Not Everyone Wants A Challenging Job!
Employee Motivation Conventional wisdom among managers and HR professionals seems to be that employees want challenging, interesting, and complex work. The assumption seems to be that employees wish to grow in their jobs. But is this a valid assumption—or do some employees wish for simple, routine work?
There is little current research available to answer this question, but research done in the 1970′s indicates that individuals with high-growth needs are more responsive to challenging work. However, these workers number only about 15% of the work force.
The research indicated that many workers meet their “higher order” needs off the job. After all, there are 168 hours in a week but work rarely consumes more than 30 percent of them. That leaves considerable opportunity, even for individuals with strong growth needs, to find higher-order need satisfaction outside the workplace.
So here is today’s Daily HR Tip: Some employees relish challenging work, but this desire may be over generalized by managers and HR professionals to all workers. Organizations increasingly have pushed extra responsibilities onto workers, often without knowing whether they want or can handle the increased responsibilities. So be selective about who you challenge with extra duties—according to the research only about one employee in five will be motivated by the growth opportunities offered by extra responsibilities!
AVS
From India, Madras
456Employee Motivation Conventional wisdom among managers and HR professionals seems to be that employees want challenging, interesting, and complex work. The assumption seems to be that employees wish to grow in their jobs. But is this a valid assumption—or do some employees wish for simple, routine work?
There is little current research available to answer this question, but research done in the 1970′s indicates that individuals with high-growth needs are more responsive to challenging work. However, these workers number only about 15% of the work force.
The research indicated that many workers meet their “higher order” needs off the job. After all, there are 168 hours in a week but work rarely consumes more than 30 percent of them. That leaves considerable opportunity, even for individuals with strong growth needs, to find higher-order need satisfaction outside the workplace.
So here is today’s Daily HR Tip: Some employees relish challenging work, but this desire may be over generalized by managers and HR professionals to all workers. Organizations increasingly have pushed extra responsibilities onto workers, often without knowing whether they want or can handle the increased responsibilities. So be selective about who you challenge with extra duties—according to the research only about one employee in five will be motivated by the growth opportunities offered by extra responsibilities!
AVS
From India, Madras
HR Tip of the day:How satisfied employees are with their jobs?: Don’t assume that you have an accurate reading of what is on the mind of your employees. There may be things that can be done quickly and inexpensively that that will increase employee satisfaction and morale if managers only took the trouble to find out about them. Employee surveys are no panacea, but if job attitudes are as important as the evidence suggests then organizations need to find out where they can improve. The incentive? – better bottom line results!
From India, Madras
From India, Madras
How to do Training ?
In 1991, we put some 900 people through a basic seven-step problem-solving course, using two approaches. About half the employees came to our central corporate training facility for standard classroom training. The other half were trained in teams, on the job. This group didn’t get trained until they were part of a team that was working on a real problem. When they got to a point where they needed help, they called in a facilitator. First they learned Step 1 and applied what they learned. They didn’t worry about Steps 2 or 3 until they needed them. You might call this just-in-time training.
Three or four months later, we surveyed the people who went through these two programs. Of those who had received just-in-time, on-the-job training, 80 percent said they felt they used what they learned. Of those who had received standard classroom training, only 30 to 40 percent felt they had actually put to use what they were taught. We think a lot differently now about how to do training.
Source: Organizational Learning: The Key to Success in the 1990s
AVS
__________________________________________________ _____
From India, Madras
In 1991, we put some 900 people through a basic seven-step problem-solving course, using two approaches. About half the employees came to our central corporate training facility for standard classroom training. The other half were trained in teams, on the job. This group didn’t get trained until they were part of a team that was working on a real problem. When they got to a point where they needed help, they called in a facilitator. First they learned Step 1 and applied what they learned. They didn’t worry about Steps 2 or 3 until they needed them. You might call this just-in-time training.
Three or four months later, we surveyed the people who went through these two programs. Of those who had received just-in-time, on-the-job training, 80 percent said they felt they used what they learned. Of those who had received standard classroom training, only 30 to 40 percent felt they had actually put to use what they were taught. We think a lot differently now about how to do training.
