What kind of work culture do you think increases the motivation level of an employee?

Democratic and the ones where the employee is aware that the voice of theirs is heard .

1. Provides a good learning environment

2. Affirmed with positive feedback, praise or reward for a job well done

3. Provide social opportunities

4. Create a pleasant atmosphere

5. Communicate well

6. Respect each other

7. Treat everyone equally

 

 

Thanks for the invitation

Very smart & good  question too

Well.............

In my point of view that the most important culture which

 can make  the biggest & the greatest influence

 is the (democratic & justice) culture for all within the workplace

and feel that everyone has a voice behind which

  also has the effect when it,s necessary.

An organizational culture develops from the standard of conduct and core values demonstrated by the leaders and shared by the members of your organization, the interpersonal relationships within the organization, and relationships with the community at large. Standards unique to your organization govern the behavior of your managers and employees, how you communicate with each other, and how you relate to people outside the organization, especially your customers and your ability to sell your product or service to them.

I have found three characteristics are present in a culture that motivates its employees: Learning Opportunities, Affirmation for Employees, and a Sense of Community.

#1 – Communicate clear goals and expectations to your employees

The majority of employees want to be a part of a compelling future, want to know what is most important at work and what excellence looks like. For targets to be meaningful and effective in motivating employees, they must be tied to larger organizational ambitions.

#2 – Share information and numbers

Let them in on what is going on within the company as well as how their jobs contribute to the big picture. When you keep you employees informed they tend to feel a greater sense of worth. Keep communication hopeful and truthful – do not be afraid to share bad news, instead be more strategic about how you deliver it. Improve performance through transparency – By sharing numbers with employees, you can increase employees’ sense of ownership.

#3 – Encourage open communication

You can get insight into what things are important to the employee by using surveys, suggestion boxes and team meetings. Be open-minded and encourage them to express their ideas and perspectives without criticism. This means putting into practice everything you have learned about effective listening. Address their concerns in the best way you can.

#4 – Not communicating or communicating late can damage engagement

Hearing about an important update from media, colleagues or family and friends can have a negative impact on employee engagement. Ensure employees hear these messages from the business as soon as possible.

#5 – Actively promote organizational effectiveness, reputation, values and ethics

Actively promote organizational effectiveness, reputation, values and ethics – Employees want to feel good about their leaders, where they work, the products they sell and the reputation of their company.

#6 – Culture

Encourage employees to find a personal fit with the company culture.

#7 – Let staff tell their own stories

Encourage them to tell their own stories about what they are doing to support company strategies or embody organizational values.

#8 – Trust

Employees need to trust each other as well as their leadership. Employees are constantly watching leadership to see how their decisions affect the strategic direction of the organization and if their behaviors reflect what they say.

#9 – Build engagement

Show that you’re genuinely concerned about employees’ opinions and use social media as a communications tool to build engagement.

#10 – Encourage innovation

Engaged employees are innovative. They’re always looking for a better way.

#11 – Create a strong team environment

Strong employee engagement is dependent on how well employees get along, interact with each other and participate in a team environment.

#12 – Sense of belonging

Non-work activities that foster relationships increase employee engagement.

#13 – Provide constant feedback on the positives

When people know what they’re doing well, they’ll keep doing it – or, even better, do more of it. Providing someone with a little recognition on what they’re doing well can go a long way toward boosting morale. This is not to say “ignore the weaknesses” – just don’t make the weaknesses the only focus area of feedback. This doesn’t mean you should not create accountability, it actually means the opposite – but, if all you do is criticize, people will learn how to hide their mistakes or shift blame.

#14 – Give immediate feedback

Feedback is two way communication. It is the opportunity to share opinions and find solutions. Too many managers think should be the province of the annual personnel revue. It’s not. It should be a daily occurrence.

#15 – Show how feedback is being used

Demonstrate to staff how their feedback is being used.

#16 – Support employees in their work and growth

How many of you have responded to a subordinate’s idea as brilliant or even good. Success begets success. You can support employee growth by providing education and learning opportunities, cross training, coaching, and any other interactions that support employees’ personal development.

#17 – Collaborate and share on problem-solving

When employees get the idea that their manager or leader is the one who has to solve all the problems, it takes away from their sense of empowerment, and ultimately is likely to decrease engagement over time. Encourage team members to take responsibility, and work through problems or issues on their own, or collaboratively. It’s not the manager’s job to fix everyone else’s problems.

#18 – Delegation

Delegation is good for you because it expands your managerial span of control. It’s good for your employees because it is a growth opportunity for them. It demonstrates your trust in them to do the job correctly and increases their ownership of the task.

#19 – Incentives

Incentives that are matched to accountability and results. Managers who want their employees to be engaged recognize that incentives must be allocated based on objective criteria and that different employees are motivated by different things.

#20 – Celebrate both financial and non financial achievements

Employees need to feel validated and that they are a valued part of the organization. Leadership needs to show how much they care for their employees and show recognition for efforts: “If you want something to grow, pour champagne on it“.

 

I agreed with previous answers. just adding professional and righteous work culture.

An organisation that has the right amount and trained up staff who are proactive and discover what the strengths and weaknesses are in order to improve the productivity needed. By creating incentives by setting achievable targets. Recognition and praise will boost their self esteem and confidence in their work and allow them to excel with the intention to gain more. Reminding them of their importance and value to the business overall, how their achievements will affect the organisation and vice versa. Regular reviews of their performance will also help recognise where training is mostly needed in order for them to enhance their skills and abilities and support is a major aspect of motivation. Ensuring them that they have the support whenever it is needed will reassure them and break down any barriers acting as obstacles in the way. Also what I personally find helps the most is providing a sense of belonging to the department, ensure equality and diversity is constantly reminded of, RESPECT, and cooperation.

- Respect

Confidence

Praise and motivation

Creating a comfortable atmosphere to work

- Responsibility

Each shortcut to work right and duty

agree with all answers

 

Work culture satisfying the characteristic of a sound welfare society with less/no evil thoughts.

A professionally managed company were the employees are given the best of training and a free hand to take decision and fully responsible for their deeds.