Reinforcement and Employees Essay Example for Free

Reinforcement and Employees EssayQ3. What tools does Walmart do to motivate employees? How big businessman a lack of motivation affect associates and how should film directors respond? take a leak me a W Give me an A Give me an L Give me a squiggly Give me an M Give an A Give me an R Give me a T Whats that spell? Walmart Whose Walmart is it? Its my Walmart Whos number wholeness? The customer Always The swell times continue at Walmart, and so do hard guide and do movement. For more employees, seeing peers satisfyed for a job hearty d iodin proves highly motivational. Executives at Walmart refer to the conjunction as maven big family. There atomic number 18 no grunts or gophers no employee, no conciliateoff how new, is thought of as low person on the totem. According to the companys grant adit policy, all associates ar encouraged to speak freely, share concerns, and express ideas for improving daily operations. In return, they whoremonger expect carriages to treat all discussions fairly with an open mind. The policy is right out of Waltons playbook. listen to your associates, Walton urged. Theyre the best idea generators.The founders wisdom is routinely reaffirmed by the oft-repeated quote that cryptograph constructive happens in Bentonville a reference to Walton headquarters. In Waltons grass roots ethic, local employees are the ones most likely to produce fresh ideas. One significant way managers can meet high motivational needs is to shift power down from the concealment of establishment and share it with employees to enable them to achieve goals. Empowerment is power sharing, the delegation of power or authority to subordinates in an organization. Increasing employee motivation for problem accomplishment beca occasion masses improve their own effectiveness, choosing how to do a task and using their creativity. Empowerment is one way managers promote self- reinforcement and self- efficacy, as defined in the discussion of affable information.Empowering employees involves giving them quatern elements that enable them to act more freely accomplish their jobs randomness write outledge, power, and rewards. First of all, employees receive in watchword formation virtually company performance. In companies where employees are fully empowered, all employees have access to all financial and practicable information. Secondly, employees have knowledge and skills to contribute to company goals. Companies use training programs and other development tools to facilitate the great unwashed acquire the knowledge and skills they need to contribute to organisational performance. The third motivation is employees have the power to bring on substantive decision. Empowered employees have the authority to pullally influence work procedures and organizational performance, such as through quality circles or self- directed work teams. And last but non least, employees are rewarded establish on company performanc e. Organizations that empower workers a lot reward them based on the results shown in the companys arsehole line. Organizations may also use other motivational compensation programs described in demo 16.8 to tie employee efforts to company performance.Exhibit 16.8Many of todays organizations are implementing empowerment programs, but they are empowering workers to varying degrees. At some companies, empowerment means encouraging workers idea while managers retain lowest authority for decisions at others it means giving employees almost complete freedom and power to make decisions and deterrent example initiative and imagination. Current methods of empowerment fall along a continuum, as illustrated in exhibit 16.9 . The continuum runs from occurrence in which front- line workers have almost no discretion, such as on a traditionalistic assembly line, to full empowerment, where workers even participate in formulating organizational strategy.Exhibit 16.9Perhaps the most chief(p renominal) things managers can do to enhance organizational chat and dialogue can encourage people to guide honestly with one another. Subordinates will feel free to transmit controvert as well as prescribed message to managers without fear of retribution. Efforts to develop inter in the flesh(predicate) skills among employees can also foster openness, honesty, and trust. Second, managers should develop and use formal communication channels in all direction. Scandinavian Designs uses two newsletters to reach employees. Dana Holding grass developed the Here a Thought board- called a HAT rack- to get ideas and feedback from workers. Other techniques include direct mail, bulletin boards, blogs, and employee surveys. Third, managers should encourage the use of multiple channels including both formal and informal communications. Multiple communication channels include written directives, face- to- face discussions, and the grapevine. For example, managers at GMs Packard Electric pla nt use multimedia, including a monthly newspaper, frequent meeting of employees teams and an electronic news display in the cafeteria. Sending messages through multiple channels increases the likelihood that they will be properly true.Fourth, the structure should fit communication needs. An organization can be designed to use teams, task forces, project managers, or matrix structure as needed to facilitate the horizontal flow of information for coordination and problem solving. Structure should also reflect information need. When team or department task are difficult, a decentralized structure should be implement to encourage discussion and participation. Empowerment is the process of distributing decision-making power throughout an organization. It is a process which enables employees to set personal work goals, make minor decisions and to solve conflicts by using their personal authority. Team Bonuses, in situations in which employees should cooperate with each other and isolati ng employee performance is more difficult, companies are change magnitudely resorting to tying employee pay to team performance. For example, in 2007, Wal-Mart gave bonuses to around 80% of their associates based on store performance. If employees have a just ability to influence their teams performance level, these programs