Recently I encountered the problem with the performance of my employees. I started to learn all I can about it. I approached it with a positive learning attitude. by leaning I mean learning by asking the employee and learning from him, observation, learning about me. I think it was useful.
From a conversation with friends, I learned that I need feedback from him.
I understood that my employee needs more “path” specification and training. as by “Path-goal” theory below to feel motivated.
and he needs more feedback to feel motivated. I tried to be a role model for him as “Imitation” below. to tell him how I can work well. and give him more training.
this course suspiciusly similar to another course
the new way is frequent checkups. without consequences to the employee.
what is measured gets improved.
The Psychologists Have a More Realistic, Complicated View…
• “Expectancy theory” – what do I expect? employee loses motivation to zero. if he expects to not receive reward.
• “Path-Goal” – employee needs to know the path how to do it to feel motivated
• Behavior Modification – give praise randomly
• Conformity to a group of good workers(2 good 3 better)
• Imitation of role model
• Compliance to authority
Rethinking Job Design, With employee motivation:
• Think about these jobs from a human perspective rather than an engineers
• What is it that people like about work?
• Social interactions
• What is it that they like about jobs per se (beyond the paycheck)?
• Autonomy (control) – let workers stop the line, invent their tasks, and the way of doing it – they invent same boring tasks for their position. but they like them now. = better quality
• Appreciating the significance of their effort
• Getting feedback on specific tasks
more links about Employee Motivation: