The Impact of Staff Welfare and Motivation
The staff of an organization or company is its livelihood. The well-being of
workers, in terms of how they feel about their work, their compensation
and benefits and their respective work contributions directly impacts an
organization’s daily performance and its long-term stability.[1] Employees
who are highly motivated will do their best or go the extra mile in their
respective jobs to achieve organization goals and will also have the
initiative to address any potential challenges.[2]
Lack of motivation in the staff translates to reduced productivity, which in
turn will affect an organization’s standing with existing and potential clients
and partners.[3] The staff must be informed that if only half of a company’s
employees are working in full capacity, it only produces 50 percent of the
revenue it is capable of, which translates to lesser income for the staff.[4]
The interest of employees can be reinvigorated by reconnecting with the
reality of the business.[5]
People work for various reasons, but they do so because they obtain something
from it that impacts their morale, motivation and the quality of their lives. Love,
personal fulfillment and interaction with people are some of the reasons for
working, but the bottom line is that almost everyone works to earn money.[6]
Money provides the basic things for survival and allows leisure activities and
comfortable retirement later in life, and fair living wages and benefits for the
staff are the cornerstone of a successful company.[7]
In addition to the staff’s desire for just compensation and job security, they also
want recognition for their achievement, timely information from the company
on important matters and further education and learning in their careers.[8]
An organization must motivate employees with the right environment, culture
and management practices that will allow them to give their best to it and to
its customers. Company culture drives its people, their performance and the
organization’s future.[9]
Employees contribute to an organization’s culture and must also share the
responsibility of motivation. The staff should come to work every working day
and exert its maximum effort to contribute to their organization’s vision and
goals.[10]
Good employees can be retained by letting them clearly know what is expected
from them every day at work, by having qualified people supervise them and
by allowing them to speak their minds freely within the organization.[11]
The staff can be consulted on which benefits that can be given will be the most
rewarding to them. Some uncommon staff benefits include the following:[12]
Providing them with direct deposit of their checks into their bank account to
save time and clear funds faster.
Providing them with fitness and stress reduction programs to improve
productivity and lessen absenteeism
Provide them with discounts in buying company products and services.
The best benefits are those wanted by the staff and are competitive with
those offered by other companies.[13]
[1] Shemiah Williams, “How Does Employee Motivation Impact Organizational Performance”,
eHow.com, <http://www.ehow.com/how-does_5407144_employee-motivation-impact-organizational-performance_.html > [accessed 20 April 2011]
[2] ibid
[3] ibid
[4] ibid
[5] ibid
[6] Susan M. Heathfield, “What People Want From Work: Motivation”, About.com, Human Resources,
<http://humanresources.about.com/od/rewardrecognition/a/needs_work.htm> [accessed
20 April 2011]
[7] ibid
[8] ibid
[9] Susan M. Heathfield, “Management Matters Most in Motivation”, About.com, Human Resources,
<http://humanresources.about.com/od/motivationsuccess/a/Management-Matters-Most-In-Motivation.htm> [accessed 20 April 2011]
[10] ibid
[11] Susan M. Heathfield, “Top Ten Ways to Retain Your Great Employees”, About.com, Human
Resources, < http://humanresources.about.com/od/retention/a/more_retention.htm >
[accessed 20 April 2011]
[12] Darrell Zahorsky, “8 Uncommon Employee Benefits Your Staff Will Love”, About.com, Small
Business Information, <http://sbinformation.about.com/cs/benefits/a/8uncommon.htm>
[accessed 20 April 2011]
[13] ibid
Credit:ivythesis.typepad.com
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