My classmate’s post gives a comprehensible answer to the question on motivation techniques within the organization. I tend to agree with him that the management of a company takes up the role of a motivator for its employees. It would be an ideal business case, if the culture of the management had already incorporated definite motivation techniques.
I also think that, in order the stimulus techniques became effective, they should be unique and tailored to the specific needs and requirements of the organization.
Moreover, it is exactly the way, in which the management displays the most important business values of the company that matters. Employee recognition and performance feedback are two most common motivators to me as well. Sure, everybody has a strong wish to receive recognition for a good job. Perhaps, in some cases, this could mean more to an employee than simply a higher salary (if the salary is already quite high). Also, taking part in off-hour activities related to the company operations can motivate the staff to become more successful and result-oriented.
In my opinion, there can be a number of demotivating influences present nearly in every organization. To be regarded a staff-friendly company, the management should aim at transparency of its actions and operations to the employees for building trust.
Criticism and negative feedback is easy to be articulated, but difficult to modify its impact on the staff thereafter. By all means, specific techniques should be chosen to have the least negative influence. Therefore, I would like my classmate to name some more techniques for overcoming situations with demotivating influences.
