There are many ways to draw employees’ attention to the work process. Some of these methods focus on positive interactions between employers and workers (Eisenhauer, n.d.). Other sources suggest using modern technologies in various applications for personal devices (Kashyap, 2020). A variety of approaches allows finding a solution for almost any situation. This essay aims to critically analyze human resource management tools that can increase employees’ motivation.
Tools for influencing employees can be divided into three categories. The first group brings together management strategies that affect the entire workflow. Such methods include clear goal-setting and the involvement of leaders in this process (Skilbeck, 2019). Such activity supports workers to feel the significance of their actions. Connections between supervisors and employees are also critical, as they avoid conflicts through empathy (Baburoglu, 2021). This approach allows employees to understand each other, which is extremely important for the joint success.
The second and third groups of motivators are opposed to each other. While the first group represents direct additional income, the second implies providing opportunities (Monetary vs. non-monetary incentives, 2020). Their use varies not only depending on the situation but also on the organization. Studies show that male productivity increases more from monetary incentives, while the opposite is true for women (Sittenthaler and Mohnen, 2020). However, the most commonly used motivators are various cash payments (Bhasin, 2017). The reason for this is their ease of use and help in achieving short-term goals (Miller, 2015). However, this approach offers only temporary solutions, and people can get used to it. Besides, low morale can be an indicator of problems that cannot be solved with money (Ayers, n.d.). In this case, non-monetary incentives can help and lead to better employee retention in the long term (Ikram, 2021). Among such methods, one can single out providing the opportunity for a flexible schedule, allowing employees to work at their own pace while remaining motivated.
Thus, there are many methods to motivate personnel, each of which is suitable for different tasks. Goal setting allows better organization of workflow as a whole. Cash incentives are beneficial in the short term and easy to use. However, non-monetary incentives are becoming more popular among modern workers because of their appeal to personality.
Reference List
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Baburoglu, S. (2021). ‘Five tools effective leaders use to improve employee motivation and organizational performance’, The Forbes. Web.
Bhasin, H. (2017). What are monetary incentives? Advantages and disadvantages of monetary incentives. Web.
Eisenhauer, T. (n.d.). Top 14 best kept secrets to motivating employees today. Web.
Ikram, L. (2021). Top 9 non-monetary incentives to motivate and retain your employees. Web.
Kashyap, V. (2020). 9 great tools that enable employee engagement. Web.
Miller, B. (2015). Pros and cons of monetary incentives. Web.
Monetary vs non-monetary incentives. (2020). Web.
Sittenthaler, H.M. and Mohnen, A. (2020). “Cash, non-cash, or mix? Gender matters! The impact of monetary, non-monetary, and mixed incentives on performance”, Journal of Business Economics, 90(8), pp. 1253-1284.
Skilbeck, R. (2019). ‘Six strategies to maintain employee motivation’, The Forbes, Web.