MOTIVATION TECHNIQUES

Some of the major techniques which manager can use are:

MONEY: Whether in the form of wages, piecework, any other incentive pay, bonuses, insurance etc, money is important. If money is used as motivator, the manager must remember some things: First, money is likely to be more important to people who are raising a family than to people who have arrived in the sense that their money needs are not urgent. Money always is an urgent means of achieving a minimum standard of living. Second, money as salary should be made competitive within their industry and their geographic area so as to attract the people. Third, money as motivator tends to be dulled somewhat by the practice of making sure that salaries of various managers in a company are reasonably similar. Fourth, if money is to be an effective motivator, people in various positions, even though at a similar level must be given bonuses that reflect their individual performance. Fifth, salaries and bonuses must be large enough to motivate the receiver.

PARTICIPATION: Increased awareness and use of participation technique may be a good motivator. Participation is also a mean of recognition. It appeals to the need for affiliation and acceptance. It gives people a sense of accomplishment. Participation of subordinates does not mean that managers weaken their positions but managers should just listen them and then should decide by themselves.

QUALITY OF WORKING LIFE: It is an interesting systems approach to job design and a promising development in the broad area of job enrichment, combined with grounding in the socio-technical systems approach to management. Government agencies have been attracted to QWL as a means of increasing productivity and reducing inflation and a way of obtaining industrial democracy and minimizing labour disputes. In this technique, challenges, achievement recognitions and responsibilities are the motivators.