Motivation in the University of South Wls - Case Study Example

Motivation in University of South Wаlеs Name: Institution: Introduction Workers turnover in any business plays a significant role in the company production. The turnover of individuals in the industries and commitments makes the production of the company high. On the other hand, absenteeism causes the production rate to below and makes the company experience expenses in the production since the company has to look for casual workers to replace the absentees. Motivation is needed to make sure that high turnover in the company is attained. Favorable working conditions needs to be addressed so that employees can work without challenges. Failure to motivate the employees result in low morale and thus teamwork motivation and individual motivation needs to be addressed in length. Different types of absenteeism like authorized absenteeism, unauthorized absenteeism, and willful absenteeism makes the company experience challenges in the production rate. If possible, it is important to make sure that the employee’s turnover is 99%. This paper seeks to discuss relevant motivation theories that can be used to solve the problem of absenteeism and staff turnover following the introduction of the new flow line process in USW Limited. It will further seek to discuss how the formation and use of teams can help USW Limited to improve the motivation and performance. Additionally, it will recommend USW Limited on future changes to working practices so that it can be managed effectively. Content theory of motivation One of the motivation theories that can be used by USW limited to solve the challenge of absenteeism and staff turnover following the introduction of new flow line process is the content theory of motivation. The content theory of motivation shows the specific needs that can cause motivation in the company. For example through the Maslow’s hierarchy of needs the staff turnover can be increased. Considering the physiological needs that human being need to survive like water, food and air among others apply to the companies. Companies like USW limited needs maintenance of staff. For example, leave should be granted to each and every staff so that they can get time to rest according to the schedule set. Staffs should be given breaks one day per week so that they can feel part and parcel of the company failure to that implies that they have to absentee themselves intentionally. Security needs in USW Limited need to address sufficiently so that employees can be motivated. For example, each and every employee needs a steady employment that is not based on casual employment rather it should be permanently based employee. The company is concerned with manufacturing of Nordic walking poles, and it is a competitive company that should employ the staffs in permanently based terms. Health care coverage should be practiced so that the staffs can be motivated and thus high turnover of the employees. Favorable working conditions like providing covers on hands and on the heads of employees should be done. This implies that that the management of USW limited cares for the commitment of the entire staffs in the company. The social needs make the staffs have a sense of belonging to the company. For example, USW Limited staffs are women who usually work in a group of 4 individuals. It is, therefore, good if they are allowed to socialize together so that they can share information concerning the company together. Additionally, socialization is a sigh of unity and thus they will work as a one fraternity aim to achieve the goals (Emerson and Loehr, 2008). The motivation levels lead to acceptance of staffs in the organization leading to commitment, hard work and creation of trust in the company. It is the role of the USW management to make sure that they show love to the employees so that they feel part and parcel of the company. If the management is always on the toes of the employees complaining about issues that were not done accordingly then the staffs are demoralized leading to absenteeism. Esteem needs implies that it is the role of USW Limited to respect the staffs. Failure to respect the staffs implies that that they do not have that self-respect and respect themselves as important stakeholders in USW Limited. Self-esteem plays a significant role in the personal trait since one can convince others that he or she is the only stakeholder with the capability of doing a certain task as recommended by the management. It implies that one need to have that courage to do certain things that are impossible to others since he or she has a high esteem. The motivation can only be attained when the management makes sure that rewards are provided to the employees so that they are appreciated for the good work they do. The motivation of rewards can still be done through the groups where they are rewarded and thus being committed and working hard in the company. The last level of motivation is self-actualizing needs where seminars should be held to make sure that the employees will utilize their potential fully in what they know best. It is the role of the entire company to make sure that seminars are held to sensitize staffs on how they can utilize their capability without considering others how they can tackle a challenge in the organization. The level of need is the highest and potentiality of individuals should be taped so that they can work according to the organization desire. Through motivation like promotions of individuals, absenteeism can be reduced when individuals are made aware of their capability. Equity theory of motivation The theory is concerned with how fairness in the company. For example, in USW Limited employees work as group and four staffs per group are dedicated with the company daily routines of manufacturing of Nordic walking poles. Fairness has to apply in the company since comparison of each and every work done by each group has to gauge on what they have done. Standards that are set for each group must be met so that they can be rewarded according to how each and every group has worked. Motivation through rewards reduces absenteeism in the company since the staffs know that every week or