In order to encourage full engagement of employees and achieve optimum in business, it is necessary to determine the proper way of motivation. Salary increase or promotions are not the only options. It is necessary to determine the real causes of employee dissatisfaction and accordingly select appropriate measures. Many companies hire experts to develop a program that will have a holistic approach, providing full access to all the needs of employees, and thus establish parameters for compliance.
From traditional to new forms of workNeeds of employees are determined with respect to their work experience, age, marital status and family size, because different benefits should be given to different people. For example, young people can be motivated by the company to get a car to use, while older people appreciate more the better status of the job or the opportunity to become members of professional associations. The list of professional privilege can be unrestricted. Scholarships, loans, official car, division of profits, legal assistance, employee discounts, flexible work schedules, child care employees, extra vacation or an extended vacation, traveling at the expense of the company, recreation programs, payment of dues for professional associations, establishing special cash prizes for the most productive workers are just some of the possibilities.
The responsibility of managers is large and located on all levels of the organization, in order to transform businesses from traditional to new forms of work and organization. Managers, therefore, need to create a work environment where people enjoy what they do, be proud of what they do and always have a clear goal.
The management of the company must respect claims of employees in order to achieve the expected business results. Accordingly, in the past few years, one-third of managers changed their mind about the importance of corporate culture and more coming to the conclusion that the work environment most critical factor in maintaining satisfaction in today's business world.
The strategy of identificationUntil six years ago, in the United States was thought that the reward system is most important in maintaining employee satisfaction. Among the surveyed managers, 47% put in the first place the importance of the reward system, and barely 9% of the working environment. However, today companies are quite different in the U.S. compared to that period. Moreover, there is nothing in common comparing today’s companies and companies in the eighties.
The culture is changing very fast. In the past, it was almost impossible to persuade the employees to speak, and now you can just ask them for their opinion and they immediately respond. In Japan, unlike the U.S., have long familiarized view that managers have much time to spend in informal conversations with employees on many issues, even those that are not directly related to the job. All this is done in order to achieve greater intimacy between managers and employees, greater openness in communication and encourage a desire to work and explore together. Opening communication between workers and managers contribute to the development environment of sharing responsibility. Therefore, it is a holistic approach that is based on a strategy of identification of employees with the company they work for. This strategy is consistent and fits into the Japanese culture, which is characterized by collectivism and the desire to avoid uncertainty. A large number of experts believe that the Japanese are increasingly combining Western techniques with traditional Japanese attitudes and behavior that creates a flexible and productive working environment.
The development is a question of cultureAmong the needs of employees dominates one that their contribution is rewarded and highly valued, and then to allow them professional development and lifelong learning, and participation in decisions that affect them, and to ensure greater accountability and independence to work for those who they want to.
Creating a positive working environment and increasing satisfaction among employees, will enable the best foundation to well-placed assignments in an appropriate and effective way of realizing. Consequently, countries that do not implement this change in the culture of companies are increasingly lagging behind because development is not a matter of technology, steam or markets, but the question - culture.
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