5 Things Your Competitors Can Teach You About Motivations

All organizations are concerned with what should be done to achieve sustained high levels of performance.

Motive is a reason to do something and motivation is concerned with factors that influence people to behave in certain ways. Goal directed behavior!
Motivation is a behavior that can be influenced but not created. Motivated individuals can also get frustrated, discouraged, or tired of work. Team members need to know that they are valued, their efforts are noticed, and their good work is appreciated.

From above concept, I would start my talk and say; motivation and performance of employees in any organization are considered powerful tools for the long - term success of the organization. Performance measurement is a critical characteristic of organization’s management since it reflects the progress and achievement of the organization.

When it comes to performance and innovation, you discover that your competitors can provide the best insights. Brick-and-mortar marketers have shopped the competition forever. Therefore, one of the main aspects of your market research should be the analysis of your competitors’ actions and strategies, and you should  learn from them, this in turn, will help you make your own decisions on how to retain employees, customers and attract new clients.

It is mandatory for your organization to adapt to the important changes that can be sources of motivation for competitive advantage. I would strongly say that any thoughtful changes and planned will have a direct a positive impact on your employees motivation influence in the organization. So to achieve this target you need to get an idea about what are these things that your competitors can teach you about motivations.

Levels of skills: When you are planning to grow up your business in the marketplace you need to compete and offer better quality, and when you look for better quality you should have skilled workers or employees. So what gets measured gets managed, and what gets managed gets better. Skills inventory management strategies are giving managers and employees the ability to verify the skills needed to ensure success, pinpoint skills gaps before they compromise the initiative, and improve skills to meet changing needs

Commitment: You can measure the success of any organization from employees’ commitment, therefore the commitment that employees have toward their organization and its constituents is a crucial work attitude. Based on that I would say, an effective organization will make sure that there is a spirit of cooperation and sense of commitment within the sphere of its influence. On the other side, the work motivation has a significant positive impact on organizational commitment of employees, so it is interconnected equation that leads to positive result if the managers adopt it in right way. Therefore, it is essential for managers of organization to provide suitable environment in organizations to reinforce employees’ commitment positively.

Rewards System: The reward system in organizations serve to attract, motivate, and retain employees, both in tangible ways like pay, benefits and intangible form such as promotions and other benefits. Rewards affect people’s attitudes, feelings, and behaviors at work and become a a major determinant of organizational performance on a variety of dimensions. Reward do matter whether they be tangible or intangible the most important question being to what degree do the specific rewards matter to the INDIVIDUAL concerned

Equity: Equity theory evaluation individual inputs to outcome and compares it to that of others. (i.e.) ‘Comparative Referent.’ For example, if what A is for devoting one hour and breaking 1 ton of stones is the same as what B gets for doing the same thing, then equity exists. But if not, inequity exists.

Equity theory is characterized by perceptions of fairness rather than objective of reality. The idea is that the outcome a person’s input should fairly correspond with that of their counterparts. If they do not correspond, the person getting less will perceive inequity which will in turn affect his or her behaviours.

Social recognition: Motivation through social recognition can and does work. It will provide the organization with a benefit and advantage, some of which cannot be measured on a tangible scale. Recognition considered an incredibly powerful tool to foster a close-knit team environment, encourage employees to achieve high levels of productivity and increase your employee retention rates.

I think it’s true that you get what is measured, i.e people will do what they are ultimately assessed on. And if you want people to work together, share ideas and learning, and achieve more, you must also motivate, encourage, and reward that kind of behavior. What I have seen work well is where an individual’s results/rewards are both based on their individual actions and results COMBINED with the team actions results – so that it “pays off” for someone to work and share with their colleagues, not just working on their own and not caring how the rest of the team is doing

Competition helps us to get and stay motivated. It helps us generate new energy when we are stagnated.