Analysis Of Employee Motivation At Calvo's Selectcare?
Analysis of Employee Motivation at Calvo’s SelectCare: After conducting the interview with SelectCare’s Special Projects Manager, Ms. Gina Ramos, a lot of similarities with her management styles and Vroom’s theory of motivation were observed. In a sense, Ramos’ practices reflect on the three main components of the theory. As the interview went into more depth, Ramos showed more qualities of employee motivation and employee relationships.
Expectancy
When an employee understands that the amount of effort they put into a job or task will affect their performance, they will most likely perform at a higher rate, considering their end performance will have some sort of value. Giving employees the right encouragement for the job gives them the …show more content…
They might think they’re doing just fine, that they’re being appropriately effective and ambitious. Encouragement often involves bursting a confidence bubble (para. 07)
Because employers or managers are responsible for giving their employees the right words of encouragement, they not only instill the idea that they can work harder, but they give a sense of motivation that their hard work is leading to high performance. When asked how she keeps her employees motivated, Gina Ramos explains that she makes her employees feel valued. As a manager, giving your employees the encouragement they need and making them feel valuable in the company is a major step in motivation and employee retention. Because of this practice, Ms. Ramos is able to get her employees to understand that high performing employees with receive the recognition they deserve, thus leading more employees to exert the extra effort and energy in performing their jobs. …show more content…
Ramos was asked what Calvo’s SelectCare does to improve or retain the performance of the workers. She gave a clear answer of monetary incentives and recognition. Besides the pat on the back for each individual employee, Ms. Ramos knows that is takes a lot more than recognition to keep high performers performing the way they do. Because she recognizes the talent that the company has, her company offers tangible rewards and incentives for their employees. Such rewards can range from pay increases, bonuses, and even commission when their employees bring in new clients. Regardless of the reward, Ms. Ramos will always provide some type of incentive for her employees to give them the extra drive to keep performing the way they
Expectancy
When an employee understands that the amount of effort they put into a job or task will affect their performance, they will most likely perform at a higher rate, considering their end performance will have some sort of value. Giving employees the right encouragement for the job gives them the …show more content…
They might think they’re doing just fine, that they’re being appropriately effective and ambitious. Encouragement often involves bursting a confidence bubble (para. 07)
Because employers or managers are responsible for giving their employees the right words of encouragement, they not only instill the idea that they can work harder, but they give a sense of motivation that their hard work is leading to high performance. When asked how she keeps her employees motivated, Gina Ramos explains that she makes her employees feel valued. As a manager, giving your employees the encouragement they need and making them feel valuable in the company is a major step in motivation and employee retention. Because of this practice, Ms. Ramos is able to get her employees to understand that high performing employees with receive the recognition they deserve, thus leading more employees to exert the extra effort and energy in performing their jobs. …show more content…
Ramos was asked what Calvo’s SelectCare does to improve or retain the performance of the workers. She gave a clear answer of monetary incentives and recognition. Besides the pat on the back for each individual employee, Ms. Ramos knows that is takes a lot more than recognition to keep high performers performing the way they do. Because she recognizes the talent that the company has, her company offers tangible rewards and incentives for their employees. Such rewards can range from pay increases, bonuses, and even commission when their employees bring in new clients. Regardless of the reward, Ms. Ramos will always provide some type of incentive for her employees to give them the extra drive to keep performing the way they