Motivation within the Current Economic Climate

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02.03.2020
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The economy changes rapidly, and these changes affect people in many different ways. They make and spend money, obtain and lose jobs, find and develop their careers, as well as try to adjust to the fast and unstoppable changes. Thus, it is crucial for people to be able to adapt to the changing situation within the economy and maintain balance and stability. These things depend on many issues. One of them is people’s financial matters. People who make a certain amount of money regularly are more protected in hard financial times because they have stable jobs they can depend on. Thus, they can always find solutions in difficult situations, and economic downturns do not affect them as badly as those without regular incomes. Those who do not have stable jobs or fear losing them are usually the ones who hurt from economic crises or downturn the most. Nevertheless, no one is safe when it comes to economic struggles because even successful businesses can become bankrupts because of economic reasons. Thus, it is important to protect an organization from many sides. First, it includes financial protection, which means economic guarantees for the company’s well-being. The second includes workers’ motivation. It means that despite economic difficulties, workers should feel strongly motivated to work and act; they also should understand that their actions may determine the future of the company. Thus, it is important to convince employees that despite economic downturns, the success of the company and its ability to survive and achieve economic upturn depends on workers’ motivation and devotion to work.

On the other hand, motivating workers during difficult economic times seems like a very hard task. Workers feel very insecure because they see how their company struggles. They are also afraid of losing their jobs. Workers realize that in hard economic times, many people may lose their places in the company, but instead of working hard in order to keep a job, people usually start to panic and lose all of their motivation (Gladstone 2001). Thus, hard economic times affect workers psychologically because they do no longer work the way they used to. Unfortunately, instead of working hard and bringing the organization back to the top, employees slowly let it fall. In this situation, the role of managers increases greatly because they are the ones who should find ways to motivate their workers. In order to do that, managers should take many things into consideration. First, they need to find an optimal way to be appealing to all of the workers. Second, they have to establish healthy relations with employees individually which means that the managers have to motivate workers not as masses but as people with different personalities, skills, and ideas. Thirdly, managers have to turn the motivation into action.

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Thus, it is crucial to understand the principles of motivation. Managers should take one example into consideration while thinking about ways to motivate the workers. They have to think of high-quality work done by volunteers in many organizations who are paid very little or no money. Nevertheless, these volunteers still perform their tasks very well although they do not get any financial rewards afterward. Thus, it remains unclear what motivates them and what are the reasons they work as hard as they do and devote time and energy to things that seem to bring them no rewards. The manager of any organization should ask oneself such questions before thinking about motivation techniques and principles. He or she should understand that money is not always the main motivator which can be seen with an example of volunteers (Deutsch 1991). They do their job just as well as the workers who get paid because they are highly motivated.

One of the reasons for that is personal motivation. It is also one of the main motivation principles in the organization. An employee should see benefits for oneself. Of course, he or she is working for the company and its well-being, but one also has to see why this work is good for him or her. The worker needs to see a vivid picture with clear benefits of such work. Thus, a worker has to have a purpose. He or she must have a certain reason for sticking to a job and doing it well. An employee must see why working hard is worth it, and this way he or she will be able to do one’s best. People usually do not want to work just for the sake of working, and they have to see long-term goals and purposes which are relevant to them personally.

Another principle of motivation that is very important within an organization is performance appraisal. The easiest way to reward an employee for good work is by providing him or her with a financial prize. It means a premium or bonus added to a salary. Nevertheless, it is hard to accomplish such financial rewards during the period of economic downturn because there may be a shortage in the budget. Thus, managers have to find other ways to reward the employees for good work. Simple thank-you letters sometimes can do more than financial rewards. In this case, it is clear that employees highly value attention and recognition. They need to know that their work is respected and appreciated (Moran 2013). Sometimes, workers feel as if they are “little people” who are unnoticed by upper management. It makes people less active and enterprising, and they do not think that their work in the company can change anything. This situation has to be fixed. Workers need to know that the managers see their skills and talents, as well as devotion to a job, and all of that is highly valued. This way, workers will know their importance in the team and realize that they can have a big influence on one’s working place. It will put more responsibilities on the workers, but it will also make them more serious and determinant about their jobs. Personally, I would try to find an approach to every single worker by talking to each one of them and finding out more about them. I would listen to their expectations and ideas about the job, try to understand what disappoints and pleases them in order to make the working process as effective as possible. It is important to realize that the way upper management treats its workers determines the way they work (Goodman 2012). Employees in an organization are highly skilled and experience people, but sometimes, they lack motivation from the outside. They need to be told about their value, and they also have to be listened to. Workers have to know that their voice matters in the organization, and that they are not an unnamed mass to their managers but a group of talented and skillful individuals who build up an effective team. It is important for leaders to show genuine interest in workers’ career goals and dreams, and simply listen to them (Lipman 2013). The problem is that sometimes, managers do not listen and show no interest in workers, but they should do that, as well as help employees achieve their goals and change the working place for the better.

