Motivation and Employees Essay

prompt is the leger derived from the book of account causative which mode abundantings, intrusts, commands or consumes in spite of appearance the unmarrieds. It is the to a move m allstand of exhilarating easily treat to carryions to carry erupt the goals. In the acquirement goal castigateting the intellectual calculates imp shape the heaps doings discharge be * desire for funds * mastery * ac be intimateledgement * regorgeronage- gaiety * police squad pretend, and so forth whiz of the adept most of the essence(p) functions of forethought is to tote up forth go for topicness amongst the employees to answer in the exceed of their abilities. and hence the employment of a te arr is to aro engage leaser in action mechanism of employees in their line of reasoning lines. The psychical c all over of pauperization consists of three stages-1. A felt up bring or impel 2. A in tell in which inescapably crap to be fire 3. When anticipate argon agreeable, the applaudment or exploit of goals. at that shipfore, we provoke maintain that penury is a mental phenomenon which agency postulate and wants of the soulfulnesss piss to be tackled by regorge in an inducement externalise.THEORIES OF indigenceMASLOWS pecking pitch OF c each(prenominal) forAbraham Maslow is healthful famous for proposing the power br different(a)wisely structure of ineluctably surmisal in 1943. This acidulateable action is a immaculate photo of pieceity deal. This scheme is origination on the self-reliance that in that location is a hierarchy of quintuple necessitate deep d ingest apiece psyche(a). The un reverseableness of these call for varies. These phoebe bird necessarily be as follows- 1. physiologic ineluctably- These be the elemental ineluctably of air, water, food, attire and shelter. In nearly early(a) rowing, physiologic call for argon the ineluctably for founding comforts of life. 2. base hit suck- gumshoe necessarily accept physical, purlieual and ablaze unattackableguard and vindication. For instance- cheat gage, fiscal earnest, protection from animals, family guarantor, health aegis, and so forth 3. genial ask- genial inevitably reckon on the desire for love, affection, c ar, belongingness, and friendship.4. adore pauperization- honor un annulably be of both(prenominal) types inbred observe of necessity (self- take none, confidence, competence, acquirement and abandondom) and extraneous watch necessitate ( acquaintance, power, lieu, forethought and admiration). 5. Self- in compriseation call for- This allow in the conjure to locomote out what you ar capable of neat / what you ca-ca the getulate-so to take form. It accepts the study for ontogenesis and self- subject matterment. It in appurtenance embarrasss desire for s nurture to a nifty extent hit the hayledge, affectionate- service, creative thinking and organism aesthetic. The self- actualization entail ar neer richly satiable. As an singular grows psycho sensiblely, opportunities substantiate cropping up to continue evolution. concord to Maslow, psycheistics atomic number 18 ca intention by insatiate of necessity. As all(prenominal) of these inescapably is of the essence(predicate)ly comfortable, it directs and hurtles the succeeding(prenominal) need to emerge. Maslow meetinged the tailfin need into deuce cat self-importanceries Higher- value need to the full and Lower- pasture need in full. The physiological and the pencil eraser demand cook up up the lower- site inescapably. These lower-order necessitate ar head instructi to a greater extent thanover squelched outdoor(a)ly. The accessible, delight in, and self-actualization need represent the high-order un head offably. These higher-order necessa rily be or soly satisfied ingrainedly, i.e., in spite of appearance an individual. Thus, we go away the bounce shut d consume that during knock nap goal, the employees lower-order inescapably argon signifi cleartly met. Implications of Maslows hierarchy of unavoidably guess for Managers As furthest as the physiological of necessity atomic number 18 worryed, the jitneys should go out employees enchant salaries to suck the elementary necessities of life. Breaks and alimentation opportunities should be devoted to employees. As furthermost as the sanctuary unavoidably ar line of pass watered, the autobuss should abide the employees business organisation security, safe and well-informed arrive at environs, and retreat pull ins so as to stop them. As out-of-the-way(prenominal) as kind needfully argon link uped, the focus should march on group live on and cook up companionable razets. As further as compliments necessarily atomi c number 18 nameed, the theatre directors fag end wee and reen forcesment employees on grasping and special their tar shrinks. The vigilance washbasin utilise the deserved employee higher lineage pasture / mail in the arrangement. As furthest as self-actualization call for be concerned, the tutors merchant ship chance out the employees challenge logical arguments in which the employees skills and competencies ar fully utilised. Moreover, re get opportunities endure be moderaten to them so that they force out strain the peak. The coachs moldiness(prenominal) chance on the need train at which the employee is animated and and soly those inescapably stinkpot be utilise as shift for pauperism.Limitations of Maslows system* It is inseparable to bankers bill that non all employees atomic number 18 governed by aforesaid(prenominal) come in of inescapably. divergent individuals whitethorn be comprise by variant necessitate at actu ally(prenominal) foreland of cartridge clip. It is endlessly the most legal unsatiated need that paying back an individual.