Motivating employees can be a very difficult task for a manager with no budget. Read the attachment: No Cost Rewards.pdf on No-Cost Ways to Motivate Employees by Dan Tynan and respond to the following: see below
1) Which motivator do you feel is the best and why (1 paragraph)
2) Which motivator do you feel is useless or would just be a distraction and why (1 paragraph)
4) Supply (or research) your own idea of a no cost motivator and how you would implement it. Think of a good one. (1 paragraph)
Consider also the importance of empathy and understanding when connecting with and motivating employees. Listen to the short audio teaching entitled Management Audio 1 for additional help with this discussion question.
Please remember the initial post should be written as early in the week as possible, and the peer responses are due by Saturday evening.
Be sure to reference your eText or other research to support your response. You will be graded on how you relate the class readings to your initial post.
When you make your initial post, please fully answer the question and make substantive responses – i.e. at least 200 words that really dive into the topic and show that you’ve read in your texts and done the research to support your opinions.
– feel free to bring your work experiences into the discussion. It helps us all learn when we can relate our past work experiences to what we’re learning here in the discussions.
You must reply substantively (at least 50 words that welcome further discussion) at least twice to your classmates and/or your instructor.
All discussions and assignments required the use of APA to cite and list references. APA stands for the American Psychological Association and the guidelines that they develop for formatting and citing sources in research papers are required in many college-level classes that deal with areas of Business, Criminal Justice, and Education.
Ways to Reward Employees (Without Spending a Dime)
Adapted from an article written by Dan Tynan
1. Flex hours. Give a little latitude in determining work schedules and to take time for family or personal issues. As long as the employee is deserving and doesn’t abuse the privilege, this can go a long way to building trusting and mature relationships with key workers.