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In order to be highly motivated, employees also have to be eager to learn and possess the necessary skills to do their jobs right. With unstoppable changes in technology, many people just do not keep pace with such innovations. Thus, they lack the needed professionalism because of new things being implemented. The education they received always needs to be expanded which is why a company or an organization where people work has to think about people’s intellectual growth. It should provide people with necessary classes where they can learn the necessary things. This way, people will see that there is much more to their profession than they thought there was, and they will become more motivated.

Another motivation principle that should be used within an organization is uniting the company’s goal with one of the employees. It was mentioned before that the workers need to see the benefits of their work. They have to have a greater purpose. Nevertheless, it is crucial to combine this purpose with the overall goal of an organization. Even if an employee has a greater purpose working in an organization, but it does not match with the purpose of the organization itself, it is very unlikely for an employee to keep the job. He or she may quit immediately after achieving one’s goal or lose any interest and motivation merely doing a machine-like routine job. Thus, workers have to be connected not only to the job they are doing but also to the company they are working on. There are many companies that do similar things, and employees can choose from a variety of them. It is important to convince employees that the company they are working in is the best for them because its vision is just like the vision of every single employee. Hence, workers need to see how their goals for the future are connected to the goals of the entire company. For example, if an organization is working on an environmental project, an employee has to see how this project may benefit his or her community, how it is connected to his or her own principles, and why it is good to work on such a task. Whenever people feel like that toward the company, they think about it not only as a place where they get money for their work but as a place where they can achieve and do great things which will be good for society. It also helps to establish healthy relations where employees who think of an organization as a second home.

Interestingly, motivation within an organization can be achieved through a higher level of responsibility and even pressure. It does not mean forcing workers to do things that are impossible but encouraging them to go beyond the limit they have set for themselves. Sometimes, employees set certain standards for themselves, which stops them from exploring their talents further and doing something creative and original. Managers should motivate their workers to look at the task from a new perspective and consider their work as something innovative. The “can-do” attitude can be very helpful with a team of talented but not very enthusiastic employees. Although they may be great professionals, they can be still underachievers. That is the reason they need someone from the management to encourage and make them push their talents to the limits. Such motivation is a great opportunity for both managers and workers because managers can achieve unexpectedly high results while workers may explore the talents they did not know they had. This way, employees will look at their work as a challenge where they test their skills. Hence, work will never become a routine but a fun and interesting place to try new things. Thus, high demands and expectations from the employees make them more eager to work. It will also allow managers to explain the reasons for maximizing the workload output and the subsequent benefits after economic upturn. This way, employees will be ready to work harder and prepared for challenges.

Building a team where each individual is heard is also another motivation principle. People depend on others while performing certain tasks, and they also tend to be responsible when they know that their performance determines the success of an entire project. Another motivation principle, or it may be even considered a trick, is showing every employee that he or she is special. Employees tend to work harder in the organization where they are sympathetic with the management, and if they think the management likes them.

The main thing about motivation principles is to show employees why their work matters to the organization and how it influenced the world in a positive way. Workers have to feel autonomic or independent meaning that they can show initiative and fulfill their projects (Davis 2013). Workers seek the ability to lead projects and work individually, which combines with the ability to work in a team where everyone has an important role. Building sustainability between different parts of the organization is also important (Kingaby 2011). This way, people stay connected even in big organizations with hundreds or thousands of employees. It allows workers to see a big picture where every act is connected into one big process and where every worker feels like a link in a huge team.