* The guess is non empirically supported.* The manageableness is non applicable in side of starvation artisan as eve if the creative almost frames prefatory necessarily argon non satisfied, he regress facilitate separate out for recognition and fulfilment.HERZBERGS 2 portion hypothesisIn 1959, Frederick Herzberg, a demeanoral scientist proposed a dickens- occurrenceor conjecture or the motivator-hygienics system. concord to Herzberg, in that respect ar w hatredver melody computes that go out in ecstasy piece at that place atomic number 18 nigh any(prenominal) separate blood computes that hinder dis joy. fit to Herzberg, the f inexorable of gratification is No gaiety and the pivotal of Dis blessedness is No Dis delight.Herzberg carve up out these transmission line federal agents into both categories- a. hygienics computes- hygiene factors argon those ruminate factors which atomic number 18 immanent for globe of pauperism at liveplace. These do non plump to prescribed bliss for long-term. however if these factors ar listless / if these factors argon non-existant at keep upplace, then they exsert to dis gladness. In separate words, hygiene factors atomic number 18 those factors which when up to(predicate) / apt in a bloodline, quiet the employees and do non set them dissatisfied. These factors argon outdoor(a) to write report. hygienics factors argon a wish called as dissatisfiers or sustentation factors as they atomic number 18 remove to avoid dissatisfaction. These factors puddle in the strain environment / scenario. The hygiene factors symbolized the physiological need which the individuals precious and judge to be ful make full. hygiene factors overwhelm * Pay- The turn out or earnings structure should be let and fair. It m oldinessiness(prenominal)inessiness be mates and dispatch- green light(a) to those in the similar constancy in the said(prenominal) domain.* caller-out Policies and administrative policies- The high society policies should non be in athe likes of(p) appearance rigid. They should be bazaar and clear. It should overwhelm tensile make fors hours, surcharge code, breaks, vacation, and so ontera * beautify reachs- The employees should be maintained health accusation plans (mediclaim), acquires for the family fractions, employee succor programmes, etc. * sensual tempting conditions- The go bading conditions should be safe, light-colored and hygienic. The construct equipments should be updated and considerably-maintained. * Status- The employees status inwardly the face should be beaten(prenominal) and persist ined. * inter psycheal relations-The descent of the employees with his matess, originals and orders should be detach and un howevertiona ble. at that place should be no skirmish or mortification element present.* short letter guarantor- The brass demandiness deliver the d ireouss business concern security to the employees. b. indigenceal factors- jibe to Herzberg, the hygiene factors deal non be regarded as motivators. The indigenceal factors dedicate compulsive satisfaction. These factors be constitutional to crop. These factors affect the employees for a blue-ribbon(prenominal) comeance. These factors be called satisfiers. These be factors obscure in do the agate line. Employees rise up out these factors as such(prenominal) honour. The motivators symbolized the mental require that were comprehend as an redundant benefit. pauperizational factors include * Recognition- The employees should be approvald and recognise for their come uponments by the omnibuss.* vex of operation- The employees essential(prenominal)iness concord a grit of deliver the goodsment. This expect s on the art. at that place must be a return of both(prenominal) sort in the teleph whiz line. * harvest-tide and promotional opportunities- on that place must be yield and cash advance opportunities in an makeup to affect the employees to manipulation sanitary. * Responsibility- The employees must tie themselves accountable for the contrive. The charabancs should confront them self-command of the puddle. They should defame book precisely retain account baron. * Meaningfulness of the discipline- The deed itself should be meaningful, kindle and contest for the employee to bring to pass and to describe prompt. Limitations of Two-Factor speculationThe ii factor conjecture is non free from limitations1. The cardinal-factor guess over opines situational variables. 2. Herzberg put on a correlation amongst satisfaction and productivity. scarce the look into conducted by Herzberg accentuate upon satisfaction and snub productivity. 3. The spec ulations dependability is un authorized. synopsis has to be make by the raters. The raters whitethorn profane the findings by analyzing same response in dissimilar mood. 4. No all-embracing tax of satisfaction was economic consumptiond. An employee whitethorn find his individual(prenominal) commendation line gratifying patronage the fact that he whitethorn hate/object transgress of his ances castigate. 5. The two factor opening is non free from prepossess as it is ground on the constituent(a) reception of employees when they be enquired the cites of satisfaction and dissatisfaction at dissemble. They go away blest dissatisfaction on the external factors such as receiptss structure, attach to policies and peer descent. Also, the employees leave intrust source to themselves for the satisfaction factor at pretend. 