The author of this discussion post talks about employee motivation and mentions those factors and their theoretical basis that contribute to workplace performance. These factors are flexibility at the workplace, maintaining a sustainable work-life balance, and applying a rewards management model. It is a great advantage for the post that the student uses a variety of ideas and supports them with a relevant peer-reviewed article.
First, flexibility is indeed a key to being successful at work. Simultaneously, for those who have problems with time management, it is also a key to failing deadlines. Thus, it is essential for both employees and employers to strictly distinguish between flexibility and too much freedom at the workplace. Next, the student mentions that family-level imbalance may reduce employee motivation. Here, I would also note that it works in both ways, and low motivation or severe workplace problems may result in issues at home (Reizer et al., 2019). This idea supports the significance of maintaining employees highly motivated.
What is more, the student suggests that rewards and satisfying compensation are other elements that may positively affect workplace motivation. However, despite the benefits of such a method, which apart from motivating also proposes employee value, wellbeing, and loyalty, it is essential to ask what are the disadvantages of such an approach. Apart from increasing employee motivation, it may also decrease it for those workers who did not receive a reward (Reizer et al., 2019). Therefore, such a method should be applied in a sophisticated way.
In my opinion, one of the post’s strongest and most valuable statements is that a manager who trusts their workers and believes in their ability to perform tasks at a high level without supervision increases their self-esteem and motivation. As for the last paragraph, it provides good thoughts about setting targets and goals and having the motivation to achieve them in everyday life. Unfortunately, this post’s disadvantage is a lack of connecting mentioned ideas with the author’s personal and working experience.
Reference
Reizer, A., Brender-Ilan, Y., & Sheaffer, Z. (2019). Employee motivation, emotions, and performance: A longitudinal diary study. Journal of Managerial Psychology, 34(6), 415-428.