Then there is a view that individual targets only aids to create competition. This may actually hinder the collaboration which is crucial to team success. McClurg (2001) also notes that by giving individual rewards, organisations may be encouraging internal competition. Forrester and Drexler (1999) proposes that for a team-based organization to be successful, the on-going organisational systems and structures must be supportive of teamwork, including employee selection processes, performance appraisal processes and reward systems. Cacioppe (1999) adds that if managers want people to work together in teams, they must set performance goals and reward people as team members.
There are some reasons that employees require to be motivated first, an organization can easily survive when employees are motivated. Studies have proved that motivated employees are more useful. Managers must below the factor that motivates employees with respect to the roles they
Samuels used the Expectancy Theory to motivate the staff who felt over-worked and unappreciated. In essence, when a worker works well he or she expects a good appraisal which will lead to rewards. Whatever rewards are instituted it will better his or her situation in life. Expectancy theory assumes that motivation is not at all equivalent to job performance. To be more specific, expectancy theory assumes that personally, skills and abilities also add to a person’s job performance, some people are better suited to perform their jobs compared to others by virtue of the unique characteristics, special skills and abilities that they bring to their respective works.
It is a natural instinct to seek for more or to have more but somehow it can decrease the level of enjoyment in performing task because they might working so hard for the rewards and may cause them stress or fatigue. It would not be a problem when the rewards are certain but the problem is when the rewards are abruptly unavailable due to several reasons. An employee who has been working so hard for the rewards must be really disappointed and probably reluctant to perform their daily task because of the transformation of their motivation dependency from enjoyment to rewards. In addition, organization also should strategically plans on how to give compensation or rewards. Once organization starts giving out too many rewards, employees will always ask for more compared to the previous rewards and at some point employees’ intrinsic motivation may be shifted wholly to extrinsic
It is the duty of the manager to keep in check creativity of his employees for it will also prevent personality of aggressiveness from dominating (Yesil & Sozbilir, 2013). Retention Increasing job satisfaction and reducing the employee turnover can be facilitated by appealing to an employee's personality. A manager should not assume that all the employees welcome challenges equally, on the contrary, he should access them personally to gauge their feelings on job duties (Woodward, 2011).
Top-down distribution may be efficient in the beginning stage, but it would be vital in long term when it is not the suitable management style for employees; therefore, bottom-up exchange of ideas should be helpful to the organization. It is not only a useful tool to know employees’ needs and wants but an emotional comfort to employees, making them feel that they are involved and valued. However, conversation can fail to truly reflect employees’ real opinions when it is not carried on properly. To have an efficient conversation, there are several points supervisors should keep in mind when approaching to employees: • Build up trust and respect relationship: It is hard for employees to put trust in their supervisors; therefore, it is important to let them know you are at their side and that you want to help them. It is said that “they don’t care how much you know until they know how much you care.” • Stop talking and start listening: Two-way conversation should be maintained; it should be talking with employees but not talking to them.
Job Satisfaction Job satisfaction is considered as an important motivator. Studies have revealed that employees’ attitudes and feelings towards their jobs and/or job experiences have been found to have significant effect on their performance. Hawthorne studies conducted by Elton Mayo and his associates states that psychological and social influences were more effective than changes in wages and hours which had been considered as the prime matter of importance for a long period of time by the managers. Job satisfaction is especially important for service industry employees because it is assumed that if employees are satisfied with their job in service industry then only they can satisfy their customers. It is not the customers alone who should be satisfied but the employees of the organization should also be satisfied in order to get customer satisfaction.
Hence the word motivation having its essence in movement. If a manager truly understands his subordinate’s motivation, he would be in a better position to channelize their inner state towards future goals, shared by both the individual and the organization. It is a well known fact that though human beings have great potential it is difficult to use it to the maximum extent without the presence of motivation. Every manager should have both interest and concern about how to enable people to perform task willingly and to the best of their ability. Definition of Motivation Motivation is a process that starts with a physiological or psychological deficiency or need that activates behavior or a drive that aimed at a goal or an incentive.
The personnel engaged must be motivated in order to get the best output from them. Many captains of industries believe that the key to improve staff performance and productivity in any area is motivation rather than ability. Bateman and Snell (1996), contend that motivation is the force that energizes, direct and sustains a person’s effort towards the achievement of a goal. A highly motivated person will work hard towards the achievement of organizational goal, given the ability and adequate understanding of the job. Therefore, the challenge for today‟s management is to administer motivational programmes which will encourage employees to improve their work performance and productivity.
Having this trait will provide negative result in an organization as success can be hindered. In being with other co-workers, this may affect their relationship as others may be influenced. For example, the staff would like to be a better employee so when it is noticed by the management, appreciation or reward like being promoted may be given. However, the supervisor think that the staff may get ahead so instead of inspiring, he/she discourage the