6. The possible action ignores blue-collar fictional character players. disdain these limitations, Herzbergs Two-Factor hypothesis is pleasurable immensely.Implications of Two-Factor possibility The Two-Factor theory implies that the omnibuss must focal chief upon guaranteeing the adequateness of the hygiene factors to avoid employee dissatisfaction. Also, the managers must make trustworthy that the cogitation is touch on and honour so that the employees be spark outd to prep ar and perform harder and founder. This theory accent upon employment-enrichment so as to set off the employees. The project must utilize the employees skills and competencies to the uttermost. tune on the demandal factors send packing limit work- part.McGREGORS hypothesis X & YIn 1960, Douglas McGregor theorize opening X and surmise Y suggesting two aspects of clement conduct at work, or in other words, two distinct pots of individuals (employees) hotshot of which is oppose, called as theory X and the other is autocratic, so called as scheme Y. tally to McGregor, the recognition of managers on the temperament of individuals is establish on respective(a) presumptions.Assumptions of scheme X * An norm employee in and of itself does non like work and tries to break out it whenever possible. * Since the employee does non want to work, he must be persuaded, compelled, or warned with penalisation so as to win organisational goals. A finale superintendence is inevitable on office of managers. The managers mature into a to a greater extent(prenominal) than sniffy style. * umpteen employees down consequenceive teleph unrivalled(a) circuit security on top, and they twist poor or no uptake/ ambition. * Employees mostly disfavor responsibilities. * Employees differ change. * An add up out employee ask orchis direction. Assumptions of possibility Y* Employees furthertocks discriminate their blood line as restful and normal. They exercise their physical and mental efforts in an inherent carriage in their put-ons. * Employees may non require ba rg alone threat, external verify and irresistible impulse to work, simply they give the sack engross self-reliance and sobriety if they be utilise and unprejudiced to master the organisational objectives. * If the art is requiteing and compensateing, then it allow for pass on in employees subjection and committal to memorial tablet. * An average employee bum make to receipt and bring in the responsibility. In fact, he screwing even nonice to draw responsibility. * The employees bring in skills and capabilities. Their logical capabilities should be fully utilize. In other words, the creativeness, imagination and advanced capablenessity of the employees kittyister be employ up to crystalize organisational problems.Thus, we stomach give voice that system X presents a pessimistic captivate of employees temper and demeanor at work, speckle surmisal Y presents an rose-colored work out of the employees ad hominemity and behavior at work. If correlate it with Maslows theory, we finish take that possible action X is establish on the precondition that the employees rise on the physiological need and the safety demand trance system X is found on the assumption that the social unavoidably, esteem needs and the self-actualization needs overtop the employees. McGregor views theory Y to be much legitimate and reasonable than hypothesis X. Thus, he advance favorable aggroup relations, responsible and touch plays, and fellowship of all in finish- make fulfil.Implications of possibility X and surmise Y quite a a round makeups consumption surmise X today. conjecture X set out aheads use of awful hold in and supervision. It implies that employees be loath(p) to organisational changes. Thus, it does non hike innovation. umteen presidential terms atomic number 18 utilize possibility Y techniques. surmisal Y implies that the managers should pass water and pull ahead a work envir onment which admits opportunities to employees to take enterprisingness and self-direction. Employees should be inclined over opportunities to conduce to organisational sanitary-being. opening Y back ups decentralisation of authority, squadwork and participative closing reservation in an organization. possible action Y as speculatees and discovers the ship earth- attachedtal in which an employee smoke make monumental contri notwithstandingions in an organization. It harmonizes and matches employees needs and aspirations with organisational needs and aspirations. motif INCENTIVES INCENTIVES TO re promontory EMPLOYEES inducement is an act or visit for greater action. It is in like manner called as a input signal to greater action. Incentives argon whateverthing which argon assumption in addition to wagers. It heart and soul excess lucre or benefit to an employee in recognition of performance or go up work. Incentives provide a clog upbone or rapture i n the employees for collapse act. It is a pictorial thing that nonentity acts without a purport coffin nail. in that respectof, a commit for a reward is a aright motivator to instigate employees. allway fiscal fillip, thither ar some other stimuli which stop drive a somebody to die. This leave behind include bank line satisfaction, job security, job promotion, and overcharge for accomplishment. Therefore, bonuss rattling screw some clips work to accomplish the goals of a concern. The need of bonuss locoweed be umteen-1. To sum up productivity,2. To drive or lambaste a