on the daily basis one has to go home with certain amount of money due to the attainment of target and hit of the deadline. The theory plays a significant role in motivating the staffs and thus increases the employee’s turnover. Whenever imbalance occurs when working and reward shared equitably, it implies that the staffs are going to be dissatisfied and thus feel like they are not going to avail themselves in the organization. How Formation and use of teams can improve motivation and performance Formation and use of teams to improve motivation and performance must clearly understand it purpose. For example, in the case of USW Limited where they work in groups of four women each partitioned to work separately must understand its purpose so as to achieve the goals of the organization. As long as the staffs understand the purpose of USW they are motivated based on the fact that they work as a team, and one can consult in case of a problem. They are strengthened since unity is strength making it possible for the staffs to work harder and be committed to the attainment of the goals. Working as team means that challenges are tackled by different individuals with different ideas and thus high performance being attained. If the team understands their purpose in USW, it implies that they are motivated since individual production is not considered rather the management look at the team production that increases motivation and performance. Through recognition of staffs that do well in the team, it is important for USW Limited to recognize those who participate well in daily routines. This implies that they are supposed to be rewarded to motivate others. It is the role of the managers to praise individuals who do well in the team so that they can feel part and parcel of USW and improve the performance. When the staffs are recognized in the team, other groups try to work hard so that they can be motivated thus improving the performance of the organization (Nilson, 2006). A well-done job needs to be recognized leading to the team being motivated and thus continue working hard to maintains the status they have acquired. It is the role of USW Limited to make sure that the team has a strong support and tools that are required to attain the goals. All the obstacles that are challenging to the organization need support so that performance can be improved. It is futile when a team is put in the work without support since they will not be motivated and thus poor performance. Through support, the team is dedicated to attain the goals set and thus improving the daily routines. For the team to perform best, they must be motivated by providing support and the required tools that are needed to attain the goals. It is the role of the management to make sure that team leaders are engaged in the management so that they can air out what they need to attain the best performance. Recommendations I recommend USW Limited to empower the teams that are formed by four individuals so that they are motivated and be more assistive in daily routines. Competence and the capability play a significant role in the team formation since if the individual does not have competence and capability to carry the daily routines implies they cannot make it. It is based on the fact that the success of the team is achieved when the teams are empowered. Whenever they are empowered, it means that they are aware of their responsibility and thus motivated to work extra hours so that they can improve USW performance. I recommend USW to use the content theory of motivation and try to implement it so that they can attain the goals. Through self-actualization, the staffs know their capability and thus they just need to be supported to attain the goals. Through support and provision of the required tools, the staffs need to improve the performance of the company. It is the role of the management to make sure that team and individual support is provided in the company so that achievements and opportunity to others can be attained. I recommend USW to make sure promotion in terms of leadership is considered for the best performance so that they feel motivated and improve the performance of the company. The management should demote the less performing supervisors and managers to embrace the hardworking staffs as a sign of motivation. This is the only way that can work to improve the performance of the company. Maintaining status quo in the management implies that the organization will never improve in terms of performance rather it will deteriorate leading to failure and even collapsing of the company. I recommend the management to provide more responsibility to the staff since individual tend to respond better when responsibility have been increased. Failure to provide a lot of responsibilities means that the staffs will not be committed to hitting the deadline resulting to maintaining of status quo. Since USW has formed groups that individual are associated with, it is important to provide increased responsibility based on the fact that working together under a common goal improves performance. Conclusion A teamwork play a significant role in the performance of the company and this is the reason teamwork is encouraged in the organization. Challenges that are complex to individuals are made possible through teamwork if they are committed in attainment of the goals. The management should come up with rules and regulations that are supposed to be operational when team work is being formed. The hierarchy level of needs plays a significant role in motivation of individuals and thus improving the performance of the organization. Equity theory of motivation should be encouraged in the organization since individuals are rewarded according to their performance. Rewards should be provided to the staffs that perform best in the organization though in some circumstances teams are rewarded. List of References Emerson, B., & Loehr, A. 2008. A manager's guide to coaching simple and effective ways to get the best out of your employees. New York: AMACOM/American Management Association. Nilson, C. 2006. Lunch and learn: Creative and easy-to-use activities for teams and work groups. San Francisco, Calif.: Pfeiffer. Read More