Without seeing the original feature I can’t really comment fully on the complete feature but ending in the letter with “personal aspirations are aligned with organisational purpose” signalling that engagement is difficult for an employer to drive.  I believe it highlights another reason why motivation is one of the main aspects of HR, if an employee is motivated it does result in engagement.

A report by the spending watchdog said that productivity in the NHS continued to fall despite the introduction of the new Agenda for Change pay contract.

It amazes me that many HR professionals still believe new pay changes will increase employees motivation/productivity. Whether we like it or not most employees believe that they are due a pay increase year on year, the main argument being down to inflation. Pay raises also show that the business is in a strong position.

We are currently in a difficult situation with the state of the economy and I believe this makes certain aspects of HR easier. It would be quite brutal for an employer to tell its employees that having a job during the recession is a motivational factor but in honesty it would be close to the truth. Personally, I believe that at a time when businesses are spending money more wisely it would be better to use this basic approach and build on it to develop a true motivational scheme.

Employees have a vast range of needs and if an employer wants to work with the employee then they will motivate them without spending money.

 I think self motivation can be achieved via a couple of different options; 1. In order for us to feel self motivated we have to want to do it because we think it will be enjoyable and also rewarding. 2. The self motivation comes from a fear of what will happen if we don’t achieve the task.

“Natural” motivation is the most common type of motivation and happens the most often. It is the motivation people get when naturally motivated.

“Fear” motivation happens often within the workforce when under pressure to complete a task.

“Booster” motivation  is normally self driven to overcome a task you have set yourself.

For information on “Attitude” and “Incentive” motivation please see previous article – “Two Types Of Motivation”, Jan 2008.

FULL ARTICLE COMING SOON!

Attitude Motivation – Thinking and Feeling
&
Incentive Motivation – Providing a reward.

When planning to motivate an employee “Attitude Motivation” and “Incentive Motivation” need to be utilised in harmony to fulfil maximum motivation.

“Attitude Motivation” should be used during the task and “Incentive Motivation” applied towards the end. Therefore as the employee carries out the whole task they are motivated at each stage.

What you use to motivate your employees will change depending on the conditions of the task in hand e.g. time length and desired affect from the motivation.

“Incentive Motivation” will tend to comprise of small but more meaningful solutions e.g. “Once you have completed all the preparation for the team meeting, you can have the afternoon off.”

“Attitude Motivation” will tend to comprise of a wider range of solutions that individually would have a smaller affect e.g. “ In order to complete all the preparation for the meeting, you can use the administrator to help put together the presentation and we will cover your normal duties.”

When both types of motivation are used together they make it achievable to fulfill your employees motivation level.

We aim to have our website and blogs fully running by 2008!