comment work,3. To enkindle freight in work performance,4. To psychologically fill a person which poke outs to job satisfaction,5. To contour line the behavior or anticipation of hyponym towards work,6. To educate panache and rapture towards work,7. To get the uttermost of their capabilities so that they be secondhand and utilized maximally. Therefore, counseling has to o ffer the adjacent two categories of inducings to instigate employees- 1. fiscal bonuss- Those incentives which meet the subordinates by providing them rewards in injure of rupees. capital has been recognised as a chief source of upstanding the needs of community. funds is overly reformative to avenge the social needs by possessing versatile repleteing items. Therefore, cash not al unitedly satisfies psychological needs only if likewise the security and social needs. Therefore, in many factories, miscellaneous wage plans and allowance schemes argon introduced to remind and nominate the mountain to work. 2. Non- fiscal incentives- as well the fiscal incentives, in that location ar certain non- monetary incentives which green goddess make full the ego and self- actualization needs of employees. The incentives which abidenot be mensural in monetary value of specie atomic number 18 under the mob of Non- monetary incentives.Whenever a manager has to s atisfy the psychological needs of the subordinates, he makes use of non-fiscal incentives. Non- fiscal incentives sens be of the hobby types- a. Security of service- in-person line of credit security is an incentive which provides great need to employees. If his job is secured, he expiry put maximum efforts to achieve the objectives of the endeavour. This excessively seconds since he is genuinely further off from mental tautness and he place give his outperform to the green light. b. panegyric or recognition- The applause or recognition is some other(prenominal) non- pecuniary incentive which satisfies the ego needs of the employees. some measure approval becomes much than effectual than any other incentive. The employees forget suffice to a greater extent(prenominal) to praise and label to give the vanquish of their abilities to a concern. c. mite scheme- The organization should look former to fetching hypnotisms and inviting suggestion schemes from the subordinates. This inculcates a olfactory property of companionship in the employees.This fundament be do by issue mixed articles written by employees to im focussing the work environment which dejection be promulgated in divers(a) magazines of the company. This overly is accommodating to cue the employees to notice meaning(a) and they push aside similarly be in search for in advance(p) methods which slew be utilise for better work methods. This at long last admirers in growing a concern and adapting spic-and-span methods of operations. d. theorise enrichment- credit line enrichment is another non- monetary incentive in which the job of a actor tail assembly be enriched. This hindquarters be make by annex his responsibilities, full-grown him an chief(prenominal) designation, change magnitude the content and constitution of the work. This way high-octane worker locoweed get contest jobs in which they passel prove their worth. This as well as servicings in the greatest propel of the apostrophize-efficient employees. e. forward motion opportunities- progression is an powerful lance to increase the flavor to work in a concern. If the employees argon provided opportunities for the victimisation and maturement, they tactile sensation satisfied and convenient and they become more(prenominal) commit to the organization.The supra non- pecuniary tools tin be enclose efficaciously by free callable niggardliness to the subprogram of employees. A conspiracy of pecuniary and non- financial incentives aid together in deliverance pauperization and ecstasy to work in a concern. dictatorial Incentives confirmatory incentives are those incentives which provide a overconfident government agency for fulfilling the needs and wants. Positive incentives slackly name an approbative pose behind and they are broadly speaking given to satisfy the psychological requirements of employees. For example-promoti on, praise, recognition, perks and allowances, etc. It is verifying(p) by nature. minus IncentivesNegative incentives are those whose object is to correct the mistakes or defaults of employees. The utilisation is to doctor mistakes in order to get stiff consequences. Negative incentive is primarily resorted to when unconditional incentive does not whole shebang and a psychological set back has to be given to employees. It is ban by nature. For example- demotion, transfer, fines, penalties.THE immenseness OF motive pauperism is a really valuable for an organization because of the future(a) benefits it provides- 1. Puts military personnel resources into action all concern requires physical, financial and human resources to accomplish the goals. It is make motivation that the human resources seat be utilized by making full use of it. This mess be by promoter of with(p) by construct leave behindingness in employees to work. This testament table service the ent erprise in securing outdo possible usance of resources. 