Many people face a problem: it often turns out to be much faster and easier to do the work on their own than to entrust it to another person, who, in fact, should do it. Or there are examples where people choose their partners based on attractiveness to them, and not on their abilities. Solving this problem is critical for improving the workplace environment and increasing the effectiveness of the organization.
The recommended action plan should be developed by the company’s managers. The main role should be given to human resource managers, since they study the work of the company’s personnel. Actions to change the patterns of interaction of workers should be taken immediately after the adoption of the strategy, in order to achieve effective consequences as early as possible. This will include a step-by-step introduction to avoid a negative reaction due to a sharp change in the working way.
It should be emphasized that a workable team is based on professionalism, motivation and discipline. It is these aspects that need to be taken into account when developing a plan for working with personal. Casciaro and Lobo (2005) state that “in most cases, people choose their work partners according to two criteria: competence at the job and likability” (p. 2). The main goal of employee training should be to remove the tension associated with choosing a partner. It is important to let the staff understand that by working together, not only the success of the company increases, but also the efficiency of each individual employee.
The main mechanism for solving this problem can be the right motivation of employees. It does not require immersion in psychological aspects, in the needs of each employee. A more significant way is non-material motivation, which often has a longer-term effect (Rožman et al., 2017). To encourage employees to work and get involved in the process, managers should instill in them a desire to cooperate and spend time with colleagues. This will help to understand the strengths and weaknesses of each person and help in the development of the weak. Monetary motivation is the simplest kind which can be used as contingency plan to back up the ideal course.
There are a large number of theories of staff motivation. They describe the incentives for employees to perform activities that make it possible to interpret and predict their behavior in different situations. To prove the plan, the theory of Frederick Taylor can be chosen. According to it, employees of an organization are largely interested in work if material remuneration is closely related to the results of their work (Coccia, 2019). Moreover, it is noted that the labor process for an employee is instinctive, and people strive to realize themselves only at the physiological level.
To get rid of the problem when employees choose their partners according to the criterion of pleasantness and competence, it is important to make timely decisions to reduce tension in the working environment. The recommended motivational plan was chosen because staff motivation is a process of regulating people’s behavior in order to achieve business goals. This state of internal tension tends to act in a certain direction and give more successful and productive results. It would work because the motivation of work concerns the inner state of a person, causing a sense of conviction in the correctness of actions.
References
Casciaro, T., & Lobo, M.S. (2005). Competent jerks, lovable fools, and the formation of social networks. Harvard Business Review, 83(6), 92-149.
Coccia, M. (2019). Theories of self-determination. Global Encyclopedia of Public Administration, Public Policy, and Governance, Springer International Publishing AG, part of Springer Nature.
Rožman, M., Treven, S., & Čančer, V. (2017). Motivation and satisfaction of employees in the workplace. Business Systems Research: International journal of the Society for Advancing Innovation and Research in Economy, 8(2), 14-25.