Click here to view Click here to view BSNL proposed pay scales on and Table showing the pay to be fixed as on Click here to view Click here to view Click here to view Jayaprakash alongwith Shri S.
Motivating lower-level employees requires extra care on the part of supervisors and business owners, who must look outside of the traditional solutions of higher salaries and comprehensive benefits to improve employee performance and boost employee retention rates.
Make your employees feel as if you respect and trust them.
Build respect into your operational policies, supervision models and communications with the front line. If employees feel that you do not care about them, they may put in less effort on the job.
This attitude brings the expectancy theory into play, which states that the amount of work someone puts into a task is determined by what he expects to receive in return. Making front-line employees feel appreciated and trusted can encourage them to put forth even more effort in the future.
Use monetary incentives, such as cash, to encourage employees to work harder. Often the lowest-level and lowest-paid employees can become so preoccupied with financial concerns that they find it difficult to truly focus on their work. Create a company culture that provides flexibility, opportunities for creativity and fun on the front line.
Ironically, the lowest-level jobs in an organization can often be the most stressful. Front-line employees can become mentally and physically exhausted by the demands of their jobs, steadily decreasing their motivation over time.
Happy employees are almost always more productive than dissatisfied employees. Speak with and really listen to your employees before making decisions affecting their jobs. Prior to creating an incentive system for a performance competition, for example, ask your employees what kind of incentives they would like.
You may want to ask for employee input when creating performance review criteria to convey feelings of fairness and inclusiveness. Implement employee development programs to let your front-line employees know there are clear opportunities for career growth with your company.
If lower-level employees feel they are stuck in dead-end jobs, there can be nothing for them to strive for. Commit to internal advancement for management positions and other higher-level jobs to allow your employees to set personal career goals. Clear and attainable goals can be highly effective in boosting intrinsic motivation.Employee motivation can present distinct challenges on the front line of a company's operations.
Motivating lower-level employees requires extra care on the part of supervisors and business owners. The increases in the minimum wage and other statutory payments, all business owners need to abide by from April You're entitled to a federal minimum wage, currently $ per hour, or your state's minimum, whichever is higher.
If you're underpaid, you also have a legal right to sue your employer for wages and damages. Often, a state or federal agency will pursue payment on your behalf. Labour law (also known as labor law or employment law) mediates the relationship between workers, employing entities, trade unions and the government.
Collective labour law relates to the tripartite relationship between employee, employer and union.
Individual labour law concerns employees' rights at work and through the contract for work. Employment standards are social norms (in some cases.
Illinois’ Prevailing Wage Act has no place in the 21st century. Policymakers should enact fair and competitive construction laws that give all individuals who are willing to work a fighting chance.
Up until I retired, five years ago, I employed many minimum wage employees. I didn't pay them the minimum wage because I was a cheap bastard, but because I was in a very competitive industry, bidding against companies that .