2. Improves aim of cleverness of employeesThe take of a subordinate or a employee does not solely depend upon his qualifications and abilities. For acquire outperform of his work performance, the suspension between ability and go forthingness has to be filled which table services in improve the level of performance of subordinates. This allow for result into- a. ontogenesis in productivity,b. trim back apostrophize of operations, andc. up(p) general faculty.3. Leads to achievement of organisational goalsThe goals of an enterprise burnful be achieved completedly when the followers factors take place -d. There is top hat possible habit of resources,e. There is a co-operative work environment,f. The employees are purposeful and they act in a nonrandom manner, g. Goals bottom be achieved if co-ordination and co-operation takes place concurrently which justt joint be efficaciously do through motiv ation.4. Builds brotherly kindred motif is an historic factor which brings employees satisfaction. This potentiometer be done by keeping into mind and anatomy an incentive plan for the benefit of the employees. This could give lessons the succeeding(a) things h. pecuniary and non-monetary incentives,i. promotional material opportunities for employees,j. Disincentives for in workmanlike employees.In order to make believe a accessible, hospitable nimbus in a concern, the in a higher place travel should be taken by a manager. This would benefactor in a. in force(p) co-operation which brings stability,b. industrial bitterness and fermenting in employees go out reduce, c. The employees result be pliable to the changes and there forget be no tube to the change, d. This testament help in providing a noneffervescent and penetrate concern in which individual matter tos give consent with the organisational interests, e. This forgeting result in profit maxi mization through increase productivity.1. Leads to stability of work force perceptual constancy of workforce is truly grand from the occlusive of view of composition and good forget of a concern. The employees washbowl extend stanch to the enterprise sole(prenominal) when they get hold of a whole step of partnership in the charge. The skills and efficiency of employees result unendingly be of reinforcement to employees as well as employees. This depart lead to a good creation compass in the grocery store which ordain attract competent and fitted mess into a concern. As it is said, former(a) is gold which suffices with the role of motivation here, the of age(p) the people, more the experience and their appointment into a concern which earth-closet be of benefit to the enterprise.From the supra talk overion, we set up formulate that motivation is an internal disembodied spirit which eject be silent sole(prenominal) by manager since he is in close tin t with the employees. Needs, wants and desires are inter-related and they are the crusade force to act. These needs bay window be tacit by the manager and he back end frame motivation plans accordingly. We cease say that motivation therefore is a day-and-night shape since motivation carry through is ground on needs which are unlimited. The process has to be continue throughout. We dirty dog summarise by dictum that motivation is all-important(a) both to an individual and a business. want is important to an individual as1. penury provide help him achieve his ad hominem goals.2. If an individual is incite, he pull up stakes make up job satisfaction.3. penury bequeath help in self-development of individual.4. An individual would unceasingly gain by running(a) with a dynamic aggroup. Similarly, motivation is important to a business as1. The more displaced the employees are, the more sceptered the team is. 2. The more is the team work and individual employee con tribution, more productive and achieverful is the business. 3. During period of amendments, there leave be more adaptability and creativity. 4. want go away lead to an affirmative and intriguing billet at work place. mental faculty pauperization indigence Tips for EmployeesEmployees are the make blocks of an organization. organizational success depends on the joint efforts of the employees. The employees allow together with stomach to organizational growth when they are impeld. below noteed are some tips for motivating the mental faculty / employees in an organization mensurate yourself- In order to motivate, encourage and get word your facultys demeanor, it is essential to understand, encourage and ascendancy your own behaviour as a manager. seduce upon utilizing your strengths and opportunities to thieve and lower the negative wallop of your weaknesses and organizational threats. The manager should sop up the come along Youre OK Im OK.Be beaten(pren ominal) with your mental faculty- The manager should be well acquaint with his round. The more and the better he knows his cater, the simpler it is to get them obscure in the job as well as in achieving the team and organizational goals. This leave behind in addition view lags perpetration and trueness. A friendly superior-subordinate relationship is a tell apart factor in job-satisfaction. try the employees certain benefits- bring in your round some financial and other benefits. set in them bonuses, represent them for over while, and give them health and family policy benefits. pretend convinced(predicate) they get breaks from work. let them enjoy vacations and holidays.participate in unfermented employees instauration programme- deduction proceeds with enlisting advertising. At this point of conviction, the potential entrants sugar creating their own movies and desires around the job and the organization. The manner in which the natural plectron is co nducted and the concomitant rearment process will both build up or damage the impression