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Motivation Techniques to Enhance Employees’ Productivity

There are different techniques which are being applied by the various popular companies in the United Kingdom. Motivation of the employees is one of the major aspects which is required to be taken into consideration which will be helpful in increasing the productivity of the organization and the employees as well. The different methods which are being followed by the different top UK companies are as follows:

Communicate in a better manner with the different employees is one of the aspects which is being followed by the companies. The companies try to communicate frequently and actually they speak face to face which makes the employees feel valued and this helps in showing appreciation to the employees (Berridge 2018).

Offering opportunities to the different employees for the advancement of their career is essential in nature which is being adopted by the different companies in UK. The companies provide training to the different employees to provide them with skills and grooming which enables the employees in moving forward in their career.

Providing incentives is the other option which is being adopted by the UK companies such as by appreciating their hard work. The top companies try to provide them with different rewards such as gift cards, tickets to movies or non-financial rewards such as week offs or extra paid day off which appreciates them and improve their morale in performing the tasks.

Empowering them is the other aspect which is being adopted by the top companies in UK such as Nike UK Ltd which provides opportunities to the different employees in putting forward their views which motivates the employees in feeling equally important for the success of the organization. There is regular reviews of the performance of the employees working in the organization which proves to be effective in making the strong bond between employer and employees.

Part 1

Trait Theories	Behavioural Theories
This helps in analysing the effectiveness of the different leaders which is being based on characteristics of the leaders	This helps in analysing the effectiveness of the various leaders on the relationship along with task orientation
In this respective theory, this can be analysed that the leaders are born (Christensen, Raynor and McDonald 2015)	This theory helps in assuming that the leaders can be trained (Berridge 2018)
The leaders need to have few qualities which is inclusive of inherent, innate qualities	This theory helps in analysing that the leaders need to inherent democratic kind of quality
This mainly focuses on the different mental qualities (Cameron 2015)	This theory mainly focuses on the different actions of the leaders (Berridge 2018)
Goal of the theories- Selection of Leaders	The goal of the theories- Development of leaders

From the differences between the two, this can be analysed that both trait and behavioural theories contained huge limitations as both of them are on the basis for the leaders born debate. However, on the other hand, this was being analysed that both the approaches to leadership teaches future and current managers valuable kind of leaders about leading in an efficient manner.

Part 2

With the effective kind of selection and recruitment plan along with the appropriate system of talent management system, this will help the different organizations in developing effective kinds of leaders. There should be proper process of recruitment as this will help in sourcing leadership talent, proper kind of assessments will be required as this will evaluate the qualities of leadership which is essential in regularly monitoring the tasks performed by the employees (Huijbens et al. 2017).

Ten Leadership Theories in 5 minutes video

 Furthermore, there is succession or career planning is done in order to remove the various gaps and the career planning helps in developing the vision of the leaders along with meeting the development needs of the different employees in the organization (Cameron 2015). The employees working in the organization should be provided with the opportunity to share the ideas and take risk and ownership of the task which is being assigned to them (Nicholls 2017).

For example- Allan Mulally who is the CEO of Ford Motor Company is the most suitable example as he was never been engineered or he did not build any cars. However, he was the only person who was responsible for saving Ford from losing their existence.   

Part 1

Sustaining kind of innovation does not create any new product or market; however, the main motive was to bring in improvement in the performance in the existing kind of products or the technology which will help the company in surviving in the market (Coleman and Cardoso Sampaio, 2017). There are few examples from the past which had affected us are as follows: Apple iPad and iPhone as these are the products which were the improvements of the existing products. The other products such as house hold cleansers along with hard drive with more storage of memory along with mini laptops or lapbook are the innovation or improvements which were done in the existing products. These are the various kinds of products which helped in displaying the improvements in the performance when they are being compared to the existing products. These help in gaining competitive advantage in the entire market.

Part 2

Disruptive kind of innovation is defined as the one which helps in leading to creation of the new product or market through network value wherein complete displacement is done in place of the different kinds of existing product or technology. These kind of disruptive kind of innovation help in either adding comfort to the life of the customers or the products are available at cheap prices which helps in making the life of the customers better (Lynch, Salikhova and Salikhova 2018).

 The different examples of disruptive kind of innovation is inclusive of the following: Smartphone, Wikipedia, LCD, Digital electronic devices along with ultrasound are the different disruptive examples as they are being accepted by the different customers because of the benefits provided by them (Osiyevskyy and Dewald 2015).

The interpersonal skills, motivation, group behavior, leadership style, conflict management, structure, predominant leadership style, training and HRM practices are all culturally relative in nature with one another. The cultural relativism is defined as the principle which is regarding the different kinds of beliefs, practices along with values of the culture from the viewpoint of the entire culture itself.

Exploring Trait Theory and Behavioral Theory

From the above diagram, this can be analyzed that the culture of United States is much more flexible in nature in comparison to China (Ng and Nicholas 2015). In China, the interpersonal skills, motivation along with conflict management techniques are rigid in nature. Furthermore, the fundamental issue which has been analyzed is individualism wherein the employer does not take care of the different employees working in the organization. The employees who are working in the organizations in China are not motivated and this affects the overall productivity of the organization in a negative manner.

However, on the other hand, in United States the employee feel motivated as there is proper communication between the employer and employees and this increases the morale of the employees. Furthermore, this can be seen that all the employees are treated equally which helped the employees in working in an effective manner to be performing in an efficient manner.

From the above comparison between China and United States, this can be seen that United States is much more flexible in nature and in the different approaches which helps in improving the overall morale of the employees working in the organizations in comparison to China.

References 

Berridge, K., 2018. Evolving Concepts of Emotion and Motivation. Frontiers in Psychology, 9, p.1647.

Brown, H.R., 2016. T he Effects of Work Journals, Portfolios, and Cosmic Education on Intrinsic Motivation in an Upper Elementary Montessori Environment.

Cameron, J., 2015. Enterprise innovation and economic diversity in community supported agriculture: sustaining the agricultural commons. Making Other Worlds Possible: Performing Diverse Economies, pp.53-71.

Christensen, C.M., Raynor, M.E. and McDonald, R., 2015. What is disruptive innovation. Harvard Business Review, 93(12), pp.44-53.

Coleman, S. and Cardoso Sampaio, R., 2017. Sustaining a democratic innovation: a study of three e-participatory budgets in Belo Horizonte. Information, Communication & Society, 20(5), pp.754-769.

Hassler, B., Hennessy, S. and Hofmann, R., 2018. Sustaining and Scaling Pedagogic Innovation in Sub-Saharan Africa: Grounded Insights For Teacher Professional Development.

Huijbens, E.H., Hjalager, A.M., Bjo, P., Nordin, S. and Flagestad, A., 2017. Sustaining creative entrepreneurship: the role of innovation systems. In Tourism and entrepreneurship(pp. 74-93). Routledge.

Lynch, M.F., Salikhova, N.R. and Salikhova, A., 2018. Internal Motivation among Doctoral Students: Contributions from the Student and from the Student’s Environment. International Journal of Doctoral Studies, 13, pp.255-272.

Ng, W. and Nicholas, H., 2015. 1 Sustaining innovation in learning with mobile devices. Sustaining Mobile Learning: Theory, Research and Practice, p.1.

Nicholls, J.G., 2017. Conceptions of ability and achievement motivation: A theory and its implications for education. In Learning and motivation in the classroom (pp. 211-238). Routledge.

Osiyevskyy, O. and Dewald, J., 2015. Explorative versus exploitative business model change: the cognitive antecedents of firm?level responses to disruptive innovation. Strategic Entrepreneurship Journal, 9(1), pp.58-78.