4.0 DISCUSSION
4.1 Importance of Motivation
The research shows that motivation is the key performance of improvement and able to bring many benefits to organization. Thus, managers need to find creative ways in which to consistently keep their employees motivated as much as possible. Rodda (1997) said that a study by Hersey and Blanchard in 1988 found that most workers can keep their jobs (i.e., not be fired) by working at 25% of their ability. Nevertheless, once these same workers are motivated which are working towards something or for some reason, they achieve 85-90% of their ability. Below is the graph to illustrate the concept of motivation: Note: Data source from Motivation in The Workplace by Angela Rodda, (1997).
From the table
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Issues affecting motivation range from inadequate tools to achieve company goals to a simple lack of employer acknowledgment of worker achievements. Recent studies reveal that 48% of employees worldwide don’t even like their jobs, more than 80% of US workers feel stressed at the office, and only 30% feel “engaged and inspired” by their careers. Especially troubling for leaders and business owners, and the rest 18% are actively disengaged. (Hedges, 2014). There are several factors that lead to demotivation in an organization such as unclear expectations or requirements. An employer or supervisor who does not set clear expectations for employees or provides inconsistent feedback creates workplace conditions where motivational issues can develop. Employees feel lost and unable to work toward identifiable goals when an employer or manager does not provide examples of proper performance or correct mistakes through the application of consistent job assessment. A lack of adequate feedback and performance expectations can send the message that a manager doesn 't care about job performance. This can aggravate motivational issues and worsen the slowdown in workforce …show more content…
These three factors are the classification from job redesign. Job enrichment is a medium where the employees are given additional information. This type of job redesign gives the employees more vertical authorities. Frederick Herzberg (2003) viewed job enrichment as ‘vertical job loading’ because it is also includes tasks formerly performed by someone at a higher level where planning and control are involved. The employees would feel that their work will be useful and important to the company because they have the tendency to to succeed and being trusted by the company. According to Brookins, M. (n.d), the advantages of job enrichment are the employees can learn new skills, reduce boredom, receive recognition and increase the employee’s motivation. The employee can gain new skills as their responsibility increases and they get new opportunity to try new tasks. It will be different from the tasks that they are given before so they could gain more knowledge. The employee can reduce boredom since they will do the same tasks everyday. By giving extra tasks the employers gives a chance to see the performance of their employees. If they are performing well may gain recognition in the company. As they get more responsibility they will feel more motivated and become more
As students go through high school, many start thinking about their future after school. Some students choose to get a full-time job after graduation to begin earning money instead of going to college. Some people join the military. For the people who choose to go to college, the closer it gets to senior year, they start deciding which college is the right one for them.
This is suggested with the supervising of a leader in the group in order to maintain the chain of command informed of the developments, in the paper the author supports well the idea of job enrichment, with the implementations of new task to be performed and the reason why is best to do so, but most of the time this changes will require the re-adjustment of salaries and job titles in the departments, ( this is why the author advises to have clearance from the Human Resources Department, in order to factor in the cost of this changes to the budget) it is worth noticing that not all employees would do well in this redesigning of the
The improvements will directly stem from employee morale, motivation, and job
5. Providing opportunities for rapid career progression. 6. Career advancement based on skill and expertise , adding more levels, grades to meet their expectations. 7.
Ever since the economic downturn hit Engstrom Auto Plant in 2005, the Plant had since faced many employee, productivity, and bonus payment issues. These issues have led the company to its worst financial and ethical situations since its inception in 1948.The major problem that caused the business downturn is the increasing lack of employee motivation and trust of management. Employee morale has fallen drastically and it is seen as the lowest it has ever been and it is because of bonuses that has not been paid to employees for the past seven months. Employees have been used to receiving regular bonuses as part of their pay so they began to expect the bonus money on their paychecks instead of continuing to see the money as a bonus based on their
Organizational Behavior Issues in Engstrom Auto Mirror Plant Organizational issues Engstrom Auto Mirror Plant faces multiple quandaries associated with human behavior. Workers feel unappreciated as an integral part of the company, disposable and insignificant. Suspicion about bonus calculations, lack of transparency, job insecurity, and perceptions of inequitableness in the payment scheme have instigated uncertainty and open rebellion against the company. One of the core problems at the organization is low productivity.
Although motivating employees can be a challenge, a number of theories about motivation at work can be used as a basis for creating practices, procedures and processes to affect employee
This is a good way of increasing employee 's motivation and if used properly always have positive effects on the normal business
Overall, it will increase productivity in the workplace due to clearer objectives and better skills learnt and the organisation can keep track of employee perfor-mance. 1.2 & 1.3 – Identify & analyse development opportunities for career and personal
Context Motivation is regarded to be an important tool that can be utilized in accomplishing a given task. However, lack of motivation could result in inability to accomplish the task of poor performance. In this regard, it is worth noting that there are various factors that contribute to lack of motivation among individuals. Additionally, while an individual can be motivated at other times, some circumstances can make him or her to lack motivation. This reminds me of the time when we were doing group work that I realized that most of my group members were not motivated to do the assignment.
Motivation is essential for a group as well as an organization. In the eyes of the leader of organization McDonald’s, authorizing and inspiring staff members to do the best in their job and they’re capable of helps create job satisfaction, lowering gross revenue in an industry that has a standing for stimulating its employees. In addition, a glad, stable workforce not just conveys better customer service; it is likewise more compelling at building deals and attracting repeat business. There are five concentrate benefits of employee motivation which Mc Donald’s approached at: 1. Improved Productivity 2.
It can be said that motivation is a behavior; it is not a thing or special event that can be observed directly. Motivation is a set of processes that the reason of stimulate, orientation and maintaining human behavior towards achieving of goal. It can also be said that motivation can be a method of improving work productivity. That is it is a way of bringing positive results in educational institutions. For successful educational productivity, we need great deal of time, energy, and effort.
Introduction In today’s business, maximization of profits represents the principal feature of business operations. In order to achieve the highest profits, companies have to manage their human resources effectively. Thus, employee’s motivation has emerged as a critical component, it holds the key to the success of a company. Therefore, human resource managers must motivate their employees to let them perform to their best and achieve the organizational goals.
• Feedback: Employees should know about their performance. Apart from regular feedback, employees get quarterly reminders to evaluate their expectations. Besides, special sessions on receiving and giving feedback are conducted. • Development and growth : Every employee is responsible for his/her career and personal development.
Motivation refers to the process by which a person’s efforts are energized, directed, and sustained towards attaining a goal. This definition contains three main elements which are energy, direction and persistence. Firstly, energy element is a measure of intensity or drive as how much does the motivated person tried. For direction, it states that the employees` effort that directed toward, and consistent with, target organizational goals of their company. Finally, motivation includes a persistence dimension which persist them in putting effort to achieve the goals.