After decades working in the field of procurement, I can say for a fact that motivating your staff to be successful has a positive outcome by creating a healthier work environment.
I have always said if people are managed as things, it will show up in the bottom line and other critical measures of organizational performance.
Therefore, the key for any organizational leadership is to manage things but lead people.
The subject of human relations pertains to how people are treated. Fairness, kindness, dignity, trust and respect are the critical criteria in this area.
Human relations are vital to organizational performance, because organizations ultimately depend upon relationships that exist between the individuals who comprise them.
Once you understand human nature, it is possible to decide how best to organize to get the job done. Human resources leadership (as opposed to management) seeks to introduce into personnel management methods of deriving higher levels of productivity and quality from those who work for the organization.
Few people would dispute that most workers possess far more capability, creativity, talent, responsibility and initiative then what their present job allows or requires them to use.
Why then does the world so underutilize the human resources at its disposal? The answer is that many leaders have little ability to motivate.
To maximize the potential of any organization, its senior management must master the art of motivation and, as with other skills, this usually requires both study and practice to become efficient.
Often motivation consists of convincing people who hold mundane jobs that those jobs are still important despite their lack of glamour. This is no confidence trick. If a job is not important, one must ask why it exists in the first place.
Often the critical importance of an apparently routine task is little appreciated. Consider, for instance, the role of the receptionist in a typical office. Few people would be quick to identify this as a very important job, but in fact it is a vital one.
No one deals with as many different aspects of the company’s operations as will the receptionist: answering calls from customers and suppliers, keeping whereabouts of others so that they may be reached when important calls come in, logging in important documents when they are received and making sure that those documents are passed along to the intended recipient.
Learning to appreciate the importance in every job within the organization is also important to management. Through this process, the leadership secures a better understanding of how the organization really operates.
The leadership also secures a deeper understanding of the importance of every single member of the team to its success or failure.
Conveying to each member of the team a true understanding of his or her role and performance builds the self-esteem of the individuals concerned. That, in turn, builds loyalty to the team and encourages superior performance.
Motivation includes both what is said and the way it is said. A positive attitude creates the impression that there is a reason for hope and optimism, no matter how bad the picture may appear.
The goal of the leadership of any organization is to get the people who comprise the organization to work together effectively; to take personal initiative; to look deeper and further for solutions; and to find ways of implementing those solutions effectively and quickly.
Members of an organization must be brought to equate the success of the organization with their own success. They must be convinced to put aside selfish concerns, not in the mindless manner of automaton, but as a thinking and fully functional member of a team. They must be stimulated to contribute as much as they can to the task at hand.
To motivate people, one must understand what drives them to be successful as it relates to each person’s individual goals in life.
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