How can Caribbean Managers enhance the motivation of their Employees At first we will look at what is motivation, Motivation is the process that accounts for an individual’s willingness to exert high levels of effort to reach organizational goals, conditioned by an effort’s ability to satisfy some individual need. What does motivation mean to me? One word “inspiration”, its providing with a reason to act a certain way. One’s desire to do or an interest a drive/ a driving force by which we the ‘individual use to achieve our goals.

So motivating for employees would be something to keep them working, salaries of employees can be enough to keep them working, but when the salary isn’t enough to keep them(employees) working then what do Employers/managers do? Employers can start the motivation process by using different approaches, when I say different approaches I mean theories. Theories such as Maslows theory. Maslows hierarchy theories says “people have needs and when one need is relatively fulfilled other emerges in predictable sequence to takes its place”.

What Maslows is saying is that the most basic level of needs must be bet before the individual will strongly desire the secondary or higher needs. For the most part physiological needs are obvious, without them the body cannot continue to function. These 5 needs are crucial in order for an employee to be fully motivated. Once the physiological needs are met, one’s attention turns to safety and security to be free from the threat of physical and emotional harm.

Such needs might be ; living in a safe area,medical insurance and job security, so once a person has met the lower level needs such as physiological and safety needs higher level needs become important. Social needs are those related to interaction with other people and may include need for friends and a need to give and receive love, then once that person feels a since of belonging the need to feel important arises. Esteem needs may be classified as internal or external. Internal esteem needs are those related to self- esteem such as self- respect and achievement. External needs are those needs such as social status and recognition.

Self- actualization is the summit of the Maslows hierarchy of needs, it is the quest of reaching one’s full potential as a person unlike lower level needs this needs is never fully satisfied, self- actualization people tend to have needs such as truth, justice, wisdom and meaning. So for employers to fulfill those needs in the workplace they could provide some of these needs; (physiological) provide lunch breaks, rest breaks and wages that are reasonable enough to purchase essentials of life (safety needs) provide a safe working environment, retirement benefits and job security.

Create a sense of community through team based projects and social events. (esteem needs) recognized achievements to make employees feel appreciated and valued, Offer job titles that convey the importance of position. (self-actualization) provide a challenge and the opportunity to reach their full career potential. Employers/managers can also use Herzberg two factor theory which states” Motivation based on job satisfaction”. What this is saying to us is “certain factors in the workplace result in job satisfaction but it absent, they don’t lead to dis-satisfaction but no satisfaction.

Do certain job factors that motivate emplyees can change over a lifetime. At first managers can try to figure out what dis-satisfies your employees, what motivate them and what you can do to increase job satisfaction. Its called a two factor theory for a reason, Step 1; eliminate job dis-satisfaction, provide effective supportive and non intrusive supervision, create and support a culture of respect and dignity for all the employees, ensure that the wages are competitive(so employees would never think about quitting), Job status :provide meaningful work for all positions and ofcourse job security.

Which leads us unto Step 2 so in order to create satisfaction Herzberg said “you need to address the motivating factors associated with work” , Which means every job should be examined to determine how it could be made better and more satisfying to the person doing the work, which you can start by providing opportunities for achievement, recognizing workers contributions. [rovide work that is rewarding and that matches the skills and abilities of the worker also giving as much responsibility to each team member.

Finally there’s the Goal setting theory which says” the process of improving performance twith adjectives, deadlines or quality standards. ” In addition where goals are properly conceived they trigger a motivational process that improves performance, which can also mean individuals sometimes have a drive to reach clearly defines end state, this end state is a reward in itself. A goal efficiency is affected by the three features: proximity, difficulty and specificity.

A goal should be moderate, not too hard not too easy to complete. In some cases people need to be motivated in order to motivate themselves such as a challenge at the same time people want to feel that they will also succeed. Goals should be conceivable, believable and achievable. So in using the goal setting theory we use the S. M. A. R. T goals; S- Specific (what, where and when) in order for the goals to translate into motivation and improved performance goals must be specific.

M- Measurable (from and to) goals must be measurable to be able to provide progress feedback and to know when the goal is achieved. A- Assignable (who) goals must be assign to an individual or group R- Realistic (felsitic) Goal must be challenging yet realistic T- Time-based(when) in order for goals to be positively affect motivation and performance, goals must be time-related.

Using these three theories in the Caribbean will have a bigger effect, for example lets go to the fast food places of course you cannot meet with every employee at the beginning of every shift, but as a Manager you can roam the place. Which means during an employee’s break or free time you can call the employee aside and tell them what you expect like “ if the you finish the dished before 3 pm you get to leave early”, in doing this you’re using the goal setting theory as in giving the employee and task in an allotted time for a small reward.

In the same restaurant say you’re the manager of the day shift and you call your team in an hour earlier before the schedule start of the day proceedings and tell them “as the say shift, which mean breakfast and lunch today we will try to make $1500 dollars and if we make more than $1500 the extra will be split amongst yourselves evenly”. Again you have sey a goal, make $1500, a time: before the night shift, a group it was allocated to : the day shift, and a reward : commission plus pay. Another theory Caribbean managers can use is Herzberg theory this time we can use it in Gas stations.

You’re the manager of a set of workers at a gas station including gas pump attendants and cashiers. You can spend a little time with each member of your team to check that they’re happy, find out if there are being fairly and respectfully treated and that there are not being affected by something deemed unnecessary. Sometimes if your”re a manager that you’re team trust they things you hear might have u a little disturb but if you put your mind to help solve majority of the work related problem you will see an improvement.

Find out what else they want from their jobs, do what you can to give them as much satisfaction as needed and help them grow as individuals. Using maslows theory in the same Gas station setting if persons are working double shifts make sure a break is used for rest at least 1 hr for lunch. For safety needs make sure there is adequate security as gas stations are prime place for robberies and security cameras, health insurance also because inhaling gasoline for sometimes 12hours a that is not healthy.

For social needs on special bank holidays such as Christmas and new years day, give them their own little celebration as they will be away from home. For esteem needs respect the individual, yes they might be working for less than you but that person is also human, make them feel wanted, appreciate the fact that they’re there. Finally self –actualization hopefully upon achieving the other needs this employee might consider continiuing his/her studies now as he/she think they could do much better that pumping gas or being a cashier, might even opt for your position when fully qualified.