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Elements of an effective motivation program
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Elements of an effective motivation program 1. Establish clear performance expectations It starts with the manager's role to set clear expectations and his ability to enable people to reach those expectations. The manager must ask if the subordinates understand and accept his performance expectations. The foundation for an effective motivation program is goal setting. Effective Goal setting has three components: 1.1 Goal setting process. · The manner by which goals are established must be considered. · Goals must be understood and accepted if they are to be effective. 1.2 Goal characteristics. · Goals must be specific, measurable, unambiguous and behavioral. This reduces misunderstanding about what behaviors will be rewarded. · Goals should be consistent. Inconsistent goals will create frustration and alienation. · Goals must be a challenge. Higher expectations generally lead to higher performance. 1.3 Feedback. · Feedback should be given. It provides opportunities for clarifying expectations, adjusting goal difficulty and gaining recognition. 2. Remove Obstacles to performance 2.1. A key ingredient for an effective goal program is a supportive work environment. After the goal setting process, managers must focus on the ability part of the performance formula. Ask the question - Do subordinates feel it is possible to achieve this goal or expectation? Help from the manager must include: · Making sure the worker has the aptitude required for the job. · Provide the necessary training. · Securing needed resources. · Encouraging cooperation and support from the work unit. 2.2. How much help should the manager provide? Level of involvement should vary according to what subordinates need to perform a specific task, how much they expect and how much support is available to them.
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