Data Bases • Custom Term Papers • Free Term Papers • Free Research Papers • Free Essays • Free Book Reports • Plagiarism? Links • Top 100 Term Paper Sites • Top 25 Essay Sites • Top 50 Essay Sites • Search 97,000 Papers @ DirectEssays.com • Search 101,000 Papers @ ExampleEssays.com • Search 90,000 Papers @ MegaEssays.com Free Essays • Term Paper Sites • Chuck III's Free Essays • Free College Essays • TermPaperSites.com • My Term Papers • Get Free Essays • Essay World • Planet Papers	Search Lots of Essays Back to Subjects - Business Motivation2 Motivation2 Thesis: Organization member can be effectively motivated by organizational leaders Motivation is the ultimate goal of management in business, and the topic of multiple seminars, books, and videos. Engendering the emotional energy of frontline workers is the most difficult challenge facing organizational leaders worldwide. The is a difficult task because “most frontline employees work for a regular paycheck and nothing more; they never emotionally connect with their employers, let alone care about the company’s long-term performance.” (Katzenbach) By following the principles employed by successful organizations, organization member can be effectively motivated by their leaders. One method of inserting motivation into the lives of organization members is through what Katzenbach and Santamaria explore in their article in Harvard Business Review, the “mission, values, and pride” path to an emotionally engaged, high-performing workforce. This is a system where emotional energy is generated by mutual trust, collective pride, and self-discipline. The employees are typically proud of the aspirations, accomplishments, and legacy of their organization; they share its values. This method is typical of the U.S. Marine Corps, 3M, and the New York City Ballet. A second method is to set transparent performance measures and standards and to have a clear tracking of results. This fosters deeper organizational commitment because members know what each person is expected to do, how their performance will be measured, and why excellence matters. Johnson Controls, Hill’s Pet Nutrition, and Toyota were cited as examples of companies that employ this motivation technique effectively. An equally valid generator of emotional commitment to the organization is to engage the entrepreneurial spirit. This can be achieved by supporting personal freedom, giving opportunity for high earnings, and having few rules about behavior. Organizational members are allowed to choose their work activities and take significant personal risks. This autonomous work structure puts individuals in control of their own destinies – those who savor the high-risk, high-reward work environment will flourish in this type of environment. Examples of companies employing this method are Hambrecht & Quist, BMC Software, and Vail Ski and Snowboard School. The tenor of the membership in an organization is set from the inception of the relationship. Employees should be invested in from the first day on the job. Watching a video and reading the mission statement are not enough – this is the best chance to inculturate new employees so that the values and mission of the organization are made personal and a part of the individual. Because of the importance, training should be done by the leaders who best exemplify the organization’s values and mission, not nubile workers who barely understand the organization themselves. The importance of stressing values cannot be overstated. Prepare every organizational member, from every level, to be a leader. Preparing leaders of all members effects the organization positively in several ways. This increases the leadership available, empowers employees, and boosts morale. Leaders inspire people, and inspired people buy into the values and perform accordingly. Another great method of motivating organization members is to create work teams. True teams are rare phenomena within organizations. Despite widespread consensus supporting the concept of teams, most leaders form single-leader groups and call them teams. A team should draw motivation from the mission and goals of the organization, not from autocratic leaders. By creating these teams, workers will be more productive and effective because they will be working to accomplish goals and fulfill missions that they believe in, not following orders. Employee motivation may also be fostered through discipline. Michael Ferro Jr., CEO of Click Interactive Inc., “believes that an occasional kick in the pants is good for employee motivation.” Rather than coddling his employees, he punishes misfits by making them participate in sales calls and wear a suit to work for a week. He finds that his employees are motivated more by the strict discipline his company gives than by increases in pay, etc. In fact, Geoffrey Colvin stated that “in an age when companies are desperate to make employees innovative, it has to be said that pay is an incredibly weak tool with which to build a high-performance organization. Financial incentives will get people to do more of what they’re doing. Not better, just more.” Group and formal discipline will motivate where traditional motivators like pay cannot. Build pride with discipline, not the discipline from supervisors, but self-discipline and group discipline – these are the effective motivators. Bibliography: Word Count: 734
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