Motivation is one of the important factors affecting human behavior. The level of motivation does not only affect perception and learning but it also affects the total performance of the individuals, as expressed by:
The motivation is also affected by various psychological factors discussed earlier, such as perception, learning, and personality…
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One of the major problems facing enterprises is how to get optimum results from the massive investments in these enterprises and the foremost problem among these is the problem of motivating human resources, problems of under-Utilization of abilities, frustration, instigated behavior, unfavorable job attitudes and low morale appear to prevail as much among managers and supervisors as among workers.
Motivation has been defined as the force that gives rise to a behavior. There are various factors that influence the behavior and among them the needs of the individual are most important (Douglas, 1997. p.52).
The main object of HRD philosophy is respect for the dignity of the worker as a human being and motivates his enormous potential for contribution and growth. HRD efforts have therefore to gain the confidence of the worker that he is seen as a member who is important to the organization. Proper communication plays a pivotal role to achieve results in this priority area. (Bhatia, 1999, p.52)
Normally, a worker feels a sense of belonging when the organization shares with him various company information. Shop communication forums at the work place enable information sharing with the grass-roots levels of the workforce. The forum' holds communication sessions in the shop on various aspects of the plant with information focus on production targets and performance of the shop, cost control, energy conservation and techno-economic factors, safety, housekeeping and various other thrust areas. Since the employees themselves communicate the information to their co-workers, a unified team throbbing with commitment and zeal to deliver results trades shape at the work place. (Bhatia, 1999, p.54)
Constraints are, however, faced in the vastness of the workforce. Due to vastness of the workforce, there may be some constraints, while implementing the programme. However, there is wide scope for increasing the ambit of the communication efforts and information sharing has to become an inbuilt managerial function in the shop floor.
(b) Workers Luncheon Sessions and the Performance Improvement Plan
Normally, in these sessions, the workers are invited to a discussion with the senior line managers of the shop on the targets and performance shot-falls/ assignments and encouraged to suggest improvements and highlight attention areas. (Bhatia, 1999, p.55) These discussions explore the latent potential of the silent workers in the shop and provide a forum for their self-expression and contribution to the process of collective decision-making.
2. Employee Facilities
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In this case, each employee is expected to perform assigned duties to their level best. The management usually attaches the individual results to the efforts put by each employee. This calls for performance appraisal. Performance evaluation refers to an official management process used in the assessment of job performance.
Thus, motivating them how to perform better is a never ending process. Questions like what does make people tick in a workplace does not cease to end and always had preoccuppied both organisational theories and managers since running a business becomes a formal discipline inquiry.
Work Motivation Name University Introduction Norsk Petroleum is an organization with its main headquarters in Oslo, Norway. This organization deals with gas and oil exploration. Over the recent past, many experts in this organization have been resigning and joining competitors in the industry.
Conventionally, developing an employee strategy was a rather simple exercise for managers in the determination of the best workforce needed to carry out different duties in the work place, but presently, it requires much
In particular, organizations would like their members to perform well and, consequently, have to motivate them to do so. When the reward system is related to greater performance, employees will most likely be driven to exert greater effort to get those rewards. When that happens, employee motivation becomes strongly tied to the organization’s goals.
The yearly costs of low morale and absenteeism in the United States are estimated to be $29 billion and a change of 4.99% in the national absence rate changes the gross national product by $10 billion. (London, 2003) A great number of studies are done to identify the determinants of low morale and absenteeism.
Next will be analysis of the problem. In order to engage conclusive analysis, the paper will make use of the various theories of organizational behaviors. Employee motivation is one of the greatest assets that direct and lead the growth of a company or industry.
Satisfying a lower need before progressing into a higher level leads to self-actualization. Every employee is obviously in need of moving from lower needs hierarchy and attaining self-actualization level. The experiences that an employee has in his job may lead to fluctuation of the worker between the different levels of the needs hierarchy.
It is better to demonstrate a depth of understanding of a limited number of theories than to briefly discuss many. The motivation theories that support this approach to motivating staff are economic theory and transaction-cost theory. The economic theory is ‘responsible for the myths about incentive pay and monetary motivation.
8 Pages(2000 words)Case Study
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