The reality, when you talk about how to motivate employees, is that they're already motivated. As a manager, you're charged with figuring out how to tap into that motivation to accomplish work goals. Fortunately, you control the key environmental factors that are necessary to achieve this. This is the most significant factor managers control. The second-most important factor is a work environment and organizational culture that fosters employee motivation and engagement. Ideally, the work culture consists of an environment in which employees are trustedtreated like the adults they are, and not micromanaged.
Employees are entrusted with the values, vision, mission, and strategic framework within which they're expected to do their jobs. They receive frequent communication, are regarded with respect and treated with civility, and have input to every facet of the work they're hired to produce.
They're also encouraged to speak up about what they believe when participating in solving a problem for a customer. And the organization trusts them with its most significant and critical financial information so they're not blindsided by business problems. These are factors that help produce a work environment in which employees choose to be motivated to accomplish the requirements of their work. Nothing is more powerful than a group of contributing, motivated employees.
Increase workplace motivation and morale by understanding that as your employees' manager, you're their passport to a boom or bust day. First and foremost, behave as if you're a part of the team by lending a hand with the work, making yourself available to anyone who has a personal or work-related problem, and actively helping your people to achieve their goals. Expand your motivational toolkit with six leadership actions you can take to promote trust and feelings of security in the workplace while minimizing anxieties, hostilities, and cynicism.
Start by communicating honestly and frequently with each employee in your group, really getting to know your employees and letting them get to know youand infusing your team with your own optimism and vision. Make progress toward creating a work environment in which employees choose to be positive, enthusiastic, and motivated. Understand that motivation is basically a person's own drive to achieve something, like winning an award or completing a project.
As such, your employees don't need you to motivate them but rather to set the stage by empowering them to motivate themselves. Investigate some of the ways you can show respect in the workplace—from watching your tone of voice and body language to delegating meaningful assignments to treating everyone with courtesy and kindness and encouraging the free expression of opinions and ideas.
Show your employees that you appreciate them for who they are in a variety of ways, in addition to valuing their contributions to the organization. Suggestions include asking them about their interests and activities outside the workplace, bringing in the occasional bag of bagels or donuts for the team to share, or taking them to lunch on a birthday or other special day.About the Author s.
The Author s. This is an Open Access article distributed under the terms of the Creative Commons Attribution Licensewhich permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
Orientation: Managers often have negative attitudes towards performance appraisal because of its problematic nature, which is influenced by political and social contextual factors. These negative attitudes lead to reduced employee support, inaccurate performance appraisal ratings and, consequently, negative employee perceptions of the performance appraisal process. Motivation for the study: Previous research has confirmed the importance of performance appraisals in organisations. Main findings: This study revealed that performance appraisal is fundamentally an uncomfortable and emotional process for managers, which results in their adopting defensive attitudes.
Because of many uncertainties, managers do not always display the ability or readiness to conduct performance appraisals. Practical and managerial implications: This study provides insight into the present-day experience of managers in respect of performance appraisal and highlights the factors that influence their attitudes.
Contribution: The insight gained from this research into the factors impacting on the attitude of managers towards performance appraisals can assist organisations to better support and empower such managers to be more effective in their approach when conducting performance appraisals.
Frustration with performance appraisal is more evident than ever, and voices opposing the use thereof are increasing and growing louder Adler et al. Performance appraisal has been utilised by organisations as a tool through which strengths and developmental areas of employees can be described and to facilitate the relationship between the employee and the manager Pichler, Performance appraisal is also used as a mechanism through which decisions relating to salary increases and succession planning are informed Grote, Reasons for inaccurate performance ratings include among others:.
Managers viewing performance appraisal as positive tend to give more accurate ratings Jawahar, The study proposes that by gaining a better understanding of the present-day factors that influence manager attitudes towards performance appraisal, more effective interventions can be developed that will result in not only a more positive experience on the part of managers, but that will also enhance employee development and performance.
