2. Motivation Jessica Bogojavlenskis 1
A. Ways For Employers to Motivate Employees:
Recognition is a major motivator for employees. This falls in line with the Expectancy
Theory saying that people are motivated by having their behaviour motivated (Langton,
Robbins, & Judge, 2015). Managers need to spend time with their employees to
understand what each employee feels is important (Langton, Robbins, & Judge, 2015).
This will provide management the proper tools to ensure employees receive suitable
recognition (Langton, Robbins, & Judge, 2015). When employers were surveyed about
why employees left, 34% acknowledged it was because of lack of recognition (Langton,
Robbins, & Judge, 2015). Appreciation does not always have to be some big formal
ceremony or a pay raise, something as simple as letting an employee know that you are
aware of the hard work they are putting in, can go a long way to creating a long term
employee who is happy to come to work every day (Langton, Robbins, & Judge, 2015).
As long as the recognition is meaningful, the risk of employee turnover lowers (Langton,
Robbins, & Judge, 2015).
Goal setting is another good way to inspire employees (Lunenburg, 2011). Edwin
Locke and Gary Latham offer a strong goal-setting theory of motivation (Lunenburg,
2011). Goal setting is used in almost all businesses, and is widely accepted as a way to
motivate employees (Lunenburg, 2011). Edwin Locke and Gary Latham found that
providing “challenging goals mobilize energy, lead to higher effort, and increase
persistent effort” (Lunenburg, 2011). If the goals are specific and help bring about the
desired goals of the organization, they can contribute to the reduction of absenteeism,
lateness, and employee turnover (Lunenburg, 2011). In order to enhance employee
performance, these goals must have some degree of challenge to them (Lunenburg,
3. Motivation Jessica Bogojavlenskis 2
2011). There are two types of goal orientations: learning and performance (Lunenburg,
2011). An employee with a learning goal works towards developing a skill, and one with
a performance goal is working towards demonstrating their abilities (Lunenburg, 2011).
The glue that makes goal setting effective, is ensuring that it is accepted by the
employees (Lunenburg, 2011). Employers also need to take into account setting goals
for groups and individuals (Lunenburg, 2011). A way to assist with employee
acceptance of goals, is allowing them to participate in the creation of the goals
(Lunenburg, 2011). Setting goals doesn’t work alone to assist with motivation,
employers need to provide feedback when employees attain their goal (Lunenburg,
2011).
Job autonomy can play a vital role in maintaining employee motivation, as it can
be key to an employee’s level of job satisfaction (Eaton-Walley & Lowe, 2005). No
matter what level the employee is in the company, they should be allowed some control
in decision making, but they also need to be shown how to use it wisely (Eaton-Walley
& Lowe, 2005). Providing workers with job autonomy, starts with organizational change
and training (Eaton-Walley & Lowe, 2005). “Schemes seeking to empower staff and
reduce management hierarchies can improve the productivity and job satisfaction of
employed professionals” (Eaton-Walley & Lowe, 2005: p. 1). The rise in employers
seeking higher qualifications for new employees is due in part to organizations
attempting to implement worker autonomy (Eaton-Walley & Lowe, 2005). Employees
can better handle autonomy in the workplace when they are properly trained for it
(Eaton-Walley & Lowe, 2005). Getting worker autonomy to work is also something that
4. Motivation Jessica Bogojavlenskis 3
management needs training on as well; this way they can see this as a good thing and
not as a threat (Eaton-Walley & Lowe, 2005).
B. Generational Differences
Baby Boomers:
Recognition would be the best motivation method for a Boomer in the workplace. Due
to their strong value of social recognition, an employer could easily keep them
motivated simply by letting them know their work is recognized (Langton, Robbins, &
Judge, 2015). “Baby boomers respond to managers who make the extra effort to show
that they care, according to the most recent Gallup report on engagement” (Prieto &
Phipps, 2014). Companies have even begun to realize this when putting together
strategies for the older workforce (Jaworski, 2014). Hydro Ottawa has recognition
events for their employees over the age of 50, and even won the best employer award
for 50-plus in 2014 (Jaworski, 2014).
Gen Xers:
Job autonomy would be the best motivation method for a Gen Xer in the
workplace. “Since this generation has become accustomed to "fending for themselves,"
provide options--options for task selection, options for challenges, options to formulate
new processes, and options to develop creative yet appropriate conclusions” (Javitch,
2010). They may be the smallest generation but they can still cause mayhem in a
workplace if not properly motivated (Sladick, 2013). With job autonomy comes the
flexibility of creating one’s own schedule and managing the work/life balance, this is
something Gen Xers value (Sladick, 2013).
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Gen Yers:
Recognition is one of the best motivators for a Gen Yer, this is because of their
similarities to the Baby Boomers (Langton, Robbins, & Judge, 2015). This generation
enjoys positive reinforcement on the road to long term accomplishments (Javitch, 2010).
The one notable difference with Gen Yers is the presence of technology, even when
communicating at work (Javitch, 2010). With technology’s capability of constant
communication, “They turn in a project and expect to hear back regarding their work on
quite an immediate basis” (Norman, 2014).
C. Experience With Employer Motivation
My previous employer, Chubb Edwards, used recognition as their way to
motivate employees. Memos and emails were sent out, both privately and publicly to
acknowledge when a good job was done. These were sent out by upper
management, and would lead to more recognition from colleagues. This helped keep
the employees motivated, because upper management was making it known that an
employee’s hard work would not go unrecognized. Also from this recognition, came
the potential for promotions, which helped motivate employees further. The
department that I worked in was the lifeline for the company, and had the lowest
turnover rate. Due to the position that I was in, the only other motivator I could see
working would be goal-setting. Given that goal-setting is most effective with
feedback, recognition will fit nicely as a companion for motivating employees
(Lunenburg, 2011).
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References
Eaton-Walley, T., & Lowe, D. (2005). The Importance of Work and Job Autonomy and
Independence to Professional Staff Employed in Local Government at Different
Career Stages. International Journal of Applied HRM, 2(3), 1-11. Retrieved from
www.managementjournals.com
Javitch, D. G. (2010, May 10). Motivating Gen X, Gen Y Workers. Retrieved February
20, 2016, from Entrepreneur: http://www.entrepreneur.com/article/206502
Jaworski, B. (2014, December 2). How to Engage Older Employees. Retrieved
February 20, 2016, from Benefits Canada:
http://www.benefitscanada.com/news/how-to-engage-older-employees-58185
Langton, N., Robbins, S. P., & Judge, T. A. (2015). Fundamentals of Organizational
Behaviour (5th ed.). Pearson Education.
Lunenburg, F. C. (2011). Goal-Setting Theory of Motivation. International Journal of
Management, Business, and Administration, 15(1), 1-6.
Norman, M. (2014, June 12). 6 Ways to Motivate Gen Y in the Workplace. Retrieved
February 20, 2016, from Business Insider: http://www.businessinsider.com/6-
ways-to-motivate-gen-y-in-the-workplace-2014-6
Prieto, L. C., & Phipps, S. T. (2014, March 13). 5 Ways to Foster Baby Boomer
Engagement. Retrieved February 20, 2016, from Talent Management:
http://www.talentmgt.com/articles/5-ways-to-foster-baby-boomer-engagement
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Sladick, K. (2013, July 19). How to Successfully Motivate Your Company's Gen. X
Workers. Retrieved February 20, 2016, from The Business Journals:
http://www.bizjournals.com/bizjournals/how-to/human-resources/2013/07/how-to-
successfully-motivate-your.html?page=all