may be effective.One way Wal-Mart facilitates appraise for an individual is through an open-door policy that allows employees of all levels to communicate with managers in higher levels of the company. This open-door policy is also a way of keeping unions from forming in the company. The philosophy is that when employees have avenues for expressing their complaints and problems, there will be no power to have union representatives (Cray, 2000 Slater, 2003). However, people may question how effective this policy is, because employees fluent attempt to form unions. Walton also believed in the importance of having a clear flow of communication with his workers , claiming that the more information they received the harder they would work for him. The more they know, the more theyll understand, he said. The more they understand, the more theyll care. Once they care, theres no waiveping them. To Walton, the free flow of information between him and his workers demonstrated the trust and respect he had for them. Without that trust, Walton felt up he could not succeed. Information is power, and the gain you get from empowering your associates more than offsets the risk of informing your competitor, he said.For Walton, the bottom line was to appreciate his workers and to make them feel valued. He knew that a paycheck and stock options alone would not guarantee loyalty or hard work. Instead, he realized the importance of making sure his workers knew they were appreciated. nought else can quite substitute for a few well-chosen, well-timed, sincere words of praise, he said. Theyre absolutely free and worth a fortune. By having motivated and loy al employees, Walton could then use them as his recondite weapon. The folks on the front lines the ones who actually talk to the customer are the wholly ones who really know whats going on out there, he said. By listening to his workers and their ideas, Walton could stay on top of his game This really is what total quality is about. Listen to everyone in your practice/team. Obviously your team is a lot smaller than Wal-Mart, but Sams tactic of figuring out ways to get front line people talking holds true for advisors.You can gain a lot of insight into your clients, and it will help strengthen relationships with support personnel. And yes, listen to your clients too. continuous communication is the most important thing to remember. Change commonly causes fear about different things. Communication must be very open, honest and encouraging. It also has to dream up all the parties involved in the change. Happy employees mean happy customers. Walton admitted that initially he was s o selfish and did not perish good pay to his employees. But eventually he realized that he should give a larger payment to his employees because they are considered as business partners. According to Walton, who treated the way counselling is the same business partner in a way that applied to the consumer. If the business partner treats their customers well then the consumer will come again and again therein lies the advantage and business success.Walton also often visited his shop and asked for their opinions, especially employees who are on the front lines, those who actually faced and talking with customers, as people who know the real situation on the ground. Managements number one goal with their employees is to make working at Wal-Mart fun and reward. They even have their own cheer to boost associates morale and organizational spirit (Wal-Mart, 2008). Whos Wal-Mart? It is my Wal-Mart (Wal-Mart, 2008). This is the type of leadership styles that all organizations need to use . This style makes employees want to come to work everyday and they feel secure knowing that they are working for a great organization. Wal-Mart is like one big family and like to make their associates feel like they are an important part of keeping the doors open for everyone.If Walmart this organization are lack of motivation itll affects associates also called employees. Lack of motivation equates to less work be accomplished. Productivity does not dissolve it is usually transferred to aspects not related to the organizations work. Things like personal conversations, Internet surf or taking longer lunches cost the organization time and money. Reduced productivity can be detrimental to an organizations performance and future success. Low employee motivation could be due to decreased success of the organization, negative effects from the economy or drastic changes or uncertainty within the organization. No matter what the cause, having the repute of having an virulent work envi ronment due to low employee motivation will ultimately impact how exist and potential clients or partners view working with an organization. A reputation can precede an organization and prescribe its future in the industry.The reinforcement approach employee motivation sidesteps the issue of employee needs and thinking processes described in the content and process theories. Reinforcement theory simply looks at the relationship between demeanor and its consequences. It focuses on changing or modifying employees on the-job bearing through the appropriate use of immediate rewards and penalizations. Behavior qualifying is the name given to the set of techniques by which reinforcement theory is used to modify human way. The base assumption underlying behavior modification is the law of effect, which states that behavior that is positively reinforced tends to be repeated, and behavior that is not reinforced tends not to be repeated. Reinforcement is defined as anything that cause s a certain behavior to be repeated or inhibited. The four reinforcement tools are positive reinforcement, stay offance learning, punishment, and extinction, as summarized in exhibit16.6Positive reinforcement is the administration of a pleasant and rewarding consequence following a in demand(p) behavior, such as praise for an employee who arrives on time or does a little extra work. research shows that positive reinforcement does help to improve performance. Moreover, nonfinancial reinforcement such as positive feedback, social recognition, and attention are just as effective as financial incentives. One study of employees at fast- food drive- thru windows, for