However, because of the attitude of the manager who conducts them, performance appraisals seem to remain a challenge to organisations. What, then, is an attitude? According to Allportan attitude points to a psychological type of readiness that is formed by applying a judgement towards an object through experience.
Taking it one step further, Eagly and Chaiken define an attitude as a psychological tendency an internal state that is expressed by evaluating a particular entity with some degree of favour or disfavour. A negative attitude towards an object then forms to balance such inconsistency. Secondly, attitudes can form through learning, for example with reinforcements such as positive encouragement.
Another method requires the pairing of two stimuli until a situation is reached where the first stimulus transforms into a signal for the second stimulus. Lastly, attitudes can form through the expectancy-value framework, a theory that assumes that the attitude towards the object is based on the sum of the values of all of the attributes that the attitude object is thought to have, and which is based on the mental formation of attitudes.
This framework is a useful and popular model to explain how a collection of beliefs about objects forms attitudes. The expectancy-value framework attitude formation theory was adopted for this study Zhang et al. In a study conducted by Longenecker et al. A few years later, Bretz and Milkovich conducted a study which aimed to investigate how performance appraisal was practised in the workplace.People who possess bad conduct and get easily attracted to the bad in everything are said to be the one who has a negative attitude.
They usually pinpoint negative in everything whether it may be people, situations or behaviour. Every workplace environment has different types of employees with different kinds of attitudes. The most common different types of attitudes are.
The very first two mindsets will not disturb the environment mostly. One most important thing to be noticed is, it is very tough to pick or identify the negative attitude of people in the workplace as they are like a grenade. It would be found only when it explodes. Hence, it is very important to identify these negative attitude people and stop making them affect job performances or not create any negative vibes in the work environment.
Bad behaviours, especially at the workplace, are something which cannot be tolerated. It can spoil the good work environment at the workplace which can hinder the productivity of the employees.
Even if your coworkers do not speak about it, bad behaviours surely irritate them. This can result in creating a disturbance in the relationship between your colleagues.
Before moving to the adverse effects of a bad attitude at the workplace, let us look at a few features of effective teams. Here are the few most common negative traits found in the workplace or different types of attitude problem in the workplace. One of the most common negative attitude found in the workplace is exaggerating others mistakes which is not a very decent attitude.
It is very natural for an employee to commit a mistake in their work. There are few negative attitude people who try to ruin others career by highlighting the mistakes committed by them. Yes, it is very essential to make them understand their mistake and help them recover from it. But not spreading it throughout the office, as it will eventually pull them down and feel bad about it.
There are times where few employees miss out in their personal or professional life. And it might also reach the workplace by many loopholes. In those cases, there are few negative attitude employees who spread the rumours or comment on others personal life in the workplace.When an employee reports to work, his attitude affects his work performance and can have an impact on the employee morale around him.
Generally, workers with good attitudes have stronger performance, and workers with poor attitudes exhibit less-than-superior performance. It is up to managers to monitor employee attitudes and address attitude problems such as negativity and laziness. An attitude is based on many factors that an employee brings to the workplace. The deep roots of an employee's attitude make it hard to change.
Her attitude is the product of her upbringing, including patterns of thought and ways of looking at the world that she has learned over many years from peers, parents, teachers, coaches and other adults.
An employee's attitude has a potential to impact his interactions with others and his individual work performance. Attitude affects an employee's reactions to others, including colleagues, supervisors and customers; attitude affects his perception of his job and his value to the organization.
If an employee's work tasks involve collaboration with others, his attitude can affect the success or failure of the group. Some signs of negativity in employees are all-or-nothing thinking, overgeneralization and labeling, personalization and blame, jumping to conclusions and focusing on the negative.
These signs are examples of patterns of thinking that affect an employee's view of her job and her social relationships with others in the workplace. When a manager observes negative patterns of thinking in a group situation, he can ask himself which kind of thinking is affecting each employee. He can also help group members examine their attitudes to turn the focus back to positive thinking. Managers can assess whether an employee's poor performance reflects an attitude problem or factors such as job satisfaction, an inability to handle work tasks, training needs, problems with the work environment or personal problems.
