Boosting Employee Morale: Effective Methods for Increasing Personal Worth

Running Head: KNOWLEDGE MANAGEMENT 1
Knowledge Management
Name
Institution

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KNOWLEDGE MANAGEMENT
QUESTION 4.2
SECTION A
There are numerous ways through which a company can boost the morale of its
workforce without necessarily focusing on pay and wages increase. Going by the common
phrase that the thought counts, small and interactive changes in the work environment can go a
long way in ensuring employees’ satisfaction and increasing work output. A well-motivated
workforce correlates with an increase in productivity. Some of the effective methods that a
company can use to increase personal worth include praise. This is a simple process that is not
financial constraining. Giving meaningful praises to the employee is a simple way of showing
gratitude and a caring attitude towards the workforce (Kim, Lee, Chun & Benbasat, 2014). This
may take many forms such as through a well handwritten note or through a meaningful dialogue
between the company management and the employee. This gesture ensures that the employees
are well recognized for their efforts and appreciated for their service in the company.
Another way is through showcasing of those employees that have shown exemplary
commitment in day to day task within the company setting. This will give the employees the
opportunity to lead by example. Showcasing gives the feeling of validation towards the
employee. This can be done through leaderboards which are designed primarily to motivate each
employee and not discourage. The company can institute awards such as the employee of the
month award. Gamification is also an excellent way of recognizing employee input in the
company. This will enable the employees to feel more at ease at the work environment and to
ease the pressures associated with the work setting. Gamification can involve simple attributes

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such as the introduction of free lunch, team building activities, barbecue and grill events or even
all-expense paid tours to holiday destinations. This will make the employees appreciate the effort
the company is taking in recognizing their input and making the working environment more
exciting. Multinational corporations such as Google have set precedent in this by giving its
employers free meals and also paying for their holidays. Gamification is essential in boosting the
morale of the employees and making them more motivated to handle critical tasks for the
company (Devi Ramachandran, Chong & Wong, 2013). Another way of appreciating the
employees is through actively involving them in critical decision making, especially those that
touch on their welfare. A good manager should be transformative and charismatic and involve
the stakeholders in the decision-making process. The employees will feel much appreciated
when they are encouraged to air their views on how to improve the situation at the workplace.
Section B
Step 1: preparation
This stage involves creating a setting for a successful meeting. The facilitator at this stage
is supposed to set sequential preparatory task for a successful meeting to take place (Pérez,
Cabrerizo, Alonso & Herrera-Viedma, 2013). This involves preparing the objectives for the
meeting, print the questions worksheet for the employees and select the most appropriate voting
technique.
Step 2: silent idea generation
In this phase, the facilitator of the meeting present both verbally and in writing the ideas
or questions that are supposed to be discussed at the meeting. The question should be well
thought out in order to receive a wealth of potential ideas. In this case, “wat is the best way to

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reward employees to increase personal worth in the company?”. The facilitator further
encourages all the participants to silently ponder over the question presented and write their idea
as in brief phrases (McMillan, et al., 2014). This allows time for the participants to silently
reflect and think over the question for the generation of responses.
Step 3: round-robin/recording of the ideas
At this step, the facilitator goes around collecting the ideas that have been generated by
the participants. The facilitator is not supposed to paraphrase the ideas but he or she can seek
clarification from the participants in situation where the point is not clear (Bagnoli & Vedovato,
2014). This process actively involves the participants in coming up with ways of increasing
personal worth in the work setting. The round-robin phase ensures equal participation of the
participants and enabling them to deal with the ideas that are generated.
Step 4: serial discussion of the ideas
The participants in this phase engaged in discussing and clarifying the ideas that have
been presented. This phase enabled the participants to actively eliminate and clarify any
misunderstanding that may have manifested out of the process (Cabrerizo, et al., 2015).
Additionally, the participants were able to go through the divergent opinions and outlines the
disagreements over the ideas generated.
Step 5: voting phase
At this step, the participant is able to choose the idea that they see fit to implement in the
working environment. The participant is at liberty to make independent judgement after rigorous
consultation with self. In this voting phase each participant is given a total of 100 points and he