Article pertains to Leading
- The author's main purpose for writing this article isto give business owners and managers helpful suggestions and reasoning for motivating their staff. She explains what discourages employees, why it discourages them, and how to correct it with minimal negative side effects.
- The key question that the author is addressing is (the question that is in the author's mind) certainly how do I effectively motivate staff to do a better job and feel good about doing it. The author makes it very clear that the employees need to feel important and included, not fearful or like "another cog in the wheel".
- The most important information in this article is (be very specific--state facts, experiences, data the author is using to support his/her conclusions) all of the suggestions. I know that isn't the answer that you are looking for but every single point that the author hits on is integral to keeping efficient, happy, and intelligent employees. The author hits on six main points and I don't think you can just settle for a few of them. The first point talks about making the employee feel valued. To do this you must include them in team projects and give them respect where it is due. Point two also expounds upon self worth. The third topic is the necessity of education and explanation. In other words, you need to explain what needs to be done and why, not just issuing commands. A person is more likely to complete a task if they understand why they are doing it and what the benefit/end result is. Topic number four talks about the importance of giving the staff an opportunity to make decisions. If something needs to be done and there is no protocol you might allow the employees to help. Not only does this motivate them, but they may have a good idea and it makes them feel included as well. Point five, creating brain storm sessions with staff and how it benefits the company and the employee. Again, the staff feels included while taking pride in their work when their ideas are used. They will also continue to look for improvement opportunities. The last point touches on incentives. Harder work or good ideas can lead to pay increase or bonuses.
- The key inferences or conclusions the author comes to and presents in the article are that if you treat an employee like you would want to be treated, they will be more productive and work for you, not against you.
- The key concept(s) we, the readers,need to understand in this article is that employees who feel included, wanted, and needed will work toward company goals instead of payday. You should think of them as team mates and not assets or tools.
- By these key concepts in #5, the author means (explain the author's line of reasoning) that employees know their worth and capabilities and if you don't take advantage of them or notice their skills, they will look for someone who does/will. Also if the employees have no goals to work for then they have no reason to work hard.
- The main assumption(s) underlying the author's thinking is (are) (what is the author taking for granted that might be questioned?) The author did not speak much of punishment or negative reinforcement. Even in the best of situations this type of motivation is needed. You can't always expect perfect employees and they should be aware of guidelines and what happens if you do not follow them.
- What consequences or implications--negative and positive outcomes--are likely to follow if people take the author's line of reasoning seriously? The only real negative side affects to the authors suggestions would be staff feeling too comfortable or thinking they can get away with unacceptable activities due to a close relationship with managers. Otherwise there are almost no downsides.
- If we fail to take this line of reasoning seriously (ignore the author's reasoning) in #8, the consequences, results,or implications could be watching employees go to competition in order to seek gratification. Employees can be replaced but the knowledge and skills they possess can be sometimes difficult to match.
- The main points of view presented in this article are (what is the author looking at, and how he/she seeing it?) The author is looking at all the reasons why employees perform poorly and how to resolve the situations with positive reinforcements such as social inclusion, monetary incentives, and use of their knowledge for the better of the company.