Upon closer examination, managers may find that an employee struggles at performance because of a combination of these or other factors. Therefore, it's important to approach an employee's performance problems with care, because they may or may not be related to his attitude.
This conversation may reveal an employee's insights into why he struggles. Managers should encourage and recognize employees with positive attitudes and satisfactory or above-average performance. These employees contribute to a positive workplace and positively impact workplace morale. They are often unnoticed because people with negative attitudes or weak performance demand more of a manager's time.
Recognition reinforces their positive attributes and promotes continued achievement. Audra Bianca has been writing professionally sincewith her work covering a variety of subjects and appearing on various websites. Her favorite audiences to write for are small-business owners and job searchers. Skip to main content. An Employee's Attitude An attitude is based on many factors that an employee brings to the workplace. Impact of Attitudes An employee's attitude has a potential to impact his interactions with others and his individual work performance.
Signs of Poor Attitude Some signs of negativity in employees are all-or-nothing thinking, overgeneralization and labeling, personalization and blame, jumping to conclusions and focusing on the negative. Management's Role Managers can assess whether an employee's poor performance reflects an attitude problem or factors such as job satisfaction, an inability to handle work tasks, training needs, problems with the work environment or personal problems.
Positive Attitudes and Job Performance Managers should encourage and recognize employees with positive attitudes and satisfactory or above-average performance. About the Author Audra Bianca has been writing professionally sincewith her work covering a variety of subjects and appearing on various websites. Job Performance.To browse Academia. Skip to main content. Log In Sign Up. Herbert Kanengoni. Tasara Mazorodze.
Middle Management. Automotive Industry. Innovative Change. This study builds on the prior research of change management. Therefore, using cluster sampling technique to draw a sample from selected organisation, the current study was conducted to empirically investigate the attitudes of middle managers towards organisational change.
To collect data, a modified attitude to change questionnaire to gather primary data from selected organisations and the findings indicated that middle managers have positive attitudes towards technological change, innovative change and total quality management.
However, middle managers displayed negative attitudes towards re-organisation. There were moderate significant relationships between factors influencing attitudes and the attitudes portrayed.
The researchers found that middle managers are effective instruments to facilitate organisational change and if given power to make decisions and participate fully in the change process, they can work until they achieve the goals of change.
In addi- Organisations are in a turbulent state as a tion, Nair highlighted that, within the au- result of changes in the markets, competition, tomotive industry, there is increased global com- and globalisation, widespread technological petition, outsourcing, and fast changing new advancement leading to faster, flexible and technologies resulting in massive confusion and cheaper ways of doing work, which leaves the challenges for those involved in such a volatile future of employees in a very uncertain state.
Role of Managers in Employee Relationship
No company today is in a particularly stable As much as organisations are realising the environment; even the traditionally stable in- need for change, individuals involved in imple- dustries such as energy and utilities have wit- menting the change are part of the major chal- nessed and will continue to experience turbu- lenges faced by change agents in trying to im- lent change Robbins and Judge The plement any type of change.
Prochaska supported by Accord- to change is the number one reason for failures ing to Demeroutichange is evident ev- of organisational change initiatives and it is a erywhere from the simplest everyday changes common problem.
The major question facing the top Herbert Kanengoni management today is whether this resistance is E-mail: hkanengoni gmail. Giangreco and Peccei include E-invoicing, Supplier performance mea- pointed out that as much as change is inevita- surement tools, goods importation management ble; it leads to a state of chaos, low job security, and a completely redesigned user interface for additional workloads and guilt for the manage- the My Xchange portal Nair This may result in consistent and recent survey on change progress how- strong negative attitudes towards change ever indicated that the transformation aimed at caused by fear, cynicism and ambiguity.
Beer growth and development has failed to yield out- and Nohria indicated that, some forms of comes above standard set. Revenues have change leads to emotional exhaustion among dropped, sales have dwindled and short-term managers resulting in their failure to give as much future predictions on production volumes are support and care to clients as planned.
