As a director for a major corporation like AT & A ; T I am invariably faced with the fact that in order to accomplish my Cardinal Performance Indicators or KPI’s I need to actuate my employees to execute to the best of their abilities and one time they do maintain them motivated to go on to force the boundaries of their public presentation by introducing new ways to decide client issues and avoid clients from naming back in about the same issue. In order to actuate these client helpers I need to understand what it is that they are interested in and what I can make to actuate them. For this I find that Herzberg’s Two Factor Theory on motive is precisely what I need and what has really been published in a recent Gallup Poll performed on employee satisfaction. Herzberg’s Theory states that there are two factors that motivate employees to execute. When employees are satisfied with their occupation they tend to give much different replies to oppugn about occupation satisfaction than when they are dissatisfied with their occupations. When employees are happy they say good things and when employees are disquieted they tend to do negative comments about their employer.

Take this into history I try to guarantee that there are no obstructions in the manner to guarantee that my agents are satisfied in their work. I guarantee they have timely public presentation reappraisals and acknowledge and honor them for the first-class work that they do every twenty-four hours. I have found this to be a motivative factor for them to achieve the mark ends. Another method I employ to go on the motive is a end. Employees are better equipped to be motivated if they have a end in site and they strive to achieve it. Once attained. My employees are recognized for making the ends. Rewarded with some type of inducement. and challenged set new ends for attainment. Every clip a end is reached or a milepost is obtained the employee is recognized. This falls in line with the Goal Setting theory in which employees attain a end because they actively participate in the scene of the end.

Besides employees have a self-efficacy that they can and will execute to fulfill the end and receive wagess and acknowledgment. AT & A ; T finished last harmonizing to JD Powers in 2012 hiting a 10. 95 in its Internet Promoter Score compared to Verizons 41. Because of this Leadership should get down to implement these theories to guarantee the maximal public presentation in client satisfaction. As a class or program of action they should get down to authorise at that place employees to do bold determination and set ends for themselves alternatively of publishing KPI’s. Every employee should hold a say and be the voice of the 1000000s of clients they serve every twenty-four hours. It’s like the General taking its information from the soldier who has his boots on the battleground instead than trusting entirely on analytical premises of what might be traveling on. If and when AT & A ; T begins to pattern these theoretical findings it should be able to obtain its figure one place in client satisfaction one time once more.

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Robbins. S. P. . & A ; Coulter. M. ( 2012 ) . Management. Eleventh Edition. Prentice Hall.


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