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Good working atmosphere – from working place settings to the working environment – also motivates employees to perform better. That is the reason it is crucial to organize a healthy working atmosphere where there is no tension and conflicts. Organizing common activities after work can also be quite motivating. It includes celebrations, sports, visiting places together, etc. People have to have a sense of family working together, and they have to enjoy their work. The job should be also about fun, and people have to be able to relax even in working place.

All of these principles are very effective and influence workers’ performance greatly. They are especially important during periods of economic downturn. Then, every single action of employee matters. If people are highly motivated to do their work, they will keep on working well despite challenges. They will also be able to adapt to difficulties because they will be confident about their job. Employees need to know that during unstable times, the only thing that can save both their jobs and the organization they are working in is their hard work. If people realize that their work matters and has an influence, they will do everything in their power to keep a job and lead to an organization’s success.

In an era where society faces a new crisis every day, it is important to have a team of employees who are well prepared to work under pressure. In order to do that, they have to be able to face challenges and not panic. The economic downturn may lead to a shortage of budget and to people getting fired. Thus, many employees may fear that the same will happen to them and that they will lose their jobs. That leads to workers beginning to panic because they unconsciously prepare themselves for the miserable outcome. Interestingly, such a psychological mood affects performance to such an extent that many employees begin to fail and do a lousy job. They lose all of the motivation and find no solutions in such a situation. Thus, managers have to be the ones who ease the tension and reduce panic among the employees. In this case, it is easiest to see the effects of motivation. There are many practical examples that can be found while analyzing it. For example, there are different organizations with similar missions, and they face an economic crisis or struggle financially. All of them are in an equally tough situation, but some survive the hardships while others get ruined during difficult periods. In this case, human resources are determinants which turn certain organizations into a success, and others into failures.

Motivation may lead people to devote extra time to their work. For example, they may stay after the end of the working day just to finish the projects they are working on. Employees may do it because they feel the significance of the tasks they are performing. They also understand that it is the best way to improve the situation the organization is in. Sometimes, examples of motivation are truly unbelievable because people willingly devote time and energy to things they may not be paid for. For example, motivated employees can organize training for others if they are more skillful. They can also plan innovative projects and show enthusiasm about new ideas. Motivated workers may encourage others and be good examples for many employees.

Hence, managers need to realize that motivation is the key element of management and the organization’s well-being. Workers have to see the positive consequences of their work and their effects. They also need to be explained the negative consequences of poor work and how it may influence their jobs. Managers have to explain to employees that the economic downturn is not only an outside process but something that may be caused even from the inside.

Thus, it is easy to see how motivation changes everything in a period of economic downturns. Companies and organizations literally survive thanks to effective motivation principles and employees’ enthusiasm. Employees also benefit because they guarantee themselves safety, stability and a secure job. Thus, this situation can lead to success for both parties.

On the contrary, poor motivation within an organization causes destroying consequences. Things that workers fear the most, such as losing a job, are much more likely to happen in organizations where employees are not motivated. They may perform their task on a daily basis, but during economic downturns, that is not enough. That is the reason organizations break down. Interestingly, the economy affects everything, and workers do not only feel an organization’s struggles in the fields of finances and business but also psychological pressure and tension. It is hard for people to work when they see their co-workers get fired; a very little amount of people keeps their calm attitudes after such things happen in a company (Holland 2008). People become nervous about similar things happening to them, and they also start to fear and dislike upper management because they blame it for the organization’s losses and remission of their colleagues. Thus, workers unconsciously start to oppose the manager’s suggestions and lose any desire to go beyond their routine tasks. Employees also may start the rivalry among themselves. In this case, it is no longer a healthy competition of talented people who try to achieve the best results. On the contrary, such rivalry becomes a bitter struggle among co-workers who try to slander others and make their workday as miserable as possible. Thus, instead of helping and supporting colleagues, workers become enemies. One employee may try to push another out just to save one’s job. Employees who have to support and help each other become enemies who try to push one another from the working place in order to save the job. Thus, there is no team-building but a non-stop struggle, which not only turns a working place into a disaster but distracts workers from their primary goals such as doing their jobs professionally. Managers have to be there to fix such problems and change the working environment for the better otherwise the organization will not be able to function properly. The environment plays a crucial role in the working process which is why it should be healthy and motivate people to work instead of arguing. Similarly, working culture also has to be at a high level. Workers need to treat their colleagues with respect as people who can help them, as well as add something new to the organization. Thus, an organization should be viewed as a place for constant improvement and communication where people with similar goals are working for the future. People have to find an organization’s mission relevant to their ideas in order to devote themselves to it. Even more, managers or supervisors have to understand that happy employees work better just like miserable ones lead to an even bigger economic crisis (Amabile and Kramer 2011). People have to view their jobs as something fun and fulfilling but not only as a place where they get paid. Many companies have understood these principles already, and they have improved their working places. There, people have relaxation rooms and places where they can take short breaks from work. Smart managers also organize fun and recreational events for the workers making them feel like a team. A clean and healthy working place with friendly people working on a similar mission creates a good atmosphere which can be used by the managers for future periods of an economic upturn. Managers have to realize that they are the ones who should motivate the employees because every organization and its success start with a leadership (Fox 2013). Thus, there must be a clear understanding of a leader in the team, but they also have to be feedback, so the leader understands and recognizes one’s team (Twemlow 2012).

