FREE online courses on CRM - Developing People-The Key To Success - The
Growth Phase - Enrich
Jobs
Only in comic books do we find
characters like Wimpy (Popeye's pal), who live on hamburgers all their
lives. Us
mortals need variety in our diets.
So with jobs. People
who are today's cantankerous, or rebellious ones may have had special talents,
relevant for today if not for the time when their services were first hired,
victim of some tyrant's victimization or the boss's
neglect.
Everyone works to earn money, but
it's been proved time and again that beyond a
certain level of security for each person, pay rates are not a major factor
in motivation and development of performance, provided other rewards
are available.
What tends to motivate and
develop
subordinates in a lasting and sustaining manner is whatever enriches
their working lives. (enrichment means giving scope for a higher quality of working
life) Job descriptions should be flexible, not
straitjackets which prevent change and constrain people's potential. Some
tips are given below:
- Show trust: remove petty controls, give more
discretion on petty expenditure, let them sign their own letters
- Communicate: Don't tell, solve problems
jointly, give appraisal and feedback, seek their opinions, inform about
company progress
Increase
responsibility and authority: Delegate
larger jobs, increase their participation at meetings, reduce frequency of
checks, allow more self-regulation
- Better motivation, job satisfaction
- Increased output, better performance (more
kms. / litre)
- Commitment to Co. goals
- Better, more skills
- Assess potential more easily
- Better job/ person match emerges
- Desire created for self-development
It' s a wonder (and also a mystery )
why managers don't pay more attention to staff development.
QUESTIONS:
- Which motivator is more powerful, money or job
enrichment? Explain with concrete examples.
- How would you motivate an employee who is
already at the end of his scale, yet has years of service left?
