"Motivation at Work" Please respond to the following:

Management
Tutor: None Selected Time limit: 1 Day

  • Determine whether ability or motivation is more important in selecting the right person for the right job 
  •  compare and contrast what motivates Millennials from Baby Boomers, Generation X, and Generation Y. Are motivating them different from others.
Dec 6th, 2014

  1. Both are important in selecting the right person , because motivation can lead to ability also, if selecting a right candidate motivate him according to the ability which he has.
  2. Room to grow. Offer Gen X employees clear statements of goals, but allow them reasonable latitude on how to achieve those goals. Build on their interest in gaining new skills and knowledge by providing opportunities to grow on the job. Gen Xers tend to have a "work hard, play hard" mentality.
  3. Opportunities to make choices. Since this generation has become accustomed to "fending for themselves," provide options--options for task selection, options for challenges, options to formulate new processes, and options to develop creative yet appropriate conclusions. You also want to allow them the freedom to use their own resourcefulness and creativity to achieve success.
  4. Mentoring. Strong, relationship-oriented mentorships are a great value for young employees. Be careful not to micro-manage them or suggest rigid guidelines for completing projects. Spend time with them and offer clear and frequent feedback on their progress.

Motivating Gen Years at millennials
There is a direct relationship between their experiences growing up and methods to motivate this group of Gen Y employees. To attain success with this population, you should consider these approaches:

  1. Multitasking. Provide more than one task to accomplish at a time, but without overwhelming them. They are accustomed to multitasking and can most likely sort out what has to be done and when. What's more, they look forward to the challenges of having several tasks to perform at once.
  2. Collaboration. Create work teams or partners to work with, where appropriate. They are accustomed to working in tandem with others.
  3. Structure. Provide structure and clear guidelines, and at times, specific processes or approaches for achieving goals. While they appear confident, they still need input from management.
  4. Technology. Encourage and allow them to use the latest technology in the work setting.
  5. Challenges. Positively challenge their interests, abilities and achievements.
  6. Relationship building. Create a bonding relationship with them so that they feel comfortable asking for input and direction and know they can rely on you as the authority figure when the need arises.
  7. Positive reinforcement. Reward them frequently with positive feedback and citations for successful accomplishments and milestones on the road to longer-term achievements.
  8. Engaged leadership. Set up specific and regular times to meet with and supervise them. Demonstrate your sincere interest in their professional growth and success.
  9. Communication. Understand that they prefer using electronic means to communicate with you as opposed to face-to-face meetings. This generation is far more fluent and comfortable with technology than any other group.

Dec 6th, 2014

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