Motivation & Change Management.1
Misunderstanding about the need for change, this is about when the staff members do not understand the need for change which is unclear especially the one who really relies on the current way of works being done and for a long period of time! Secondly, change in the status quo, resistance can also depart from thinking of the change that people hold. This refers to people feels they’ll be worse off at the end of the change and are unlikely to give their full support. Just like staff thinks that if changes are to be made their might be some favors with new staff members which is unspoken in terms of anger and dis-belief which may likely to be resistance. Thirdly, low trust, this is when staff feels like they can’t even manage the change which is likely to be resistance. Lastly, changes in routines, this concern of comfort and confidentially referring to comfort zone, we do like them a lot which it makes us secure. So, there’s bound to be resistance when we are configured to do things differently.

Education and Communication, telling the workers beforehand so that they will be involved in the change process will prevent that the changes in the organization is inaccurate. Excellent communication can be supported by training and other terms of study. Employees will have a fair understanding of the purpose of the change process and they will be more persuaded to be cooperative. Secondly, Participation and involvement, by increasing the involvement of employees will reduce the resistance. Results, employees will be trustworthy and they will concentrate on teamwork for some reason they interact more closely from diverse organization division so that the desired change can be applied. Thirdly, Facilitation ; Support, Employees experience addition problems during change process will benefits from supportive management, it really helps them deal with inner behavior in terms of fear referring to a transition period for as job loss or other form of re-organization. Providing support in training and counselling, this can minimize fears. Lastly, Negotiation, when employee lose power during change process, it is important to keep them motivated. Through financial with this can move employees to a positive direction. This can be adjusting their contracts or another unit offer or promotion is to be made which mainly this offers to employees that have senior position.
For future benefits of employees and the company as well. For the safe and job securities of staff members even their resistance it will take time to initiate with future benefits and somehow offers opportunity for staff members to get higher standard of education and promotions to a better standard for the comfort of each individual member.
Misunderstanding about the need for change, this is about when the staff members do not understand the need for change which is unclear especially the one who really relies on the current way of works being done and for a long period of time! Secondly, change in the status quo, resistance can also depart from thinking of the change that people hold. This refers to people feels they’ll be worse off at the end of the change and are unlikely to give their full support. Just like staff thinks that if changes are to be made their might be some favors with new staff members which is unspoken in terms of anger and dis-belief which may likely to be resistance. Thirdly, low trust, this is when staff feels like they can’t even manage the change which is likely to be resistance. Changes in routines, this concern of comfort and confidentially referring to comfort zone, we do like them a lot which it makes us secure. So, there’s bound to be resistance when we are configured to do things differently.
Hierarchy of Needs Theory and Theory X and Theory Y, Maslow’s Hierarchy of Need contains five levels that shape motivation style. To motivate employees, the organization must move to the pyramid of needs to ensure all of an employee’s needs are met. The foundation of the pyramid contains essential needs for like food, shelter and rest-time. Safety makes up the next level and also the third. The upper two levels of the pyramid contain self-esteem and self-actualization. Successful organization concentrate on the upper level of the pyramid by providing employees with the essential appreciation and developing opportunities for employees in order to feel they are valued and reaching their potential with the company. By motivating the airline staff to keep up their hard working and potentials they can reach in the company. Theory X & Theory Y, Douglas McGregor proposed two theories related to employee motivation. His theory is divided into two categories. Theory X employees avoid work and dislike responsibility, in order to motivate and support the duties they are doing with this employer’s need to apply rules and apply penalties. Theory Y, employees enjoy putting forth effort at work when they have control in the workplace. Employer’s must acquire prospects for employees to take accountabilities to show creativity as a way of motivating Theory Y employees. Allocating staff to their mature and confidents in the Air New Zealand Airline will motivates the staff members to keep on striving for the best and pushing employees to succeed on setting responsibilities to take part for as customer service.
Get to know the employees as individuals, to have any hope of motivating, finding the right key for psychic lock, you have to understand a single thing concerning of the employees. What is it that standing between the ability and execution? What Are their Dislikes? What are their hopes? What are their fears? The more you know the more chance to turns things around. State clear your expectations, this refer to the expectation from the employees being stated clear. Be fully conscious of personal and team dynamics, I often found dissatisfied employees, this may refer to the character of the workplace which can make the difference between frustration and disengagement.

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