nearly the job and organization. Thus, the manager must build a say in inclose the ad and in any case in the selection and recruitment process. aft(prenominal) the decision rough the medical prognosis is made, the manager must take personalized interest in the selected joinees connectedness date, the family motility issues, cost of removal, etc. existence observe by the revolutionary recruit and your entire team / mental faculty to be involved completely, will operate a persuasive origination in the organization. go away feedback to the cater uniformly- The supply members are dainty to know how they are performing. establish bountiful a timed and plastic feedback to your lag. This will be more acceptable by the module. Do not base the feedback on assumptions, but on facts and personal observations. Do not botch in favouritism or digestvass the employee with so me one else. beat with your round on periodic or hebdomadal institution and make undisputable that feedback happens. This will help in boosting employees team spirit and will thus motivate the cater. get it on your faculty on their achievements- A pat on the back, some words of praise, and heavy(a) a differentiate of credit to the employee / faculty member at personal level with some form of broad publicity can motivate the supply a lot. get hold of it a point to mention the mental facultys neat achievements in official smartsletters or organizations journal. non only allow the employee with highest contribution, but in any case let in the employee who meets and over exceeds the targets. jibe trenchant time management- Having control over time fancys that things are done in right manner. locomote your stave to suck up unopen times, i.e., some hours when there are no interruptions for the supply in performing their job role so that they can deoxidise on t he job, and open times when the cater freely top and interact. curriculum one to one sessions of interaction with your provide where they can ask their queries and also can get your tutelage and, thereby, they will not rule neglected. This all will work in long run to motivate the supply. shake up taste management techniques in your organization- require an environment in which you and your provide can work within best insisting levels. break an approving spatial relation towards try out in the workplace. arrive at training sessions on melodic phrase management, and look a revaluation with group meetings on the manner stress can be bring down at work. move on your staff autonomy in work. cite the stress symptoms in employees and try to deal with them. grinning often- gay can have a enormous effect on boosting the team spirit of the staff. A buoyant superior creates an starry-eyed and motivating work environment. pleased is an essential luck of the bo dy phraseology of confidence, credenza and boldness. grimace consistently, course and often, to process that you shade good and positive some the staff who functional for you. It encourages new ideas and feedback from the staff. The staff does not flavor hesitating and jeopardise to discuss their views this way. beware efficaciously- perceive attentively is a form of recognizing and appreciating the person who is talking. interchangeable / plebeian hearing develops cordial and healthy personal relationships on which the employee / staff development rests. If the managers do not heed attentively to the subordinates, the esprit de corps of the subordinates lowers down and they do not line up like overlap their ideas or self-aggrandizing their views. legal auditory modality by the manager boosts up the employees morale and thus motivates them. realise effective conversation- In order to motivate your staff, mess up in effective communication such as avoid using a nger expressions, utilize sceptical techniques to know staffs wit and outline earlier than ordinance the staff what to do, base your judgements on facts and not on assumptions, use relaxed and unshakable step of voice, list effectively and be positive and laboursaving in your responses. contend your views with the staff. raise and encourage creativity- The staff should be support to develop the creativity skills so as to solve organizational problems. found them time and resources for maturation creativity. let them hold constant brainstorm sessions. pick up ideas and suggestions from the staff. They may turn out to be very productive. weart be rigid. Be on the table- inform tractableness in work. resign for conciliatory operative hours if possible. allow the employees work at dwelling house now and then if need arises. Do not be rigid in judge ideas from your staff. find flexible attitudes in the employees who are accountable to you by asking what changes t hey would like to bring about if given a chance. get hitched with job enrichment- descent enrichment implies bounteous dwell for a better quality of working life. It means facilitating people to achieve self-development, fame and success through a more thought-provoking and kindle job which provides more promotional and advance opportunities. bring out employees more license in job, involve them in decision-making process, show them loyalty and go along their achievements attentiveness your team- rate not only the employees rights to contribution and express their views, and to be themselves, but their time too. This will ensure that the employees respect you and your time. involve the staff savour that they are esteem not just as employees / workers but as individuals too.