Employee role in relation to others’ roles,Employee role in relation to others’ roles,

motivation is perhaps one of the most important elements to achieve a high
performance and success in the activity of each organization. Motivation is
about creating an environment where people are involved in planning, performing
and achieving goals for themselves, consumers, and the company also to have
good relationships with managers and want to know what they want to reach in
the workplace.

The role of the
manager is to motivate people. The management cycle is a continuous process –
managers plan and organize work. Then in cooperation with the people, they
distribute jobs in a way that everyone understands and is motivated and
satisfied with their work.

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Step one: Help your
employees expand their work space. Employees should be extradited beyond the
status of doing the same job in the same way. Work has to be attractive,
challenging and should help employees see the full mosaic and their role in it,also
this can be achieved by helping them set individual performance targets that
clearly show how their work adds value to the organization and what they do
affects the work of others.

Step Two: Set specific
standards or measurable targets. First, identify and specify the results that
characterize an excellent performance and results that show an unacceptable
performance. So this is the challenge we will face as a manager or coordinator
of a project in our case: to improve performance we need to determine it.

Step Three: Defining the
purpose of employee accountability.

It is necessary to
make sure everyone understands who is responsible for each activity at work.
When employees know their role in relation to others’ roles, they reduce
confusion and give them a better idea of how they can work with other employees
to achieve their individual goals. This is a great way to handle different
situations so that employees are more likely to find a way to react. They will
understand that adapting to different situations is part of their work – and
that greater responsibility should increase their sense of motivation.

Step Four: Help your
employees get involved in high performance standards. Most of the employees
want to have a role in forecasting their performance growth. So it comes to the
conclusion that employees’ thoughts should be heard about what can be involved
in efforts to achieve the goals and goals that have been put together.

Step Five: Document what
you and your employees have agreed to. A written list of performance standards
needs to be developed. Be careful that employees strive for better, and at the
same time make sure that they can achieve these goals. Documentation is
important and often any agreement on the division of works or observance of
deadlines is kept in writing and is given to members of the implementation
group of a project in order to have clear, how, who and what.

Step Six: Set for a
specific action line. Once the standards have been set, the specific work tasks
for each person need to be reviewed. It is very important to set challenging
targets, but they must be feasible. By doing this, a secure environment is
provided so that each employee can be open about the successes and battles that
will be encountered along the way. This safe environment is also positive for
running. No one in the direction can and should be a super ordinate
coordinator, who plans perfectly, so others have great importance.

Step Seven: Observe and
follow from behind. Always have time to find enough time to observe how things
go. Of course you should not wait until the end of the project to check the
employees. In Depending on the expertise of each person and the complexity of
the task being done, the work in the process above should be followed and
observed. Following is an important way of feedback from employees, the
feedback they need to understand their level of performance so that work is
done successfully or not.

Eighth Step: Simple Form
Performance Evaluation. At the end of each business year, the company is worthy
to use a simpler form for performance appraisal. This was accomplished by
non-direct persons in the hierarchy with the person interviewed, which is why
the person should be free to give thoughts, see where the work has gone down,
that we often have a silent internal conflict because there are persons by
nature they are not expressed, and these kinds of conflicts are very dangerous
in the work of an organization if they do not come to the surface in order to
manage the conflict situation that may be a conflict of interest or private
life of the person.

Step ninth: Be all clear
about the rewards. It is imperative to allow employees to know what they expect
if they meet or exceed certain standards. So it should be clarified about
possible rewards. A smart manager knows that success, even if it involves some
motivational expenses, is in fact the real success factor then when employees
reach the standard, they should be promptly rewarded. That is why experience is
always important. The following forms of positive reinforcement should be
considered: A greater autonomy. This tells the employees that we trust them to
make decisions related to their work. More responsibility like autonomy, this
tells the employees you trust and respect them, and you want to give them the
opportunity to specialize in the job. A promotion. This includes the two above
mentioned points and usually includes a salary increase.