TECHNIQUES OF EMPLOYEE MOTIVATION

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Job enlargement, job enrichment and job rotation are three basic approaches;


1. Job Enlargement:
 Job enlargement involves expanding the job of an employee that has them doing more work of a similar nature to what they already do. This may be allowing them to complete the whole task instead of just part of it, for example, packaging the products as well as manufacturing them. This process ideally removes the boredom out of the job by eliminating the repetitiveness out of tasks and allowing them to complete the whole process, further increasing their responsibility.
 2. Job Enrichment:
 Job enrichment is an attempt to give workers more control over their tasks and more
 responsibility for design, execution, and output. The worker assumes some of the functions previously carried out by his or her immediate supervisor or by other staff.
 3. Job Rotation:
 Job rotation is a practice whereby each employee learns several operations in manufacturingprocess and rotates through each in a set period. Job rotation has important implications for firm learning. On one hand, when employees rotate, the firm receives information about the quality of various jobs - employee matches. On the other hand, without rotation, the firm receives only direct information about one match, but the information it gets about this one match is very reliable.

POPULAR THEORIES OF WORKPLACE MOTIVATION

Two of the most popular models of motivation are Maslow's Hierarchy of Needs and
 Herzberg's two-factor model. Both are widely accepted and most recent research builds on the ideaspresented in these two models. Maslow's Hierarchy of Needs
 Abraham Maslow presented his model of motivation in 1954. The basic idea of Maslow's model was that there are five levels of needs for humans and each level needed to be fulfilled before someone could be motivated by higher level factors. Figure 1 is a graphical example of Maslow's model. According to Maslow, you wouldn't be able to motivate someone with positive feedback (an esteem factor) if their basic physiological needs aren't met. This makes sense if you apply it to the workplace. If someone doesn't get paid enough to put food on the table for his or her family, he or she isn't going to care too much about a 'good job' sticker!

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