Identify the strategies of motivation

a. Measuring Motivation
This is essential to provide an indication of areas where motivational practices need to be improved. Motivation can not be directly measured. But indications of the level of motivation can be obtained from attitude surveys, measures of productivity, employee turnover and absenteeism, analysis of performance reviews.
b. Valuing Employees
Motivation and commitment are likely to be enhanced if employees feel that they are valuable. This means investing in their success, trusting and empowering them, giving them the opportunity to be involved in matters which they are concerned, treating them fairly and as human beings rather than ‘resources’ to be exploited in the interest of management, and providing them with rewards which demonstrate to the extent to which they are valued.
c. Behavioural Commitment
It means that individuals will direct their efforts to achieving organizational and job objectives. It can be engendered by giving people more responsibility to manage their own jobs as individuals or as teams (empowerment) and providing for rewards to be clearly related to success in achieving agreed goals.
d. Organizational Climate
The organizational climate and core values should emphasize the importance of high performance. Managers and team leaders should be encouraged to act as models of the sort of behaviours expected from employees.
e. Leadership Skills
Managers and team leaders should be helped to learn about the process of motivation and how they can use their knowledge to improve the motivation of their team members.
f. Job Design
This should involve the application of motivation theory, especially those aspects of the theory which relate to the needs and intrinsic motivation.
g. Performance Management
The process of this involves setting of goals, short or long terms, and analyzing the achievements at the end of the concerned period. A reward system for achievement will reinforce achievement oriented behaviour.
h. Reward Management
Rewarding achievement and competence is one way of keeping high levels of motivation within organization. While designing schemes for rewards, the lessons from expectancy theory and equity theory should be taken into consideration.
i. Employee Development
The best form of development is self-development. The organization should provide opportunities for self-development of the people.
j. Behavioural Motivation
It involves influencing behaviour by its consequences. It involves systematic analysis of the behavioural items and modifying people’s behaviour by suitable interventions. The five steps for this procedure have been prescribed by Luthans and Kreitnes (1975).
i. Identify the critical behaviour — what people do or do not do which needs to be changed.
ii. Measure the frequency of occurrences — obtain hard evidence that a real problem exists.
iii. Carryout functional analysis — identify the stimuli that precede the behaviours and the consequences in the shape of rewards or punishment which influence the behaviour.
iv. Develop and implement an intervention strategy — this may involve the use of positive or negative reinforcement to influence the behaviours (i.e. providing or withholding financial or non financial rewards).
v. Evaluate the effects of the interventions- check whether the interventions were successful. If yes, whether it resulted in the desired result. What further steps are required to be undertaken.

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Titany answered the question on September 7, 2021 at 13:15