Employee Attitude Vs. Job Performance
This is very low, the industry is on its knees Automo- consistent with a recent survey Giangreco and tive Industry Report It has therefore be- Peccei in which most employees admitted come questionable whether middle managers that they do not follow through with organisa- have anything to do with the delay and wide tional changes because they like to keep things spread resistance since they are leading the the way they are or the changes seem to be too change programs Dennis and Erwin However, does the same apply to Manifestation of Organisational Change middle managers who are given the authority to in Automotive Industry manage the processes of change?
A number of factors, in the modern bal, turbo-charged engine for the manufacture business scenario, have necessitated this trans- and export of vehicles and components. Many formational process. Organisations aim to in- of the major multinational firms use South Africa crease responsiveness to clients, as well as pro- to source components and assemble vehicles ductivity and efficiency through employee in- for the local and international markets.
This volvement and participation.A healthy employee relationship is essential for the employees to find their work interesting and perform their level best.
It is important for everyone to understand that one goes to his organization to work and conflicts must be avoided as it is nothing but a mere waste of time.
Employees must be comfortable with each other and work in unison towards a common goal. An individual cannot remain tightlipped and work for infinite hours, he needs people around to talk to and discuss his ideas.
One must have friends at the workplace whom he can trust well and share his secrets without the fear of them getting leaked. This way the employees feel motivated and enjoy going to office daily.
They do not take frequent leaves and strive hard to live up to the expectations of the management. For an organization to perform well, it is important that the employees are friendly with each other and avoid criticism, backstabbing at work, a strong reason to spoil the relationship among the employees.
The team leader or the manager plays an important role in promoting healthy relation at workplace:. It is essential that the supervisor assigns challenging tasks to his team member as per his specialization and interest.
The individual should have interest in the work; otherwise he would treat it as a burden and unnecessarily crib about things. It is important that the team leader understands his team members well. Try to find out their interests and what all they expect from the organization. While developing their KRAs it is always better if the team leader calls everyone and invites suggestions from them.
Let them decide what best they can perform. This way the employees would never blame each other or their superior later as they themselves have decided on the roles and responsibilities.
Encourage them to willingly accept the challenge.
They would strive hard for a better output without fighting and finding faults in each other. A team leader should be a role model to his team members. He should treat each and every individual as one and avoid partialities at work.
Do not give anyone a special treatment just because he drops your son to school every day or says a yes to whatever you say. Appreciate if someone has done exceptionally well but do make sure to correct him if he is wrong somewhere. The team leader should not be rude or harsh to anyone.
There is a correct way for everything and one should not insult any team member. It is strictly unethical. Sit with him and make him realize his mistakes. He would definitely look up to you in future. The superior must not act pricy and should always be accessible to his employees. The individuals must have the liberty to walk up to their immediate bosses in case of a doubt and clear things. The hierarchy should not be too complicated as it leads to confusions and disputes among employees. The manager must ensure that all important communication takes place on an open forum for everyone to get a common picture.If you are a seller for this product and want to change product data, click here (you may have to sign in with your seller id).
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Welcome to Week 14 of the 2017 NFL season. With a new week, we get a few things: Fantasy football, cheering on your favorite team, and, of course, taking a peek at the spreads in order to make sure you're on the right side of every outcome. ESTIf the Falcons want to make the playoffs, this feels like a must win. If the Saints want to earn a first round bye, this feels like a must win.
Finally, a really good Thursday Night Football game. On the short week, give me the home team to bounce back in the first of two late-season battles between these NFC South foes. We could be on the path to Jacoby Brissett vs. If you're in the viewing area, turn on the Red Zone. This is a big one--and a potential playoff matchup in January.
After a road game last week, don't be shocked if the Vikings trip up. Carolina's defense will make things difficult on Case Keenum and Cam Newton will win this one with his legs. The Bengals technically are still in the AFC playoff race.