This makes the managers that run this theory to be more open to new ideas and since the employees are given respect and valued, they are more likely to be motivated. These two theories critically examined the human nature, but the hold back is that some of the employees fit in one of the category that is opposite of the one the manager is using, and resulting they could not be motivated... displayed 300 characters
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This theory is conducted where the employees were asked about their working environment and what motivates them to give their full performance. And he found that there are two elements that create job satisfaction and dissatisfaction, and it was the motivator that made the job satisfying and the hygiene factor that made it dissatisfying... displayed next 300 characters
This proves that a small favor/reward is huge in getting an employee to be satisfied with their work. However, since the managers are mostly so negative, this excitement probably won’t last very long and therefore won’t be effective...
This method would work best for me because it's a great motivator to the top producing employees, as well as new employees. The first order of business to make this method a success is to call a company meeting...
"One thing that is clear, however, is that a complex interplay of intrinsic factors like personality, self-perception, emotional development, and cognition and extrinsic factors like culture, the situation, and organizational practices, all play roles in workplace performance...
Motivated employees tend to their best work when they feel that they are in an environment that makes them feel valued and appreciated. When management effectively meets the needs of its employees, production and moral will increase and the bottom line, revenue, will increase as well...
This will let you know about what interest them and what they really want.
e) Rewards are very important when it comes to motivating your employees. Make sure that performance of your employees is based on their behavior towards goals...
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