Motivation is very important and it
is a vital component of effective management. The management problem described
for this research directly requires a lot of motivation especially to the staff
of the region which is not doing well. There are total 34 employees which form
the local branch of the KTG business group. Most of the employees are not aware
of overall company policies and they are somewhat ignorant of the targets that
the company desires for the region. The employees therefore require all sorts
of motivation to make them not only better but to associate them with company
aims and objectives on a personal level. All activities that are done with
respect to improving the employee participation and awareness level in a
business can be considered as motivational. Motivational is one of the key concepts
of operational management and it is used on a consistent basis throughout the
world (Hiam, 2003). All successful companies around the world use motivation to
build up large and successful business and the current local situation at KTG
business requires the use of advanced motivational techniques as the company
cannot change its entire workforce and it has to somehow use the same core of
employees to achieve organizational success.
Motivation is a vital activity and
therefore it applies to most businesses around the world. We have a specific
case available here but there are some motivational concepts that are
applicable in all the cases of business (Frey & Osterloh ed., 2002). We
will first discuss here the general methods that are needed to be applied and
addresses to improve the workforce at the local KTG office. We will then
discuss some important motivational schemes that will place specially to
improve employee motivation in the aforementioned case.
Improving Employee Motivation at
KTG
There are some motivational methods
that are essential in all kinds of businesses. These methods are basically
designed to improve the coordination between team members and team management
and therefore are applicable in multiple management situations.
Friendly Management
Good management is friendly and
allows team members to easily communicate with management to discuss issues
that are bothering them both in professional as well as personal situations.
Friendly management always creates productive environment in which people find
it easier to learn new skills and improve themselves as better professionals
(Frey & Osterloh ed., 2002).
Work Rewards
It is important to motivate employees
by rewarding them for their work. It must be understood that employees must be
rewarded not for extra work but for the work that is especially assigned to
them. Not all employees are on a same level professionally and therefore
multiple step system of work rewards must be set up to ensure that every
employee feels welcomed and can receive a reward if he or she works hard and
achieves a well communicated personal goal.
Work Importance
Different employees usually perform
different tasks in a business setting. It is important for all workers to
realize that their work is important for the organization and it cannot achieve
success or complete its tasks if it is not for them. All employees feel
motivated when they are made to believe that their work is very important with
respect to the organization that they are in.
Once employees believe that they do important tasks and they are
responsible for achieving organizational targets, they feel motivated and their
efficiency and overall productivity improves greatly (Frey & Osterloh ed.,
2002).
Equal Treatment
Equal treatment is extremely important
in creating motivation among employees. If a manager does not practice favours
and all the employees are given goals that they feel that they can achieve goes
a long way in creating stable and motivated workforce. Equal treatment can
become difficult in some cases such as the one described in our research
because all employees have different skill levels needed to work towards
achieving business entry into the new market of renewable energy but all
company policies must clearly mention equality on all grounds.
Motivation in Leadership and
Management at Local KTG Business
KTG local business also requires some
important motivational techniques and practices to ensure that the company can
turn this local branch into profits and make use of the opportunity provided by
the appearance of a new market where there is a golden chance of success. It
has already been mentioned that the local knowledge stream leader has a lot of
regional knowledge but is not well adept at providing professional help in the
field of renewable energy. This creates a problem in management structure as
the previous regional head has also left the company and it is now facing a
crisis of local leadership in the region that is well aware of the market
trends and can take advantage of the renewable energy sector to once again
establish the company in the region. We will mention here some methods that are
specific to the situation presented in our research problem.
Managerial Motivation and
Engagement
Motivation generally is regarded as a
concept that is applied to the general workforce of an organization and there
are many times where the management structure of the company is neglected and
not even offered any benefits for achieving specific targets. This is a problem
commonly faced by the mid level management which has to perform the most
difficult of management duties. The
management structure of the regional office must be taken on board with a
meeting headed by the CEO of the organization. The regional head must also ask
for the opinions of the business stream leaders. This will create the necessary
motivation in the management staff which is extremely important for achieving
success in such changing business situations (Hiam, 2003). Stream leaders will
also feel that they are well engaged in the organization and the upper level
management is keen to take ideas from them and it is also looking to take them
on board for the entire decision making with regards to improving the local business
especially in the renewable energy sector.
Interdependent Challenges
The new regional head has already
asked for recruiting new employees who have local knowledge of renewable energy
business. These new hiring must have interaction with both business and
knowledge stream leaders. Coordinated and interdependent aims and objects can
be set up for them in a way that makes them share information with each other
and achieve goals that will provide organizational success. The business and
knowledge streams will need to be combined in this region in order to achieve
organizational success. The mid level management should never be threatened but
they must be challenged in order to improve quickly and turn their focus
towards the new market industry that has a lot of potential in the region.
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