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Motivational Tasks

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Motivational Tasks

To avoid these common mistakes, here are some factors you should take into consideration when creating motivational tasks. There are 5 different types of motivation; these are recognition, advancement and power, money, work relationships and affiliation, and finally achievements. When creating different motivational tasks, you have to take into account many different factors. Some important things to take into account can be such things as the different types of personalities that people have because everyone has different personality traits. Another factor is rewards, and what types of rewards will motivate different types of people. The next factor is the working environment and whether it is an enjoyable place. The fourth factor is independency in the workplace; you need to be able to think on your own. The last factor is to leave room for error, because if they aren’t prepared for some errors, they won’t know how to correct them.

When creating a motivational task, you have to take into account the differences that surround us. A common form of motivation is recognition. Recognition is important because most people want acceptance, approval, and appreciation. When creating motivational tasks using recognition, you have to use caution. Every employee has a different personality, and not everyone is very outgoing. There must be caution exercised when handing out an award in front of everyone to that shy employee. There are also the rewards that are given to employees, and what is considered acceptable. Handing out trophies to a virtual team that did well wouldn’t be a great reward, yet a cash reward might work out a little better. The next factor to consider when using recognition is the working environment, and whether people act as an organization, and will they be willing to stand up an be recognized for their achievements. Are they a tight knit group? Taking into account other things such as independency is important if employees have the freedom to think, but they are not being recognized for their ideas. There are many ways to complete a task, and some are easier than others, and when that idea is used that is groundbreaking, this employee should be recognized. The last thing to take into account when using recognition is leaving room for error. Not only is leaving room for error healthy, but it can reflect well on the employees. We have to take into account that not every employee likes management or who they work for. Knowing that there is room for error and that management understands this can ease tension at the workplace and create a healthier, motivated environment.

The next type of motivation is advancement and power. When using this type of motivation you have to take into account many different factors. When using advancement as motivation you have to remember that different people all have different personalities. Not everyone is the same, and not everyone is cut out to be a manager, or wants to be a manager. Another important thing to remember when creating tasks is that different people like to be rewarded different ways. To the person that enjoys their job, and has no interest in changing it and moving up, they would not enjoy being rewarded with a promotion to management. Believe it or not, there are people who are content with their position and do not care to move up. Another factor to consider is the working environment and whether it is an enjoyable place. Is a position of power going to be better than the position I am already in? Does everyone dislike management for multiple reasons? The next factor is independency. You have to be careful rewarding people for the work that has been done. It would not be fair to individually reward someone with job advancement for the work that they did not think of, or did in a group. They need to be given that independence to think on their own, and be properly rewarded for it.

The next type of motivation is money. Money is something that varies from person to person. Not everyone is motivated by money, but everyone is motivated by value. And to some people, money has more value than other things. So you have to be careful when using money as motivation, because not everyone will need that. The next factor is rewards, and that goes hand in hand with personalities. Not everyone needs to be rewarded with money. Different rewards from a blue ribbon, to being recognized can have more of an effect on people than money can. The next factor is the work environment that you are in. If you work in a place that is not fun and not enjoyable to be at, you can only be motivated by the money for so long. Your work environment plays an important role in how motivated you are. Having independence at work and being able to think on your own play an integral role in how well money can motivate. If you cannot

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