Coping with a staff shortage in a hiring freeze

Article Abstract:

Six approaches to solving staff shortages created when employees leave and cannot be replaced due to hiring freezes are discussed. Increased work loads can be coped with if: (1) employees are informed of the situation before the vacancy occurs, (2) the problem is addressed by a group of employees, rather than a supervisor working alone, (3) flexible and creative solutions are attempted, (4) team spirit and cooperation are encouraged, (5) communications about the staffing reduction are open and honest, and (6) employees who help make up the staffing shortage are rewarded. A major factor in successfully overcoming staff shortages is having the proper attitude, which begins with viewing the situation as an opportunity, rather than a problem.

Human resource planning, Employee recruitment, Manpower policy

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A bakers dozen of ways to motivate people

Article Abstract:

Thirteen principles are offered for motivating employees: (1) assuring adequate recognition of achievement, (2) providing flexibility and choice, (3) providing needed support, (4) giving responsibility as well as accountability, (5) assuring employee understanding of the tie between personal and organizational goals, (6) encouraging employee goal-setting, (7) mixing extrinsic rewards and intrinsic satisfaction, (8) individualizing supervision, (9) giving immediate and relevant feedback, (10) showing confidence in employees, (11) increasing employees' chance of experiencing accomplishment, (12) establishing a climate of trust and communication, and (13) demonstrating managerial motivation through attitude and behavior.

Employee morale, Organizational behavior, Industrial psychology, Industrial-organizational psychology

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How to develop and implement an employee incentive program

Article Abstract:

Employee incentive programs only work when the program awards are of value to the employees. The bonus (money, time off, prizes or gifts) must be viewed as rewarding or the employees will not work harder. Methods for assessing the reward value of incentive awards are discussed, including: asking employees what they want, eavesdropping on employees, and observing employee behavior. Tangible and intangible rewards are discussed. When choosing a reward, the supervisor should ensure that the reward will improve employee performance, and that bonuses are awarded in a consistent and objective manner. Supervisors are also warned to avoid rewarding employees prior to performance achievement.

Management, Employee incentives, Incentives (Business), Bonuses

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