Pride plays a major role in our lives. Students take pride when they passed a test or graduate from school. Sports fans take pride when their team wins; soccer and basketball fans show testosterone spikes after a victory, and college students are more likely to wear school shirts after a football win. Parents take pride when their children make the honor roll or win the annual spelling bee.
But when it comes to employee engagement, we’ve overlooked the importance of pride in the workplace. Employees need motivation and appreciation. A manager should never hesitate to compliment employees on their achievements. They should offer employees something that lets them know they are appreciated for their work and that the company is pleased to have them on board.
The employees were motivated based on Herzberg’s two factor theory. Workers were given basic motivation (pay) prior. Now, Aramark began to give them hygiene factors. These are the elements which keeps employees away from dissatisfaction. According to the theory, Motivation is enough to keep the employees satisfied. Motivation of Aramark can be described in ERG theory too where employees were motivated to feel related and that their existence and growth was guaranteed via training, assisting with citizenship, and providing them with personal benefits (babysitting facility).
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In addition to that, the expectancy theory is applied for this case, more importantly, the act of the workers eagerness to turn in their wallets having their cash simply because they realized the company will compensate them with a paid day off. The enrollment and use of Spanish to English lessons and other comparable employee development study programs helped raise the confidence and feeling of accomplishment of the workers. As adults, workers understand what their boss expects. Therefore, rewards and feedback are just used to help them to remember their natural instincts to work towards the satisfaction of the business’ needs and wants.
If I were the manager of Aramark and these employees, I would have begun with carrying out a reconnaissance tour, with the point to discover the different elements and motivational approaches that can help lift and raise the morale of the employees based on their job performance, before thinking of any job appraisal techniques and the implementation of change. For example, if a worker needs to be acknowledged by their managers just so they are able to get over the different hurdles of work, then I will be on the forefront to making sure this happens.
I would do things quite different from Roy Palaez, I will strive not to get involved with the personal issues coming from my workers. I believe that personal information affecting my workers have a huge effect on the company’s account. Since Roy, had brought computer classes, three times a week, I will ensure that the learning is made a continuous process. This will be accomplished by allowing 1-hour daily training on the computer. I believe that the quickest way to get somebody to learn is with consistent support and reinforcing every desired behavior.
One potential barrier that I foresee that will ruin the effectiveness of my motivation strategy is a failure by the employees to take positively of the adopted survey. In any case, to overcome this challenge, I will put my effort into making it known that the whole survey process is confidential and takes under five minutes to fill in. For future reference, I will try to computerize the whole process and make it a vital part of their day and night shift. Therefore, all workers should punch in on the system when logging in for their shift right before punching in on the screen for finger ID. In addition, I will make it known that after every 30 days a brief survey will be rolled out so the needs of other workers that were not implied in the earlier month will be dealt with in the following month’s survey.
The disadvantage to my continuous approach is that the learning is probably going to decrease immediately and therefore the reward will be brought to a stop. And therefore, the desired behavior is also likely to reduce eventually becoming extinct. To overcome this, I will ensure the continuous approach is well communicated among the lead employees.
In conclusion, Pride building is a powerful way to improve an organizations way of life. The practice includes singling out the “master motivators” among your employees and using them to kickstart behavioral changes among workers. Rather than guessing what will motivate or instill pride in your workers, simply ask them! Oftentimes what the management team feels will motivate and inspire their workers is very different than what employees feel will inspire them. Allow employees to speak about what motivates them, or submit suggestions anonymously, so all voices are heard and taken into consideration.
This is a more efficient way to understand the needs and wants of your employees and creates an environment where your employees feel empowered to give feedback that will create a better workplace.
References
- How Leaders Can Instill a Culture of Pride in the Workplace
- Pride After Soccer Wins Increases Testosterone Levels in Males, Study Finds
- Testosterone Responses Within Aggressive Soccer Play](https://pubmed.ncbi.nlm.nih.gov/29947633/)
- Mothers’ Pride in Children’s Accomplishments: Cultural Differences, Determinants, and Effects](https://pubmed.ncbi.nlm.nih.gov/19995175/)
- Status, pride, and adolescent pro-social behavior: a study of rural communities in Mozambique](https://pubmed.ncbi.nlm.nih.gov/21452960/)
