According to Cole (2004) “motivation is the term used to describe those processes, both instinctive and rational, by which people seek to satisfy the basic drivers, perceived needs and personal goals, which trigger human behaviour”. However Cook et al. (1997) stated another interpretation of motivation whereby it is “A conscious decision to perform one or more activities with greater effort then other competing activities.”
Nowadays managers use motivation techniques in a number of ways, one that every manager commits themselves and set company goals for their employees to aim for. By doing this it identifies the purpose of their job. Motivation techniques that are likely to be used in the industries are, employee of the month schemes, where workers are recognised for their hard work.
To increase motivation and group work within the childcare industry one should consider Herzberg’s Two Factor, which is hygiene and motivating factors. His theory hinges on the idea that people are motivated by the things that make them feel good about work. In childcare it is important to ensure hygiene factors such as the conditions the employees work in are satisfactory and comfortable along with security of having an acceptable amount of wage and benefits such as pension.
Another way to motivate employees is by reinforcing them. Skinner’s theory simply states that the employee’s behaviour that leads to positive outcomes will be repeated (skinner 1953). Managers should positively reinforce employee behaviour that will lead them to positive outcomes. For example if the teacher has a plan for an activity, the manager should encourage the teacher to the activity or the play. By this he/she will feel valued and would like to make further contribution in other tasks. Some employees are quiet and some are loud. Despite people’s personality, everyone should have a say in discussion or at least be given the chance. Managers should be able to build up self esteem in their employees and for their employees to build up to their work colleagues. This effectively motivates the whole workforce.
If there are new employees in the nursery and one is quicker in adapting things whereas the other one might take time to get used t new things and the environment. Managers should recognise this as not everyone is same in any workplace. It is important for a manager to recognise this and treat them same.
Abraham Maslow is an early theorist who realised that people have more than just social and physical needs. He studied human motivation from which he then invented a theory of needs of hierarchy, with basic needs at the bottom and higher needs at the top. Maslow’s theory relates to the motivation techniques of today’s industry as it displays how managers to this day follow the same method of systematic movement up the hierarchy.
Schools and community or day nurseries needs a stable environment in order to maintain a suitable place for employees to work in. To motivate staff into working, the surroundings are needs to have adequate lighting, warmth and shelter and free from threats as much as possible. For example people do not want to enter a working zone and feel threatened each day that they are going to be physically got hurt or even catch a cold when there is no heating in the workplace. This is manager’s job to ensure that every angle is covered so that their employees enjoy coming to work.
Schools should have right teaching resources to motivate their staff. For example in the classroom a teacher should have a computer and all the equipments that he/she need for their lesson. These are the basic needs of any employee working in the early years that need to be met so they can work to their fullest potential.
Another motivational technique to promote effective group work and a well-motivated workforce is communicating with employees. As suggested by the expectancy theory, workers expect some sort of reward as an outcome of the effort that they put in. It is vital that communication is a two-way action as not all people have the same incentives as mentioned before, one working in the childcare vocation may get to an advance whereas another may prefer the option to work in another group, such as a different year group or subject. So it is essential that one projects their desired needs in order for them to be met.
However, a lack of communication can de-motivate employees and one should be careful to not send out misleading information. Managers who do not meet their demands as promised, causes a break-down in communication and trust, which will therefore lead on to cause motivational problems, but if managed to maintain this trust then they will be more valued, as will their decisions, upholding the employees will to co-operate.
In conclusion this essay shows different ways how groups are formed and different types of groups such as formal and informal groups. There are many ways of motivating employees but employers should know that there are different ways of rewarding. Different theorists have different ways of explaining their techniques on motivating workforces.