Motivation of Employee's

How to motivate a clerical assistant

In this example of how to motivate employees, we will use the position of clerical assistant. Many small business and sales positions have assistants that work for them or a group of people.

To keep motivation high for the clerical assistant due to high workload and meeting deadline, I will take several approaches to keep motivation at a high level.

As we have learned earlier people have needs that need to be met to keep them satisfied at their job. Meeting these needs keeps people motivating at work. (George & Jones, 2005, Pg 182, Table 6.2) Maslow's Hierarchy of needs demonstrates this. The Need for self-actualization, Esteem, Belongingness, and Safety, (George & Jones, 2005, Pg 182, Table 6.2), will keep the clerical assistant motivated.

In addition, by establishing goals to meet deadlines, will keep the clerical assistant focused and give him/her a feeling of accomplishment when the tasks are done and met on time. By using this Goal Setting Theory, we can expect to see high performance levels from the clerical assistant. (George & Jones, 2005, pg 223, 224) It is important that the clerical assistant has the skills and abilities to perform the tasks, that the tasks are not too difficult, and the clerical assistant does not have to come up with has not been thought of before. (George & Jones, 2005, PG 226) If the clerical assistant lacks the skills, it will not lead to high performance levels or motivation.

Recommendations for intrinsic and/or extrinsic rewards:

Due to budget constants we do not have extra monetary rewards. One idea of an extrinsic reward would be to allow him/her some flextime. For example, your clerical assistant stays late meeting a deadline. Offer him/her ½ day off paid when workload lightens. Giving someone personal time for their own enjoyment after working very hard to meet a deadline, will make him/her feel like she has earning some time off.

The most important type of intrinsic reward we can offer is to acknowledge when he/she has done a job well done. To be sure to let them know they are appreciated, and that their hard work has not gone unnoticed. Another example of an intrinsic reward we can offer is to "keep them in the loop", and ask their opinions. You might be surprised with the result.

George, J.M. & Jones, G.R. (2005). Understanding & Managing Organization Behavior - A Custom Edition. Upper Saddle River, NJ: Pearson Custom Publishing.