In a situation of tight deadlines and pressure of circumstances, employee motivation becomes most important. In this aspect, personnel motivation is a means of ensuring the optimal use of the organization’s labor resources and mobilizing the available human resources, which will improve labor’s overall performance and profitability. Motivation and involvement in the process of inducing each employee to active activity, resulting in their needs being simultaneously satisfied and the organization’s goals being achieved.
During the study of the motivation of employees of the organization, it is necessary to consider what in human activity depends on motivational influence, the ratio of internal and external motivation, and how motivation correlates with the results of human activity. A leader has a great influence on the motivation and involvement of employees in their work.
An insufficiently motivated workforce is too expensive; it takes up jobs without benefiting the company. The Gallup Institute estimates that lack of employee motivation costs the U.S. economy $605 billion annually (Houle et al., 2022). Furthermore, what is more, companies with low employee motivation, on average, make 2.5 times less profit than their competitors with highly motivated employees (Houle et al., 2022).
Nevertheless, in addition to increasing metrics such as efficiency, morale, professional fulfillment, and employee retention, taking the motivation problem has positive implications for middle and senior managers, especially those who are perpetually short on time due to the growing number of employees. Knowing that subordinates are highly motivated will enable the leader to trust them more.
The Qualities of a True Leader
The main quality of a true leader is the ability to take responsibility not only for his own life but also for the lives of others. A leader is always independent and does not adjust his life to other people; he has the courage to be himself (Boxall & Purcell, 2022). He can also set employees up for quality work and create all the necessary conditions.
The head of the organization manages subordinates in at least two ways: directly and indirectly. Direct methods are orders, instructions, job descriptions, agreements, and contracts. Indirect – corporate culture, consolidation of the required models of industrial behavior, style of managerial influences, and the psychological climate in the team. A manager needs to use a combination of direct and indirect methods (Das, 2020). The sensitivity of personnel to indirect management methods is determined by the complexity of the organization’s activities and the staff’s education.
The leader’s motivation and interest in conversations are essential to building the right trajectory of employee safety culture. This is a critical but often overlooked leadership behavior. A leader needs to energize, lead by example, and motivate others- workers will likely support the ideas he or she voices, even in the short term.
It is also very important for a true leader to identify problem areas in the company, strategies, and actions (Torrington et al., 2020). Meetings and training conducted without clarification result in workers tending to follow the rules blindly. People need help understanding, thereby maintaining the old formal norm.
Inclusion and Its Impact on Employee Motivation
The second crucial factor that impacts employee engagement and motivation is the company’s inclusion, or how individuals feel at work. The business aims to foster a workplace culture where everyone can be themselves and perform to their full potential (Beardwell & Thompson, 2017). Employees who work in an inclusive atmosphere are open-minded, devoid of bias and prejudice, flexible, and adaptive (Sands, 2020).
A good leader must consider all employee characteristics and adopt a unique strategy. People will feel valued and be more productive in this approach. Having diverse origins, a range of life experiences, and a diversity of worldviews allows for the introduction of various viewpoints and fosters creativity. Diversity improves not only financial performance but also the innovation of solutions.
Thus, a leader’s actions help create the team’s future. Furthermore, this is the kind of work that cannot be delegated, and if the leader does not have the time to work on it regularly, it suggests that the employees and the company will not be able to work effectively. The loyalty index (NPS) is commonly used to measure customer loyalty, but it could just as easily be applied to your team. It is a well-researched and studied methodology that can be successfully applied to customers and employees. In addition, because it is used in various industries, management does not need additional knowledge to take advantage of it.
Reference List
Beardwell, J. and Thompson, A. (2017) Human Resource Management: A contemporary approach. Harlow, United Kingdom: Pearson Education.
Boxall, P. and Purcell, J. (2022). Strategy and Human Resource Management. Bloomsbury Publishing Plc, London.
Das, GA (2020). Strategic Human Resource Management: Formulating and Implementing HR Strategies for a Competitive Advantage. Productivity Press, Milton.
Houle, S. A., Rich, B. L., Comeau, C. A., Blais, A. R. and Morin, A. J. (2022). ‘The job engagement scale: Development and validation of a short form in English and French’. Journal of Business and Psychology, pp. 1-20.
Sands, L. (2020). What Goes into Successful Diversity and Inclusion Initiatives in Entertainment?: Lessons from Advocates of Creative Talent. Pepperdine University.
Torrington, D, Hall, L, Taylor, S, Atkinson, C, Torrington, D, Hall, L, Taylor, S, Atkinson, C, Torrington, D. and Hall, L. (2020). Human Resource Management. Pearson Education, Limited, Harlow.