Managing work and motivation

Managing work and motivation

Motivation is the fundamental base of employee motivation and engagement performance. It drives an organization and its employees to set a goal and determine to achieve it. The purpose of the employee engagement is to increase their effort, and the best way to accomplish that is through motivating and encouraging consistently. When employees are motivated, they can engage with their work and coworkers; thus and adequately, work efficiency increases. This consequently leads to the improved performance of the organization. Motivation at a workplace can be categorized in two ways, namely intrinsic and extrinsic motivation. Intrinsic motivation is one that deals with internal desires such as happiness, praises, recognition, etc.. In contrast, extrinsic motivation is the one that is related to the aspirations to gain rewards and avoids punishments externally. The awards include cash, prizes, bonus, and so on.

These are the following ways by which Amkor Technologies motivates their employees-

A friendly work environment for the employees to work

Amkor Technology has given special attention to make the workplace more workable for every employee, and a friendly atmosphere as an individual spends a lot of time of his life in the office. So making the office appealing would make the employees happy to work, as it is always seen an environment that a person lives in exerts some influence on him. So a pleasant and healthy environment would act as a positive sign for work and thus would motivate the employees to work. When the office environment is comfortable and welcoming, the employees will go to work regularly (Kanfer et al.  2017).

Awards and recognition

Most organizations follow the method of award and reorganization where one employee gets awarded while the other’s contribution is ignored. In place of this kind of award system, there can be a system of multiple awards where better recognition of the efforts of all the employees can be cherished. This is what followed by the organization Amkor technology. This type of recognition awards are participated by all employees and are displayed to all in the company to admire, understand, and be able to work in achieving goals. An individual employee can gain the company’s recognition through these awards, which in turn fulfills them with a sense of achievement and motivation to do work more efficiently (Amabile, 2016).

Competition

The managers who want to incorporate motivation in their employees should start introducing a healthy and friendly competition between the employees; this method is in huge practice in Amkor technology lately. This could consequently lead to better task performance by the employees. The competition serves as a motivation factor for many employees in terms of both extrinsically and intrinsically. At the time of designing a competition, it is done in such a way that the employees are benefited from it at large and are motivated by the task. Competitions also help an employee to prove its potentiality, and the organizations are also able to understand the efficiency of its employees. Amkor Technology has assigned their points of completion in specific tasks and behavior at the end of the period, the employees having the highest number of points (Buckley and Doyle, 2016).

Negative reinforcement

Amkor technology and other organizations of recent times are aware of the negative reinforcement. Negative reinforcement is a term that is used to mean that something adverse would be done to the employees and thus to avoid it. Negative reinforcement is always related to stopping something or taking something away from an employee. Thus Negative Reinforcement helps employees in being motivated by intrinsic properties, as a person in such cases is compelled to perform a task to stop sure not so good thing to happen or to take action. In an organization such as Amkor, when a company is required to complete a job with good quality and no mistakes, to avoid rework, etc. then the employees would provide efforts in maintaining high quality so that they do not face any rework consequences (Brunstein and Heckhausen, 2018).

Lead by example

To achieve a functional team, the leader needs to be functional too. Most of the cases, it is seen that the junior employees or the subordinates usually learn from their boss. Employees tend to put as much of an effort as their boss; if the boss is not serious about a work done on time, then the employees also would not take the action that seriously, as the employees take the leader or the boss as an example. For example, if the manager is having the habit of leaving the office early on Saturdays, then it would have a negative impression on the other employees. Here the idea is that whatever a leader does, it exerts some form of influence on the employees, the leader acts as a model, so if the leader is a hardworking fellow, then the employees are motivated to be hardworking seeking their leader and so on (Wlodkowski and Ginsberg, 2017).

Communication is another way to motivate

If the lines of communication between the manager and the employees are kept open, then most of the problems can be tackled easily through discussion as the employees would get an opportunity to share their feelings and ideas about their work. This would eventually make them more connected with their leaders and colleagues, and hence they would be motivated to contribute to their work efficiently. Thus the leader of Amkor Technology is recommended to create a more open-door policy for the employees to come and share both in a horizontal and vertical hierarchy. Giving freedom to the employees to communicate correctly can do wonders for the organization in the path of growth if the employees are hard it would not only motivate them to work but also boost a sense of morale and confidence within them (Ryan and Deci, 2017).

Praise for work well done and feedback in areas of improvement

This is the formula that is followed by Amkor technologies to the point. People are motivated for their work when they are appreciated for the same; this not only makes them happy but also gives them the feeling of accomplishing something. Employees who are not performing to the level that is expected from them in such a case they should be given proper feedback so that they can understand where they are lacking in their work and encourage them with positive words so that they do not feel low. Input for an employee should, in all means, be honest. Feedback is most effective when it includes both the positive and negative aspects of the employee’s work, mentioning a point where he has done well, followed by where he needs improvement, can act as an excellent, motivating factor (Wentzel, 2017).

When managers manage the employees with motivation, better work is bound to proceed and reach the desired goal (Herzberg, 2017).

Reference List

Herzberg, F., 2017. Motivation to work. Routledge.

Wentzel, K.R., 2017. Peer relationships, motivation, and academic performance at school.

Ryan, R.M., and Deci, E.L., 2017. Self-determination theory: Basic psychological needs in motivation, development, and wellness. Guilford Publications.

Wlodkowski, R.J., and Ginsberg, M.B., 2017. Enhancing adult motivation to learn: A comprehensive guide for teaching all adults. John Wiley & Sons.

Brunstein, J.C., and Heckhausen, H., 2018. Achievement motivation. In Motivation and action (pp. 221-304). Springer, Cham.

Buckley, P., and Doyle, E., 2016. Gamification and student motivation. Interactive learning environments, 24(6), pp.1162-1175.

Amabile, T.M., 2016. 58 The Motivation for Creativity. Scientists Making a Difference: One Hundred Eminent Behavioral and Brain Scientists Talk about Their Most Important Contributions, p.275.

Kanfer, R., Frese, M., and Johnson, R.E., 2017. Motivation related to work: A century of progress. Journal of Applied Psychology, 102(3), p.338.