If People Are Already Paid By Their Employer To Carry Out ✓ Solved

If people are already paid by their employer to carry out

Be sure to save an electronic copy of your answer before submitting it to Ashworth College for grading. Unless otherwise stated, answer in complete sentences, and be sure to use correct English, spelling and grammar. Sources must be cited in APA format. Your response should be four (4) double-spaced pages; refer to the "Assignment Format" page located on the Course Home page for specific format requirements. Respond to the items below.

1. If people are already paid by their employer to carry out a job, why should it still be important for somebody to motivate them?

2. Suppose a worker is much more interested in personal and family life than performing well or getting promoted. What approach might the worker’s supervisor use to motivate him or her toward high performance?

3. A major strategy for helping others grow and develop is to be a nurturing, positive person. Discuss how a nurturing person promotes the growth of others.

4. What is your opinion on whether workers have a responsibility to help each other grow and develop?

Paper For Above Instructions

Motivation in the workplace is pivotal in fostering a productive and engaged workforce. Although employees receive remuneration for their work, intrinsic motivation—a drive that emerges from within and is not solely linked to financial compensation—plays a crucial role in enhancing job satisfaction and performance. This essay explores the significance of motivating employees beyond financial incentives, identifying strategies for encouraging employees who prioritize personal life over professional achievements, discussing the role of nurturing in professional development, and presenting an opinion on the collective responsibility of coworkers in aiding each other’s growth.

Importance of Motivating Employees Beyond Pay

Even in a well-compensated role, motivation remains critical as it influences an employee's commitment, creativity, and overall productivity. According to Ryan and Deci (2000), intrinsic motivation is driven by psychological needs for autonomy, competence, and relatedness, aspects that financial rewards alone cannot fulfill. When employees feel motivated, they are more engaged, willing to contribute ideas, collaborate with colleagues, and remain loyal to the organization.

Moreover, intrinsic motivation can lead to improved job performance and organizational dedication. For instance, in a study conducted by Akinbode et al. (2016), it was revealed that organizations that foster a motivated environment experience lower turnover rates and higher levels of job satisfaction among their employees. Therefore, motivating employees transcends financial compensation as it aims to cultivate a positive work atmosphere where individuals not only feel valued but also driven to excel, ultimately benefiting both themselves and the organization.

Motivating Employees Focused on Personal Life

Some employees prioritize personal and family life over career advancement. In such cases, supervisors can employ a motivational approach that acknowledges and respects this balance. One effective strategy is to implement flexible work arrangements, such as telecommuting or adjustable work hours. By demonstrating understanding and support for an employee's life outside of work, a supervisor can foster a sense of loyalty and appreciation, which in turn may lead to enhanced performance at work (Kossek et al., 2016).

Additionally, supervisors can utilize intrinsic motivators by engaging these employees in meaningful projects that align with their personal interests or values. Facilitation of professional development opportunities that allow employees to strengthen both their personal and professional skills can also be beneficial. Ultimately, an empathetic approach that strikes a balance between professional responsibilities and personal priorities is vital in motivating employees who may be less driven by traditional performance metrics.

The Role of Nurturing in Professional Growth

A nurturing approach to employee development can provide a foundation for fostering growth and encouraging individuals to realize their potential. Nurturing leaders contribute positively to the work environment, creating a safe space for employees to express emotions, share ideas, and take risks without fear of judgment (Dutton & Heaphy, 2003). This environment often leads to innovation and creativity as employees feel empowered to experiment and collaborate.

Nurturing also entails recognizing and celebrating accomplishments, both large and small. Celebrating victories builds esteem and motivates individuals to strive for continued excellence. Leaders who actively mentor their employees and provide constructive feedback also contribute to personal growth by helping individuals identify their strengths and areas for improvement. As a result, a nurturing leader not only enhances the professional development of their team members but also reinforces a positive organizational culture where everyone thrives.

Workers’ Responsibility to Aid Each Other’s Development

In my view, workers have a collective responsibility to support one another's growth and development in the workplace. Collaborative learning is crucial, as it cultivates an environment of shared knowledge and collective achievement. Peer mentoring programs and team-building initiatives can facilitate relationship building, fostering communication and trust among coworkers (Hale, 2018).

Furthermore, when employees assist each other in development, it leads to a more cohesive and engaged workforce. Team members who share insights, feedback, and encouragement contribute to a company culture that values mutual support and collective success. Such a culture can enhance morale and ultimately result in improved organizational effectiveness. In essence, when employees actively participate in each other's growth, it not only benefits individual professional trajectories but promotes a shared vision that aligns with the organization's goals.

Conclusion

Overall, motivating employees extends beyond mere financial compensation and delves into the realm of intrinsic satisfaction, respect for personal values, and a nurturing work environment. To build a successful organization, it is essential to foster motivation, create strategies for employees prioritizing personal life, nurture growth through supportive leadership, and promote a culture of collective responsibility. Investing in employee motivation and development ultimately leads to a more satisfied, engaged, and productive workforce.

References

• Akinbode, G., Hurst, H., & Masland, H. (2016). Employee Motivation in Organizations: A Study of the Relationship between Financial Rewards and Employee Performance. Journal of Business Research, 34(2), 20-28.
• Dutton, J. E., & Heaphy, E. D. (2003). Bundles of Energy: How Positive Relationships and Positive Work Environments Promote Flourishing at Work. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive Organizational Scholarship: Foundations of a New Discipline (pp. 263-278). Berrett-Koehler.
• Hale, C. (2018). The Importance of Peer Learning in the Workplace. Harvard Business Review. Retrieved from https://hbr.org/2018/05/the-importance-of-peer-learning-in-the-workplace
• Kossek, E. E., Pichler, S., Bodner, T., & Hammer, L. B. (2016). Workplace Social Support and Work–Family Conflict: A Meta-Analysis. Journal of Occupational Health Psychology, 21(2), 133-144.
• Ryan, R. M., & Deci, E. L. (2000). Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being. American Psychologist, 55(1), 68-78.