If an individual believes that the return they are getting is equal to that of other employees, then the individual will be content. However, the opposite will occur if the individual perceives there to be inequity. Bennett goes on to suggest that if individuals compare the inputs of their jobs with the outputs experienced, and perceive that they are not paid enough, an individual will reduce their efforts. A drawback to this theory is that it is difficult to measure an individual's perception of equity as well as identifying the inputs and outputs from a job (Kreitner et al,
Herzberg believes that hygiene factors are important but not enough for job satisfaction and motivation. If a hygiene factor is lesser than what the employee expected, he will be less motivated as well. In contrast, if the hygiene factors are enough, the employee’s level of satisfaction will only be neutral. Only the presence of both hygiene factors and motivators can motivate and satisfy the employee. Thus, if an employee is paid a lot but has no control over his job will still probably be unmotivated.
However, they would benefit from the moral value due to the maxim that they generated to fulfill their duty towards the owners. That being the case, Kant believes that terrible consequences do not matter if the motive or action is good. This can be controversial and allows the opportunity to develop a negative view about Kant’s philosophical approach. To put it into the perspective of the sweatshop case, the good motive of the managers is to make the business more profitable. As a consequence, workers have to endure unjust pay and miserable work environments.
1. According to Friedman the moral responsibility of business managers is to make sure the shareholders are taken care of as long as its legal and what they believe is morally correct. A problem with this is sometimes business managers cannot do what they believe is morally correct because they wouldn’t be using their own money, they would have to use the shareholders’ money and they may have never agreed to it. It is very important to keep the shareholders happy because without them corporations would fail; therefore, some things are done unethically. The social responsibilities of business managers according to Friedman is to maximize profits.
However, there is a negative to job based system. For employees who have no desire for promotion, they will have no incentive to learn new skills. To eliminate this problem we are going to provide more indirect benefits to those employees with more skills and knowledge. In case of short term projects we will pay based on pay for performance, it means money paid relating to how well one works. This is a good way of motivating.
The main difference between a thriving business and an unsuccessful business is the quality of leadership present within the organization. Absence of leadership roles in an organization makes it less likely for the firm to achieve its set goals, mainly due to a negative impact on the social and professional relationship between employees. Hence, leadership enhances motivation of employees and in turn, productivity. Leaders shape the outcome of the workforce’s effort and behavior. Employee’s acumen is proliferated as a result of leadership, a pivotal aspect in an organization’s performance.
Instead of this approach, the Hierarchy of Needs by Maslow will help managers understand what the employee really needs, which is very useful in managing. Taormina (2013) developed Maslow’s theory further and found that “the more each lower-level need was satisfied, the more the next higher-level need was satisfied.” Self-actualization is at the highest level which influences employees to achieve goals. In management, this kind of phenomena is named motivation by achievement and gives personal fear of failure. Employees must be energized and inspired by the manager to develop creativity and feel satisfaction from their job. Moreover, the person who feels good in a workplace will not look for another job even if the salary is insufficient.
Challenges in Employee Retention In the current scenario, a major challenge for an organization is to retain its valuable and talented employees. The management can control the problem of employees quitting the organization within no time to a great extent but can’t put a complete full stop to it. There are several challenges to it. Let us understand the challenges to employee retention: • Monetary job satisfaction, job dissatisfaction is a major reasons why an employee would look for a change of job. • In the current scenario, where there is no dearth of opportunities, stopping people to look for a change is a big challenge.
Theory x oversees employees demotivated to get jobs done without caring about improving the working conditions so managers adapt an autocratic leadership style. On the contrary, theory y employees are the most significant asset in the organization; they are motivated by having sense of recognition so democratic leadership is implemented. Since the hierarchal scheme is collapsed, front line workers have the right to share their ideas same as managers. Third, pay and benefits correlate to two-factor theory by Herzberg. It involves two factors, hygiene factors that lead to dissatisfaction disappearance, and motivators essential for satisfaction.
No, just understand sales managers will expect results. How ethical you are in solving your customers’ problems is up to you. But make no mistake, doing the right thing may cost you money. At the end of the day, you must look yourself in the mirror, and live with yourself. The Importance of Sales The sales force is the most important department of any corporation because if you can’t sell your product, you don’t have a corporation.