Organisations have different structural devices to motivate their employees. Various Staff motivation schemes have been established in the civil service and they are briefly summarized below for your reference. You may like to make use of these schemes, in addition to your own initiatives, to achieve your goal of enhancing staff motivation.
I. Staff Motivation Scheme
The objectives of the Staff Motivation Scheme are to promote staff awareness of departments' performance pledges, enhance commitment to them and to motivate staff towards continuous improvement of service in pursuance of the spirit of serving the community. The award is in kind and its maximum value is $1,000 for an individual and, for a team , $1,000 per team member. Examples of staff motivation activities organized by departments can be found in Civil Service Bureau's website (http://www.hku.hk/hkgcsb/).
II. Staff Suggestions Scheme
It aims to encourage staff to make suggestions for improving the efficiency of the civil service. Award ranges from a certificate of commendation to a cash award of up to $15,000.
III. Customer Service Award Scheme
The objectives of the scheme are to award staff who provide good customer service; to motivate staff to enhance their efforts in providing good customer service; and to further promote a customer focused service culture in the civil service. Awards for the winners include trophies, souvenir pins and gift coupons.
IV. Staff Recognition/Performance Incentive Schemes in Trading Fund Departments
Trading Fund departments have developed performance incentive schemes. The winners receive an award in kind in recognition of improvement in performance as measured by a set of balanced, objective and pre-determined indicators reflecting efficiency, effectiveness and standard of service.
V. Long Service Travel Award Scheme
The scheme aims to reward long-serving officers with consistent good performance. It operates on the basis of granting travel allowance to non-directorate local officers, and their spouses, selected on the basis of length of service and performance.
VI. Long and Meritorious Service Award Scheme
Civilian staff with long and meritorious service are granted an award on their 20th, 30th and 40th year of service, as follows -
- a 20 Years' Meritorious Service Certificate; or
- a 30 Years' Meritorious Service Certificate plus a commemorative gold pin; or
- a 40 Years' Meritorious Service Certificate photo-engraved on a metal plate with a wooden stand.
VII. Commendation Letters
Commendation letters may be issued to officers who have made a substantial contribution towards enhancing the efficiency or the image of their bureau/department; or performed an exceptionally meritorious act warranting special recognition.
Motivation is in many ways the key to the success of Human Resource Management. Managers should aim to increase performance through self-motivation, rather than having to use external motivation (i.e. the imposition of rules and continual improvements to conditions of service) to bring about higher standards of performance.
Motivation should be built into the performance management system where supervisors will have the opportunity to communicate and motivate staff on their performances. Supervisors may adopt the following ways to motivate their staff:
To make staff motivation activities in the civil service a success, the following factors are crucial:
|Purpose||Why Do We Need Motivation?||Motivation in the Civil Service||Within Our Own Boundary||At the Organisational Level||Motivation and HRM||Your Own Staff Motivation Plan||Motivation and You|