Source: Organizational Learning: The Key to Success in the 1990s
AVS
__________________________________________________ _____
From India, Madras
Dear Mr. AVS
First Class Room Training followed with practical training will always be helpful for everyone. Simply making a group to sleep on a classroom or directly involving a group in problem solving will not work properly.
Nice message you have shared Mr. AVS and Thanks for sharing.
From India, Kumbakonam
First Class Room Training followed with practical training will always be helpful for everyone. Simply making a group to sleep on a classroom or directly involving a group in problem solving will not work properly.
Nice message you have shared Mr. AVS and Thanks for sharing.
From India, Kumbakonam
HR Tip of the Day: Perceive Better: Don’t just accept perceptions as being reality—dig deeper! Even the smartest managers who have made it to a senior position in the organization may exhibit selective perception about their abilities or situations in the organization. It may fall to the HR professional in the room to challenge perceptions and reinforce fact-based realities so the best decisions can be made.
From India, Madras
From India, Madras
Dear Mr. Giridhar
Nice 12 C's you have contributed to our members. It is really useful for everyone of us. Thanks for sharing
Nice Tip you have added Mr. Giridhar about IM and TM. Keep on doing Value Addition.
Yeah Bharathi, you are right. Especially while conducting the exit interview, we must adopt the tip you have shared. We must find out the fact based realities, so that the best decisions can be made.
Thanks for sharing a wonderful tips Bharathi and Giridhar.
Keep on sharing the knowledge.
With warm regards
S. Bhaskar
From India, Kumbakonam
Nice 12 C's you have contributed to our members. It is really useful for everyone of us. Thanks for sharing
Nice Tip you have added Mr. Giridhar about IM and TM. Keep on doing Value Addition.
Yeah Bharathi, you are right. Especially while conducting the exit interview, we must adopt the tip you have shared. We must find out the fact based realities, so that the best decisions can be made.
Thanks for sharing a wonderful tips Bharathi and Giridhar.
Keep on sharing the knowledge.
With warm regards
S. Bhaskar
From India, Kumbakonam
HR TIP OF THE DAY: Prepare for "Talent Wars": Start planning to retain and attract top talent now—don’t wait until your competitor steals your key people from under your nose as they fire their first shots in the upcoming “Talent Wars”
From India, Madras
From India, Madras
HR Tip of the Day: Enforce strict "Absence"procedures In order to deal effectively with absenteeism, staff should be very clear about the company policy. A staff handbook is an ideal way to state policies clearly. Areas such as holidays, sickness and absenteeism should be included and clearly outlined.
From India, Madras
From India, Madras
That's right Bharathi, The Absent will be a part of Discipline matter, whereas leave and holidays are personnel matter. Nice Tip you have shared Bharathi and thanks for sharing.
As a matter of Fact Mr. Giridhar, we are taking each and every activity as personal in office. That's the reason we are facing so much problem in work area. If our Senior/superior tells something means we must take it in right sense and take the correct meaning of the contention. Then only we can act correctly and our performance level increases.
Thanks for sharing nice tips Mr. Giridhar.
From India, Kumbakonam
As a matter of Fact Mr. Giridhar, we are taking each and every activity as personal in office. That's the reason we are facing so much problem in work area. If our Senior/superior tells something means we must take it in right sense and take the correct meaning of the contention. Then only we can act correctly and our performance level increases.
Thanks for sharing nice tips Mr. Giridhar.
From India, Kumbakonam
HR Tip of the Day:Justifying the cost of supervisor training: Critically assess the skills of your supervisors by identifying how often the common supervisory mistakes are made in your organization. Each time a supervisory mistake is made it is costing your organization money directly or indirectly in lost time, low morale, and high employee turnover. Given the results of such an assessment it will probably be easy to justify the cost of a supervisory skills training program for your new supervisors and “refresher” training for your current supervis
From India, Madras
From India, Madras
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