Motivating Employees Discussion Post I have attached the one references but the other reference you should have access. no plagiarize, spell check, and che

Motivating Employees Discussion Post I have attached the one references but the other reference you should have access. no plagiarize, spell check, and check your grammar. Please only use the attached references below. Only 200 word

The discussion post is below

Daysi seems to be completely unmotivated and has no plans to meet job expectations. This is the time when her direct manager should have a one on one conversation to find out what is exactly happening with her. In that conversation, manager should probably ask if she has a clear understanding of her job, if she knows what her duties are, and he/she would review with employee an action plan to monitor her behavior and tasks for the next few days to see if there is an improvement. The key is to find out what are the factors that are making her feel unmotivated and see whether she is motivate by pleasure or to avoid pain. However, if the issue with Daisy is due to the fact she does not feel there is not room for growing within the organization, manager should work on building her confidence. The greater a person’s belief in their own power to influence an outcome, the more likely they are to succeed with a new challenge (Pignatelli, 2015). It is imperative to find out how she really is to unleash her truly motivation.

Motivation is one of the areas that managers and leaders should be masters at, but it is one of the most challenges for any leader inspiring an organization. Survey of workers have reported equally distributing findings: 73 percent of employees said hey are less motivated today than they used to be, 84 percent said they could perform significantly better if they want to, and perhaps most shocking of all, 50 percent of workers said they are putting only enough effort into their work to hold onto their jobs (Spitzer, 1995).

It is Daysi’s manager responsibility to put her back in track to where she needs to be, and more importantly it is to find what motivates her, is it money, compensations, benefits, punishment, family? Managers should try to find a connection to see what it matters to employees. Not only the manager has to be able to increase Daisy’s motivations to complete her due duties coming in the next two weeks, manager/leader must be able to maintain Daisy motivate for the long run. The impact of short-term motivation has been described as “much like the effect of eating a dougnout… when the sugar high wears off, very little is left in the system” (Spitzer, 1995). Manager’s homework is to find out what is there to be done to maintain and sustain high levels of motivation for her and everyone in the organization all the time.

Reference

Pignatelli, A. (2015, Sep). 4 ways to motivate your employees. Green Industry Pro, 27, 1. Retrieved from https://search-proquest-com.proxy-library.ashford…. Crew Success Guide
| PERSONNEL |
4 Ways to Motivate
Your Employees
W
hen employees
appear to be lacking motivation and
become disengaged from
their daily work, there are
ways for bosses to re-energize them—aside from
just increasing wages.
Here are some tips from leadership expert Ascanio Pignatelli.
Connection
Companies with employees
who have strong personal ties
to each other have far higher
engagement rates than those
who are lacking. To connect
with your employees, create
greater trust and loyalty by
being more authentic. The
best managers connect deeply
with their employees by paying
attention to what’s important
to them. Carve out some time
each week to grab lunch or a
coffee with your key team members to get to know them personally. Finally, let them know
that you and the company care
for them.
Contribution
Studies show that employees
are happiest when they know
they are making a difference
and helping others. However,
their contributions often go
unnoticed.
Metrics for measuring
an employee’s contribution
36
should shift from
measuring their individual
performance to measuring
their team’s performance.
You can try recognizing and
publicly celebrating their
accomplishments as often as
possible, or share a client story
that shows your employee the
difference they are making in
someone’s life.
Freedom
Employees are far more loyal
and productive in workplace
environments that respect their
freedom and encourage their
self-expression. To ensure your
staff feels a sense of autonomy,
remind them that everything
they do is a choice. When they
believe they have a choice, they
will become more engaged in
the process.
Decentralize whatever
authority you can in order to
give your workers more decision-making power. This will
empower them and make your
company much more efficient.
Growth
If your staff feels they are not
making progress in their own
personal development, they will
soon become disconnected and
seek opportunities elsewhere.
Ensure that each employee
is constantly challenged. The
greater a person’s belief in their
power to influence an outcome,
the more likely they are to suc-
ceed with a new challenge.
To help your employees grow,
try building confidence. For
example, if an employee thinks
they aren’t experienced enough
to manage a project, you can
remind them of their unique
strengths and capabilities. Or
have inexperienced employees
watch other colleagues with
similar skills perform more
advanced tasks. Seeing others
with similar abilities succeed at
a task will help them develop
positive, “can-do” beliefs.
Finally, optimize the work
environment. Create a workplace that encourages your
employees to get the food, exercise and rest their bodies need.
The most successful CEOs
in the world unleash the energy
and creative power of their
employees by honoring these
four needs. They know that
what really motivates people—
once their basic financial needs
have been met—is their desire
to grow and develop as human
beings, connect and collaborate
with others, and contribute
something to a worthy cause. ❮
Ascanio Pignatelli is an award-winning speaker, seminar leader, coach
and author of the forthcoming book
“Lead from Need”. He is the founder of
ApexCEO, an executive coaching and
leadership development group that
helps C-level executives develop the
leadership and communication skills
to create more engaging workplaces.
To book Ascanio for your next speaking
event or workshop, please call him at
310-913-2313 or visit apexceo.com.
CONTRACTOR SUCCESS GUIDE | Green Industry Pros | VOLUME 18
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