Crystal is an accounting administrator at Valley Hope Association, and a colleague. Crystal’s personality would be considered as an extroversion when looking at the “Big Five” personality traits. Being a very sociable person, she is constantly posting on faceable and testing on her personal cell phone. She is extremely talkative and sometimes disruptive to other members in the department. Being outgoing, she is sometimes bringing unnecessary information in to work. Crystal would be classified as enterprising if looking at “Holland Six Personality Types”.
With prior experience at a branch bank, she tends to persuade co-workers and sell her ideas. She is very confident, ambitious, and energetic. How Do We Motivate Crystal? As a manager, it is his/her Job to make sure that employees are doing their Jobs and in the most productive way. Crystal, like many employees, is not a machine programmed to do the Job accurately. Crystal needs motivation, or guidance, to get set on the correct path. “Herrings Two – Factor Theory’ will be used when analyzing ways to motivate Crystal.
Herrings motivation – hygiene theory states that we would take care of the hygiene factors before providing motivation to employees. The manager must first set the platform properly. He/she will want to evaluate Crystal’s salary, the benefits she receives, and ensure that she is fit for the Job. If there is an inconsistency found in the hygiene, it must be fixed. Once the manager, and Crystal, are in agreement of the hygiene factors the manager can then work on the motivators. Herrings motivating factors are: challenging work, recognition, responsibility, achievement, and personal growth.
The motivating factors are good UT may not work for every employee or every situation. The manager would want to take into consideration Crystal’s personality/attitude as well as the current situation. Challenging work. It is said that when an employee doesn’t feel challenged, he/she tends to get bored. With Crystal being talkative and social, the manager may want to use this method of motivation. Currently, Crystal is helping with a collection call list. As of now, she is averaging two payments per 20 calls made. Other colleagues are averaging eight to ten payments per 20 calls made.
One way the manager may want to challenge Crystal, is to set a quota or goal. Let’s say the manager sets a goal of five feeling of accomplishment. It gives her something to strive for. Maybe by challenging Crystal’s work, she will have less down – time and be less disruptive to others in the department? Recognition. Employee recognition is not Just a nice thing to do for people. It is a communication tool that reinforces and rewards. By no means should an employee be complimented on every day work. However, when an employee goes ever and beyond it is nice to hear the Job was done well.
One way the manager may want to recognize Crystal, is with periodic feedback, whether good or bad. With Crystal’s self-esteem, it will show that she does contribute to the company and her work is being noticed. Responsibility. A responsible worker is a person who not only is accountable for specific results, but also has the authority to do whatever is necessary to produce these results, and finally, is committed to these results as a personal achievement. (Crushed, 2012). With Crystal’s skills for being persuasive and ling ideas, the manager may want her to hold a monthly department meeting.
These meetings would be in hopes of building a strong team. With Crystal’s skills she can lead the meeting on ideas of how to get the client/patient, getting ready to go to collections, to pay. By hosting these meetings, it will give Crystal a sense of self – worth and accomplishment. Achievement. Optimism is the faith that leads to achievement. Nothing can be done without hope and confidence. (Keller). Crystal currently helps with setting up loans. Setting up loans is something Crystal is very DOD at. She can set up approximately 300 loans per month.
The manager can take this asset and run. A good team is one that is crossed trained as you never know when a member will be gone. Crystal can use her knowledge and create a set of instructions. She can give suggestions and ideas of how to set up the loan more efficiently. This will not only give Crystal the sense of self – worth but will help the department both currently and in the future. Personal growth. The company offers a tuition reimbursement program that allows employees to go to school. With Crystal’s “know it all” approach, the manager could easily promote this program.
By going back to school, and gaining the knowledge, Crystal would not only grow personally but could easily promote from within the company. Crystal would gain a sense of accomplishment or success. Conclusion Through specific management skills, higher productivity can be achieved. Many factors come into play, both internally and externally, when motivating employees. By recognizing the importance of motivation on performance and taking the steps to titivated employees, managers ensure that both employees complete tasks well and that they are personally fulfilled.