the belief that the way things are currently being done is the only way. It can be very frustrating to an employee if they know of a quicker or more efficient way of doing their job, but simply arent allowed to because of current restrictions.Check in with your employees once in awhile and ask for their input. It can be in a one-on-one meeting, a group lunch or even by a general questionnaire asking for their opinion on any improvements they believe can be made. Most employees will feel more motivated simply by knowing that their opinion counts and that they are having some kind of input. While all their ideas might not be feasible, you might be surprised at how many could actually save the company time and money as well as naturally motivate the employee to do whatever they can to make the new plan work.Give Recognition When and Where It Is Due In many instances recognition is just as important as financial rewards to an employee who probably spends more hours of their life at their job than in their own home. It can be something as simple as mentioning to the employee how much you appreciated a job well done, an announcement in the company newsletter praising an employee or department, a special lunch out or celebration for the group that accomplished a particular goal, or even a letter of commendation in an employees work file.Sometimes a little praise and recognition is all an employee will need to want to do an even better job in the future. specie Bonus or Extra Time Off Contests and competitions can also help to motivate your employees. Depending on the nature of your business see if you can start monthly competitions, For example, whoever answers the most phone calls or brings in t he most new clients will receive an extra few hundred dollars in their paycheck or a free weeks vacation.As long as it doesnt cause any problems by getting cut throat, this can be another fun way to get your employees excited about producing again. pic References to the compiled Data 1. The Research Institute of Labor and Social Affairs carried out an analysis on motivations for good work performance under a project entitled Measuring the Quality of Working Life (CZ0502SR01). 2. Sponsored links Cultural IntelligenceCQ 3. Trainers and Coaches Needed 2012 Programs 2013 Global Summit 4. CulturalQ. om -Marti Barletta wrote the book on marketing to women. 5. www. TrendSight. com 6. CLY communication -Berlin creative & professional lifestyle incentives 7. www. cl-y. com 8. wamda. com 9. Incentive Magazine Top 10 Ways to Motivate Women in Your Workforce Roy Saunderson whitethorn 2011 10. Bankrate. com Motivating Employees in Tough Times Karen Haywood Queen March 2009 11. University of Ph oenix School of Business Are Employees Motivated by Money? whitethorn 2011 12. Cultural Intelligence- creative & professional lifestyle incentives 1