Shape the behavior of your subordinates

Mr. X is a newly hired employee in a manufacturing company. Being young and having recently finished his engineering course he virtually had no actual experience in his job. From time to time he would make little mistakes on the job but his boss saw something positive from Mr. X.

 So, instead of getting impatient with Mr. X whenever he commits little mistakes he would try to patiently teach him about the nitty-gritty of his job. After a month of patiently teaching Mr.X, he  could now competently do his job.

In the theory motivation there’s a topic called SHAPING this is understood as the perpetual application of constructive support to an employee until such time that he eventually reach the desired behavior envisioned for him by his organization.

Shaping is very important because this is where you could find those who have potential to help the organization grow. These employees are like diamonds in the rough that needs your patient shaping/contouring. So that they could eventually become brilliant employees that will brightly shine whenever you assign them.

However, to unearth this to be contoured subordinates you must also be patient with them. You should not judge them based upon your initial impression upon them.

Be patient with your subordinates mentor them for they are diamonds in the rough that needs to be shaped. - Marino J. Dasmarinas

I conduct Talks, Seminars and Workshops about topics on Human Behavior in Organization

My email: mjdasma@yahoo.com       mjdasma@gmail.com 

I conduct Talks, Seminars and Workshop and other Organization related topics

I conduct Talks, Seminars and Workshop and other Organization related topics. Please feel free to contact me: mjdasma@yahoo.com mjdasma@gmail.com 

Human Behavior in Organization Seminar/Workshop, Talks/Lectures by: Marino J. Dasmarinas

I conduct and facilitate Human Behavior in Organization Seminars and Workshop and I also provide talks and lectures. I'm very affordable, hire me!

My email adds: mjdasma@yahoo.com   /    mjdasma@gmail.com 

A Motivational tool called Positive Reinforcement

Do we care to commend the achievements of our employees?

There are Managers who do not care about the achievements of their employees. For reasons known only to themselves they just don’t care about it they let it pass without recognizing them. This inaction for an achievement is unacceptable for managers who desire to motivate their employees.

Positive reinforcement is an inexpensive but very effective motivational tool that is always available for leaders/managers. For example, if a leader/manager is aware that one of his employees is exceptionally performing in his/her job. It is but proper that the manager/leader positively reinforce this very good work behavior.  

If giving of written citation is not our type of positive reinforcement. A verbal commendation is also an option that we can use.  We have everything to gain and nothing to lose if we would care to recognize a deserving employee. We can just imagine the moral boost that it will create in our employees psyche.

There are many more inexpensive ways to positively reinforce an exceptional work accomplishment. We just need to be creative on how to do it, what is important is we always recognize a good work accomplishment/behavior.

This kind of motivational technique always has a positive effect on a worker’s behavior, just try it. - Marino J. Dasmarinas

Can the need for Affiliation influence an employee’s Motivational Drive?

No man is an island! No matter what kind of organization we are in, we need to communicate. We need to belong; we need people whom we can talk to and who will listen to us. So it’s very obvious that there’s a need to be connected with our fellow employees in an organization: this is an employee’s need for affiliation.

Can we use affiliation as a motivational drive? Yes we can! Once we commend a worker for a job well done we positively affiliate ourselves to that worker and naturally it creates a positive motivational force within him.

We should also give free space for employees to communicate and interact with each other. For this is part and parcel of their freedom as employees. We are in a democratic world that’s why we must allow our workers to fulfill their need for affiliation. Provided, that they do it during break time and not during their working hours.

Thus, by giving our employees freedom to affiliate with their fellow employees. We create an impression in their minds that the organization that they belong doesn’t curtail their rights to affiliate with their co-workers. By doing so we can also avoid negative behavioral problems from cropping up in the future.

We must always remember that curtailment of an employee’s freedom to affiliate would only result in their demotivation. And to have a demotivated workforce is not good for any organization. - Marino J. Dasmarinas 

Goal achievement as an effective Motivational tool

Do you use goal setting to motivate your employees? 

To continue profitable operation every business organization has its own organizational goal/s that it wants to achieve and infuse inside the psyche of its employees. This is done as often as possible to inspire the employees.

The best method to achieve the goal is by presenting data that would clearly show what the organization wants to achieve for a specific time period. For example a sales or manufacturing business would usually present goals (thru figures). That it needs to achieve for a specific time period, this will now therefore serve as the Motivational tool.

The question now is how you can make this a reality and not just a goal on paper that could easily be forgotten by employees.

Here are the following steps that you may want to use to ensure the achievement of the goal:

1. Always remind your employees about it as often as possible.

2. Offer your wholehearted support logistical, moral and financial. (Your constant reminder is useless without your support.)

3. Check on the progress of the goal periodically.

4. Update them on the progress of the goal.

5. Always have an open line of communication.

6. Repeat steps One to five as needed. - Marino J. Dasmarinas