Influencing Performance at Whole Food Market
Influencing Performance at Whole Food Market
The motivation of workers is an essential element in an organization that looks forth to enhancing employee performance. Employee performance is the sufficient condition for an increment in production levels, and therefore great attention should be paid to it. Besides, increased production in a company sees an increase in the organization’s earnings. The inspiration of employees takes the mix of being psychologically prepared to achieve the desired goal as well as offering rewards for the employees. A feedback mechanism is imperative to a firm that aims at advancing its performance within a specified time (Reinharth & Wahba, 1975). The paper will explicate the manner in which a leader will motivate the employees to better their performance in the whole foods market and the way in which I was empowered to exercise my creativity.
There are several ways of motivating employees to improve their performance. For instance, creating an enabling performance environment is essential since it encourages the employees to achieve easily. Furthermore, giving adequate feedback enable the workers to evaluate their areas of failures and further devise a strategy to minimize the chances of such failures and hence achieve more. Informing employees about the outcomes of a particular method of handling tasks in an organization is imperative since it prepares them psychologically to approach various assignments (Burton et al., 1992). According to expectancy theory, an outcome of a particular event is likely to shape the method of doing it. Similarly, informed workers have a tendency of performing better than their counterparts who do not know the results of their actions. Dissemination of any relevant information concerning the objectives of the firm is likely to influence the performance of employees (Nimri, Bdair, & Bitar, 2015).
Dedicated employees who expect a pay rise are likely to work even for extra hours due to the promise of overtime. Rewards following a given performance are also likely to influence the way workers undertake firm’s activities. In whole food market newly absorbed employees in the business who are serving a probation will work hard to be absorbed in the organization. On the basis of instrumentality, their inspiration to toiling is typically generated by the promise of placement (Kopelman & Thompson, 1976). The value they hold for the reward, valence is also another source of their hard work. On the other hand, their encouragement is also likely to arise from their perception of the goal as well as the belief that their labor will significantly facilitate the attainment of the anticipated goal, expectancy (Reinharth & Wahba, 1975). Therefore, managers should set attainable goals, inform them on them on the approaches they can integrate to achieve the goals, as well as, the benefits of earned achieving the objectives.
Empowerment to Exercise Creativity
Working in ABC Company, a market research firm I was endowed with the responsibility of a supervising field research assistants. The working condition involved minimal supervision, and the field coordinator mandated me to take his place in case he was not around. Serving two positions simultaneously demanded me to devise new methods of tackling issues. For example, I initiated staff training to enable them to comprehend the importance of exercising integrity as well as the GPS for ensuring that workers collected data in their respective assigned regions. The initiatives enabled me to handle the two departments with ease. Besides, it served as a platform for exercising my creativity in my work environment.
References
Burton, F. G., Yi-Ning, C., Grover, V., & Stewart, K. A. (1992). An Application of Expectancy
Theory for Assessing User Motivation to Utilize an Expert System. Journal Of Management Information Systems, 9(3), 183-198.
Kopelman, R. E., & Thompson, P. H. (1976). Boundary Conditions for Expectancy Theory
Predictions of Work Motivation and Job Performance. Academy Of Management Journal, 19(2), 237-258. doi:10.2307/255775
Nimri, M., Bdair, A., & Al Bitar, H. (2015). Applying the Expectancy Theory to Explain the
Motivation of Public Sector Employees in Jordan. Middle East Journal Of Business, 10(3), 70-82.
Reinharth, L., & Wahba, M. A. (1975). Expectancy Theory as a Predictor of Work Motivation,
Effort Expenditure, and Job Performance. Academy Of Management Journal, 18(3), 520-537. doi:10.2307/255682
