Motivation Management Tools and Tactics

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Table of Contents

Introduction
Training
Use of incentives and rewards
Development of effective communication strategies
Conclusion
References

Introduction

Change is inevitable when restructuring an organization. Change is important because it enables organizations to adapt and cope with the uncertainties and challenges of the modern business environment that is volatile and unpredictable (Burke, 2010). Many organizations occasionally undergo restructuring as a measure to improve the effectiveness and efficiency of their processes and operations. However, the success of restructuring depends on the effectiveness of methods used to implement change.

Employees resist change because it introduces new tasks and responsibilities. In addition, it changes the status quo (Burke, 2010). In order for leaders to implement and lead change, it is important for them to help employees adapt to change.

Three motivational methods that I would use to lead and implement change include training, the introduction of incentives and rewards, and the establishment of effective communication methods (Cohen, 2005). The goal of using these methods would be to convince employees that change is inevitable and beneficial, and thus motivate them to accept additional responsibilities and embrace new ways of doing things.

Training

One of the most important aspects of implementing change in an organization is employee motivation. It is important to convince employees that new changes will present professional and personal benefits (Burke, 2010). On the other hand, the management should raise awareness regarding the immediate effects of change, such as a decline in productivity and performance. Creating a training program to teach employees about the proper methods of coping with change is imperative.

The training would include topics like adjustment to change, commitment, time management, embracement of new challenges, and benefits of embracing change (Cohen, 2005). In addition, training would involve teaching employees how to develop personal goals and objectives that enable them to perform exceptionally.

Employee resistance is a common effect of implementing change without sufficient preparation. It is important to prepare employees by training them to stretch their goals, increase performance, and manage time well (Cohen, 2005).

Change introduces new demands, challenges, and opportunities. Therefore, employees should be trained to recognize opportunities and take advantage of them (Burke, 2010). On the other hand, they should possess knowledge on how to deal with challenges and overcome obstacles. The textbook identifies training as a core aspect of change implementation. Employees should be trained to acquire new skills that enable them to handle additional responsibilities as well as face new challenges (Lombardi & Schermerhorn, 2007).

Use of incentives and rewards

One of the commonly used methods of motivating employees to embrace change is the use of incentives and rewards. Employees work harder and are more productive when the organization takes the initiative to reward success (Cohen, 2005). Through rewarding success, organizations empower employees to become more committed to their work. Many types of incentives are used to motivate employees.

They include free training workshops, sponsored health fitness programs, rewards for the attainment of certain goals, and fully-paid vacations (Burke, 2010). Incentives can be financial rewards or professional rewards like promotions. Incentives are an effective method of motivating employees to embrace change (Lombardi & Schermerhorn, 2007). Setting goals is an important aspect of ensuring the success of an incentives and rewards program.

For instance, rewards should be issued only after attainment of certain goals or desired results. Achievement of goals boosts the morale and self-confidence of employees (Cohen, 2005). The success of an incentive program is based on the understanding that different things motivate different employees. However, ensuring that employees feel valued and respected is imperative. Employees perform better when they experience advancement and growth in their careers (Lombardi & Schermerhorn, 2007).

Delegating responsibilities is another incentive that can be used to motivate employees. Employees cherish the feeling of responsibility and value. Finally, employees should be given the freedom to make core decisions regarding their work. Managers should not impose rules and opinions on employees. Instead, they should allow them to decide how to implement change because they know the techniques and procedures that work best for them (Burke, 2010).

The textbook recognizes the importance of employee motivation in change implementation. Motivated employees embrace change and accept new responsibilities readily (Lombardi & Schermerhorn, 2007). They look at new challenges as opportunities to develop new skills and gain knowledge.

Development of effective communication strategies

Effective communication is an important aspect of change implementation (Lombardi & Schermerhorn, 2007). Before implementing change, leaders should communicate to employees about impending organizational restructuring and the expected changes (Cohen, 2005). For instance, employees should be aware of new responsibilities and roles. One of the negative effects of change is the development of negative attitudes towards work by employees. This happens when change is introduced abruptly.

In order to avoid negative attitudes, leaders should consider the opinions, ideas, and suggestions of employees with regard to implementation of change (Lombardi & Schermerhorn, 2007). A smaller workforce means that employees will have more responsibilities than before. Therefore, informing them about the effect of the change on their jobs is necessary. Prior preparation prevents low productivity and poor performance (Cohen, 2005). Change is associated with new challenges and obstacles.

Without effective communication, it is impossible to evaluate the progress and success of new changes. Employees should have a way of providing feedback, suggestions, and opinions that could be used to make adjustments and improvements. Finally, effective communication facilitates the sharing of information and knowledge among employees (Cohen, 2005). Sharing of knowledge and information helps employees to overcome challenges.

For instance, employees might encounter challenges that are outside their area of competence. It is important to establish a method to provide information in order to enable employees to learn new skills. The textbook identifies effective communication as an important aspect of embracing change.

When reviewing the effect of the change on an organization, feedback from employees regarding their challenges, experiences, and progress is important (Lombardi & Schermerhorn, 2007). This necessitates the implementation of an effective method of communication between employees and management.

Conclusion

The modern business environment is volatile and unpredictable. Therefore, change is inevitable because of the need for survival. The most important aspect of change implementation is the preparation and motivation of employees. Preparation involves informing employees of impending changes, possible effects on their personal and professional lives, as well as their effect on organizational output.

Motivational methods that could be used to lead and implement change include the use of incentives, training, and establishment of effective communication strategies to help employees interact and solve problems. Training prepares employees for additional responsibilities and new job requirements.

In addition, it equips them with skills that are vital in handling new challenges and responsibilities. New skills increase employees’ confidence and motivation. Incentives are effective motivational tools and can be either financial or career-related. Promotions and additional responsibilities motivate employees because they make them feel valued and capable. Finally, effective communication strategies facilitate the sharing of knowledge and information that helps employees gain new insights and skills.

References

Burke, W. (2010). Organizational Change: Theory and Practice. New York: SAGE.

Cohen, D. S. (2005). The Heart of Change Field Guide: Tools and Tactics for Leading Change in Your Organization. New York: Harvard Business Press.

Lombardi, D. M., & Schermerhorn, J. R. (2007). Health Care Management: Tools and Techniques for Managing a Health Care Environment. Hoboken, NJ: John Wily & Sons.

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