Using Motivational Factor to Gain Employees` Satisfaction

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UsingMotivational Factor to Gain Employees’ Satisfaction

UsingMotivational Factor to Gain Employees’ Satisfaction

Itis evident that at the workplace or in any organization that wants toensure that its clients are well satisfied, the administrators doreceive concerns about their customers’ welfare. The management,therefore, should put much attention on building financial relationthrough an issuance of bonuses on top of an individual’s salary,and other benefits that would make their customers feel satisfied.Such aspects act as measures that indicate if customers’ effortsare beneficial regarding productivity or performance, which is aresult of their satisfaction (Erford, 2014). As a manager who willdetermine potential ways that measure treatment gains as well asclient satisfaction for individuals or a given group, he or sheshould employ measurement of customers’ attitude and motivationalfactors as consultation methods or models during the consultationprocess. Indeed, employees need the motivation to deliver on thedesignated duties more efficiently.

Incentives,therefore, is the best avenue that Kristen needs to assess to havethe full confidence of the clients’ gain and satisfaction thatyields high productivity and performance of an individual tosatisfaction. Kristen must address such factors to ensure thatsatisfaction is attained. Much of the achievements accomplished bythe organization as well as customers’ satisfaction frequentlyresult from proper incentives offered to employees. Otherconsiderations that organizations must put in place include financialbenefits, providing insurance cover as well as other allowances thatwill add additional value to clients to gain their satisfaction.Clients are prone to get more attention from the management, and whensuch factors are not addressed, significant problems may arise thatleads to the dissatisfaction of customers hence no gain is achieved.

Perry,Mesch &amp Paarlberg (2006) state that initiating motivationalfactors that increase the morale of workers is very vital since theindividual will perform their task in the most effective andefficient manner. If they are satisfied psychologically, there willbe gain when it comes to teamwork thus productivity is also enhanced.Organizational productivity will be measured regarding an increase intheir revenue return, and thus, the clients’ satisfactions are met.Incentive plans to customers should form part of Kristen factor to beassessed. The efforts that customers put forth on their designatedduties should not go in vain rather be rewarded with significantincentives. Hammel (2012) states that organizations should adoptother motivational sources such as reward initiatives at theworkplace that promotes empowerment and create more room forinnovation, a factor that has been influential to Apple, and as wellneed to be employed by Kristen. Kristen, therefore, must put effortstowards recognizing the teamwork effort through offering recreationalevents, and giving out some bonus in addition to employees’salaries to increase the performance and productivity of anindividual (Thompson, 2013).


Theclients who are getting better in any organization are likely to beinfluenced when they are fully satisfied. The motivational factorthrough paying bonuses to customers who excel in their roles shouldbe the key concern that any management team must handle to gain thelevel of satisfaction of employees. Individuals who work inproduction companies work extremely hard to win their employer`strust continuously. The staff of a given company especially Tim, inthis case, can feel part and parcel of that organization when hissatisfaction is met. Groups with long-run duties that create extratime to their employees when they go on leave or during seasonalholidays may impart a considerable influence that attract theirclients’ gain and satisfaction. They will feel satisfied to laydown the challenges experienced during work when more time to rest ispermitted. The organizational culture that supports innovation,therefore, enables individuals to be creative and come up with goodideas that build a person`s capability and the general performance ofthe organization, which in turn act as a satisfaction to theirclients.


Erford,B. T. (2014). Orientation to the counseling profession: Advocacy,ethics, and essential professional foundations. (2nd ed.). UpperSaddle River, NJ: Pearson Inc. ISBN: 9780132850858.

Hammel,E. (2012). Appleand employee motivation.Retrieved from

Perry,J. L., Mesch, D., &amp Paarlberg, L. (2006). Motivating employees ina new governance era: The performance paradigm revisited. PublicAdministration Review,66(4), 505-514.

Thompson,L. (2013). Making the Team. A Guide for Managers (5thEd.). Upper Saddle River, NJ: Pearson Prentice Hall&nbsp

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