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A motivated team can work well during economic downturns, as well as economic upturns. Such a team is prepared to pressure and working more than usual. Manager’s or supervisor’s task is to explain the reasons for extra work and its consequences. Thus, the manager becomes a leader who prepares his or her team for challenges and motivates people to do more. He or she also encourages employees’ competition, which is no longer a bitter rivalry because in this case, it is a way to determine those with the brightest ideas and the biggest devotion to the job. The manager has to keep in mind that workers may be dissatisfied with workloads they have to deal with which is why the supervisor has to explain the reasons for such pressure. He or she has to tell the employees about long-term goals and the consequences of their hard work. The manager must explain in detail an organization’s plan of dealing with the economic downturn, its steps, and strategies, as well as the role of employees in the process. Employees need to be told about the importance of their motivation and devotion to the job because, without these things, improvements in the economic sector will not have a positive impact on the organization that cannot improve itself from within.

Thus, it can be said that motivation is one of the key factors that determine the role an organization plays in its particular sphere. It is not all about the money and financial benefits but also about psychological mood and attitude toward one’s job. That is the reason many companies with coordinated and harmonic teams succeed those with more resources. It shows that the human factor remains the main one in determining the success of an organization or a project which is why it is crucial for the leaders to use it effectively. High motivation can be achieved in many different ways. It includes personal appraisal, listening to employees, communication, the establishment of a healthy working environment. It also means letting employees lead and coordinate certain projects, as well as feel the autonomy and importance in the organization. Team-building is a part of the process, as well because it requires creating a strong team of talented people devoted to one mission. Showing that the organization’s mission is relevant to the personal mission of each and every employee is crucial because it allows forming a team of people who view the organization as a second home where they can achieve their professional goals. Thus, people with such high motivation are well prepared to work under pressure. They are not afraid of challenges and can work extra time leading an organization away from the hard times of economic depression.

Employees need to see the goals and the ways to achieve these goals in order to understand their own mission in the team. Thus, they will not panic and face the crisis with the biggest output. Personally, I would use a tactic of building healthy relations with employees and finding a specific approach to each and one of them. I would listen to employees’ observations and remarks concerning work, and I would take them into consideration while making a working place better. I would also encourage the employees to go beyond the limit and challenge them to do more complicated tasks. It is important to respect the employees and realize that they can do much more than it may seem. Thus, it is vital to let them lead and suggest something, as well as challenge their skills in order for the workers to improve professionally. These motivation principles are good tactics during periods of economic downturn, and they are also successful during times of economic improvement because they prepare workers to changes and challenges. Thus, these methods are possible to implement, and they bring many positive consequences afterward. These principles can be used in practice because all they need is a motivated leader who can motivate others, as well. He or she has to devote one’s energy to people one is working with in order for the employees to devote the energy to projects and the organization itself. Thus, it will create a non-stop process of communication and exchange among employees where every worker feels necessary and important, and whose job makes a difference for the better.

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