To achieve a high job satisfaction, high work quality, and high productivity, there are three essential elements that need to be included in organization motivation plan. They include recognition, training, and job flexibility. Normally, motivation involves inspiring and stimulating individuals to employ their knowledge and skill to their best level possible, to ensure quality product. This cannot be possible if workers do not have enough skills to employ. It is therefore important for an organization to employ training element in their motivation plan to ensure that employee contains enough skills to apply in their job. Enough knowledge and skills in assembling and technology will motivate workers to try even hard tasks without hesitation. Thus, skill can be term as an empowerment aspect that an organization should ensure through regular training.
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Job flexibility allows employees to make positive modification that can better performance and work efficiency. It is a work practice that permits the workers a certain level of freedom in deciding on how the work will be done, and how the work schedules will be coordinated. Job flexibility gives employees freedom to apply their knowledge, judgment and collaboration to solve problems. This low level of supervision gives employees the urge to demonstrate their ability and to appreciate the employer’s trust and thus, improving their performance.
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Employee recognition is another aspect that organization should include in their motivation plan to achieve good outcome. Employees can be recognized for work well done through incentives, getting extra privileges such as study scholarship from the organization, or salary increment and promotion. This makes workers to work hard, employ all possible skills, and do perform researches to better their performance.
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Ways to Motivate the Minimum Wage Service Worker
Just like all other workers, minimal wage works should also be motivated. One way to motivate minimum wages workers is by making them feel special and important to the organization. These workers attitude can be adjusted by showing them that they make a great contribution to the organization. The second way to motivate these workers is by communicating with them. When workers have no idea of what is happening in their place of work, they feel insignificant. However, holding regular meetings with them, sharing recent business development news and offering a preview of the organization future changes will make them feel important. This will make them feel as a part of organization and thus, changing their attitude towards their job and the organization in general (Koch, 1998).
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The third way to motivate minimal wages employees is by recognizing their contribution in the organization. The management should not assume that those employees know that they are grateful for their work. This needs to be publicized. This simple public recognition can significantly increase eagerness of employees to fulfill their duties. This can be supported by Maslow’s Hierarchy of needs theory that states that an employee who is attempting to satisfy his esteem requirements might feel gratified when praised by the supervisor. Simple social, physical, and psychological needs satisfaction can highly boost self esteem of workers and thus, boosting their spirit toward their job (Asproni, 2004).
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