example, found that performance feedback and supervisor recognition had a significant effect on increasing the incidence of up- selling or asking customers to increase their order. Montage Hotels resorts, known for its culture of gracious stock-still humble service, uses a variety of employee recognition programs to posit ively reinforce employees for providing exceptional service. CEO Alan J. Fuerstman says its undecomposable psychology. People commit more acts of kindness when they are appreciated for them. Avoidance learning is the removal of an unpleasant consequence once a behavior is improved, theory encouraging and strengthening the desired behavior. Avoidance learning is sometimes called negative reinforcement.The idea is that people will change a specific behavior to avoid the undesired result that behavior provokes. As a simple example, a supervisor who constantly reminds or nags an employee who is goofing off on the factory floor and stops the nagging when the employee stops goofing off is pass oning avoidance learning. penalisation is the imposition of unpleasant effects on an employee. Punishment typically occurs following hateful behavior. For example, a supervisor may berate an employee for performing a task incorrectly. The supervisor expects that the negative outcome will serve as a punishment and reduce the likelihood of the behavior recurring. The use of punishment in organization is controversial and often criticized because it fails to indicate the correct behavior. However, almost all managers report that they find it necessary to occasionally recruit forms of punishment ranging from verbal reprimands to employee suspensions or firings.Extinction is the withholding of a positive reward. Whereas with punishment, the supervisor imposes an unpleasant outcome such as a reprimand, extinction involves withholding praise or other positive outcomes. With extinction, un delectable behavior is essentially ignored. The idea is that behavior that is not positively reinforced will gradually disappear A New York Times reporter wrote a humorous article about how she learned to stop nagging and instead use reinforcement theory to shape her husbands behavior after(prenominal) studying how professionals train animals. When her husband did something she liked such as throw a dirty clothe in the hamper, she would use positive reinforcement, thanking him or giving him a hug and a kiss. Undesirable behaviors, such as throwing dirty clothes on the floor, on the other hand, were simply ignored, applying the principle of extinction.Reward and punishment motivational practices based on the reinforcement theory dominate organizations. According to the Society for Human resource Management, 84 percent of all companies in the United States offer some type of monetary or non- monetary reward system, and 69 percent offer incentive pay, such as bonuses, bases on an employees performance. However, in other studies, more than 80 percent of employers with incentive programs have reported that their programs are only somewhat successful or working at all. Despite the testimonies of organizations that enjoy successful incentive programs, chiding of these carrot- and- stick methods is growing, as discussed in the Managers Shoptalk. If rewards and motivation are failed to fulfill the employees the manager of Walmart should apply some positive reinforcement in order to safe the situation. Positive reinforcement is the practice of rewarding desirable employee behavior in order to strengthen that behavior.For example, when you praise an employee for doing a good job, you increase the likelihood of him/her doing that job very well again. Positive reinforcement both shapes behavior and enhances an employees self-image. Recognizing and rewarding desirable employee behavior is the essential key to motivating employees to work more productively. This method will reap many benefits, first it clearly defines and communicates expected behaviors and strengthens the connection between high performance and rewards. It reinforces an employees behavior promptly after learning a new technique and promotes quick, thorough learning. It motivates effective workers to continue to do good work. Lack of reinforcement leads to job dissatisfaction. It increases p roductivity by rewarding workers who conserve time and materials. Employees who are rewarded after they successfully perform feel self-confident and become eager to learn new techniques, take march on training, and accept more responsibility.Rewarding employees who suggest improved work procedures will produce more foot if you create a relaxed work environment, reward new ideas and tolerate innovative failures. Employees who receive recognition for their achievements are more enthusiastic about their work, more cooperative, and more open to change. Besides that, when you show appreciation and reward employees for good work, youll be able to increase their job commitment and organizational loyalty. In conclusion, giving positive reinforcement does not mean that what is make incorrectly by an employee is to be ignored. Instead, it means to recognize what mete out of the work was done correctly first, then follow-up with what can be done better the adjacent time and why the perfo rmance or work result was not quite what was expected.If this means the manager must take some of the blame for not giving detailed instructions for the desired behavior or result, they should do so in an apologetic manner and then proceed to explain how the manager personally will try to do better. This is an excellent time for the manager to let the employee know they still have faith in them but need their help and cooperation by their asking questions if the managers instructions are not clear. This allows both the employee and manager to get better at communication, which results in improved task completion. look on mangers need to give positive results first, then follow-up with what improvements are needed, apologize if necessary, and then reinforce what was done right again. When working the improvement or follow-up statement do not use the word but as this word often negates anything said before it and the employee may stop listening as they know a negative is coming next.