High employee morale is key to achieving extraordinary results. Most employers recognize that. Hence, they put a lot of investment in time and other resources in an attempt to boost employee morale.Other Benefits
Herzberg's theory did a good job in identifying these factors. And many organizations have used this theory to make far-reaching decisions relating to employees in their organization.
Unfortunately, humans are dynamic and so a straight-jacketed solution to address human needs may result in the organization missing on key issues relating to and peculiar to staff in their organization or environment.
For example, the Herzberg theory basically states that money does not motivate but absence of it in the desired amount can demotivate. Many organizations have bought this hook, line, and sinker. In doing that, many forget the second part of the theory. That is, it demotivates if not present in the right amount.
Consequently, many organizations rule out money entirely when they think of boosting employee's level of morale. In doing that, they create loopholes that spoil their best efforts.
I have personally noticed that money creates spurts of motivation when released at certain times in the month especially with reference to non-management staff whose pay package is far lower than that of management.
Don't run with half baked motivation theories. It may hurt the morale of employees and dip results in your organization in the long-term.
When evaluating motivation techniques geared at improving corporate performance, look beyond the surface. Use a holistic approach. Get the people . . . your people . . . involved in developing the right motivation strategy.
Understand that your organization is different. Understand that your people are peculiar. Ask them what will delight them. You will be amazed at the answers.
Better still, you will be amazed at the results when you execute a morale boosting package that is home-grown.
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