Assignment is about implementing motivational theories ,techniques, methods, or strategies to keep you productive.


Motivational techniques, methods, or strategies does (or did) your current or past employer use to try to keep employees productive, satisfied, or motivated

Create extremely positive work environment

Provide Incentives

Set Goals

Recognize Achievements

Offer Professional Enrichment

Share more and more Profits

Recognize Achievements

Worked and didn’t work to keep you productive, satisfied, and/or motivated

What Worked?

Create a positive work environment: My employer motivates us by providing them an optimistic and positive work surroundings’. Encourage our teamwork and ideas to share and make sure that our employees have high-quality knowledge and skills. Our employer is available when we need them to be sound boards or dispute mediators. Eliminate conflicts and allow us to work independently at right time (Dr. M. Dhanabhakyam & R. Umadevi, 2012).

Setting goals: Our employer’s help us by self-motivate by supporting or helping to build career goals and objectives. This not only gives us with some effort, but our business will likewise benefit when the goals are simply tied to corporate the contributions. Our employers ensure that the goals are achievable and reasonable, so we won't be discouraged. Provide encouragement when we reach significant milestones.

Provide incentives: Our employers increase motivation and help us to be productive by providing us with incentives. They develop individual incentives for every employee to motivate us as a team. The financial rewards they provide to us include cash rewards, restaurant vouchers, and gift cards. Non-financial awards include extra vacation days, compression work weeks as well as selection of seat in office and parking spaces.

Recognized achievements: Our employers celebrate their achievements through monthly employee or star performance awards. Accomplish by celebrating at a staff meeting. They print certificates or engrave plaques, post press releases and post a notice on our company's website. Recognize team achievements and personal efforts (Kim, 2013).

Not Worked

It doesn't matter if you focus on mistakes and mistakes: this is especially a problem during weekly meetings and regular performance evaluations. Employers need to provide balanced feedback, but let us be real. If an employee makes mistakes most of the time, why not solve the employee? This work must be very suitable for the skills and abilities of the staff. Focusing only on problem areas can undermine employee self-confidence and self-esteem, which makes employees more prone to errors and makes our organization wonder why they promote us to management (Spencer & Scheuer, 2002).

Employer’s efforts worked or didn’t work to keep their employees productive, satisfied, or motivated

Employers ignore employee motivation in their own dangers. Encouraging employees to do all their activities and best work constantly is a long-lasting challenge for managers and executives. Even understanding what constitutes human motivation is a mystery with centuries of history, which was solved as early as Aristotle. Herzberg's work theory influenced number of researchers and scholars- but it never seemed to have an impact on workplace managers because the focus on motivation was still the "carrots and sticks" approach, and external incentives (Spencer & Scheuer, 2002).

Recommend that your current or past employer do to try to keep their employees productive, satisfied, and/or motivated

Investing in employees: Have trust in employees and another way to motivate and keep employees productive is to invest in employees. Providing them clear information reimbursement, tutoring programs, one-on-one tutoring, and work shadows with higher-ranking staff: We care about their careers and future (Kim, 2013). In fact, some companies regularly meet with employees to converse their career paths and ensure they are on track. In addition to improving skills as well as increasing employee knowledge, this asset in the employee's career gives reason to stay in the company for a long time, rather than seeking a better offer. Investing in employees, we will give them a reason to insist. The company will do the same when employees grow and improve.

Give them a purpose: no matter what our work is, whether it is in the packaging warehouse packaging orders, or management, we want to know that our work is very important. Show employees what they are important to the company, and their work results, they will feel reward and enthusiasm (Turturean, 2014). 

Incorporate them into major decisions: When they see that the decisions made by big companies don't mention anything, our employees are frustrated. This makes them feel isolated and helpless. In today's competitive workplace, people change jobs every few years, and employee turnover can be a big problem. However, we can prevent this trend by focusing on employee engagement and training. This lays a solid foundation for employee management and development, ensuring that our employees are always motivated and inspired (Dr. M. Dhanabhakyam & R. Umadevi, 2012).

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