Management & Leadership in Parks and Recreation

 

Management &
Leadership in Parks and Recreation

When
it comes to management and leadership, a supervisor in the parks and recreation
field must be knowledgeable on the different ways in which to motivate their
employees. Every employee has their own form of motivation. We can define these
differences as Intrinsic and Extrinsic motivation. Extrinsic motivation is the
factors external to the individual and the work place. These items could be a
paycheck, some time off, or acknowledgement from their superior (Arnold, 2012,
p.111). However, not every employee will respond to this type of motivation.
Intrinsic motivation is the factors found inside the individual. These are
factors such as pride in mentoring others, accomplishment in completing an
assignment, and connectedness with a strong team (Arnold, 2012, p.111). Knowing
the different motivational types will allow a supervisor to better connect,
understand, and praise their employees. Knowing the five intrinsic factors (Physiological,
Safety, Social, Esteem, Self-actualization) will greatly increase the employee
engagement in the work place.

            One way to use intrinsic motivation
to increase employee engagement is focusing on the employee’s existence needs.
These needs include both their physiological and safety needs. An employees’ physiological
needs include the basics of food, water, and shelter (Arnold, 2012, p. 112). In
the workplace an employer should keep in mind about providing breaks, having an
air-conditioned place to rest, and having meals provided or an appropriate
amount of time to eat. These are basic human needs that everyone needs. Having
these needs provided will increase an employee’s attitude and moral towards
working in the work environment. An employees’ safety needs include feeling
safe and free from anxiety (Arnold, 2012, p. 112). Employee’s should feel safe
working with their co-workers or clients and having an overall job security.
Employers want their employees to focus on their work and not have to worry
about any outside distractions. When emergencies or distractions present
themselves, it is the employer who takes on the responsibility. Focusing on
these needs will make an employee more comfortable in the workplace. This will
create a comfortable connection between employee and their superior.

            When wanting to increase an employee’s
engagement it is important to remember their relatedness need. This need is the
social network in the workplace. An employees’ social needs focus on their
reliance on feeling connected to a group or social network. It is important to
remember that employees will work side by side for countless hours and may even
live with one another. A staff that doesn’t work well together, or does not
feel comfortable with one another, will lack this social connection. Employers
should encourage and lead their employee’s in having staff parties, dinners, or
some team building exercises to strengthen this connection. A staff that is
well connected will have less social problems between themselves and their
employer.

            An employer should be able to
identify an employees’ growth needs. These include an employee’s esteem and
self-actualization needs. An employees’ esteem needs are their own feelings and
self-confidence in the workplace (Arnold, 2012, p.112). Employees should
receive a reward or acknowledgment for their success while on the job. An employer
could deliver their employees a letter or note that praises them for their
work. Employers also have the option of sending out newsletters identify an
employee as “Employee of the Month.” These small gestures go a long way in
increasing the engagement of the employee. An employees’ self-actualization
need is the strive towards their full potential (Arnold, 2012, p.112). An
employee should feel challenged in their workplace. Employers should give them
the opportunity to take on new tasks or challenges that may never present
themselves. This gives the employee the chance to show their employer their
capabilities and overall growth in the workplace. Also, this allows them to
leave their mark, or legacy, for future employees. Being able to complete these
challenges fulfills their desire to fulfil their full potential.

            It is important for employers to
remember these five intrinsic factors: Physiological, Safety, Social, Esteem,
Social-actualization. Perhaps you have experienced these five factors in the
workplace. Sometimes the days seem long and everyone is tired. An employer should
understand the importance of allowing breaks, giving time to enjoy a meal and
enjoy the benefits of time away from task completion. A good supervisor acknowledges
hard work and (verbally and non-verbally) shows appreciation. The ideal
employee and supervisor wants everyone to grow and be challenged every day. A
supervisor that understands theses five intrinsic factors will create a more
motivated staff in the workplace.

 

References

Arnold,
M. L., Glover, R. B., & Beeler, C. S. (2012). Human resource management in
recreation,

sport,
and leisure services. State College, PA: Venture Pub.

 

 

Management & Leadership in Parks and
Recreation

Patrick
Rood

Michael
J. Bradley - @mikeisoutside (instagram & linkedin)