Motivating a clerical assistant

It has been undercoat out that esprit de corps and senior risque productivity or output always go together. They have a positive correlation. If the worker likes his work, his fellow worker , and the company, his high productivity will bring him extendd bridal and prestige among the workers and management, as well as increase in pay and advancement in position. He finds these things rewarding and is stimulated to work conscientiously. As a wise and effective supervisor to the clerical assistant, I should aim at both high morale and high productivity to be developed and preserve during these times and in the coming hectic season. several(prenominal) specific things I privy do1. brook proficient physical conditions for work. I stinkpotnot literally slip away to the assistant because I do not have got the company nor even position myself as the manager. tho I will try to influence my striking boss/es that those things that tramp help correct his/her work be provided like small amenities as supply of office materials needed to pep pill up his/her work to a ventilated workplace.2. compress work frustration on the job to a minimum by means of a good environment and/or working relationship.3. Treat him/her as bingle that has a personality that can be hurt. Hence, with the assistant around, I will influence early(a)s in treating the assistant as somebody who is needed and essential be encouraged by thoughtful run-in and tact.4. Have a good communication system. This is think with item 3. It is my job to facilitate smooth strike of interrelationships in the department. I believe I can do this by proper feedback of things that add attribute to the assistant and back to others especially the director.The person with high morale has confidence in himself, thinks his work is worth doing and that he is doing a good job (Landy, 1985).Perhaps, one good exchange I can credibly offer him/her is flexible working hours. I can suggest this to the managemen t especially when the assistant has other pressing responsibilities at home. Another is schedule trips that can be given away as incentives later on the hectic season (Baron, 1983).Reference1. Baron, R. Behavior in Organizations Understanding and Managing the Human Side of Work, Boston Allyn and Bacon, 1983.2. Landy, F.J. psychological science of Work Behavior (3rd edition). Dorsey press, 1985.