Siemens - Motivating Employees - Case Study Example

Student’s Name Instructor’s Name Course Date MOTIVATING EMPLOYEES Introduction A number of people have observed individuals execute their job by doing as little as possible. They often reach their workplaces late and later leave very early even before the official time. Most at times, they miss their deadlines and also when they finish their work, they often give the bare minimum (Fredrick, Bernard and Barbara 131). Furthermore, such individuals can be found using their extra time busy complaining about their work. On the other hand, there exist other individuals who give all their being in performing their jobs. Most at times, they are very punctual to work and very hardworking to say the least. They attitude towards projects is satisfying without any complaints. These two kinds of individuals are different due to the amount of motivation they have (Fredrick, Bernard and Barbara 140). Motivated employees have the will to achieve success and often yearn in attaining the best of what they do no matter the circumstance (Ajang 327). On the other hand, unmotivated employees are barely concerned about their in their workplace and thus wish to cope with the least amount of effort. Nowadays, managers ought to develop great employee performance and this result from proper employee motivation. Therefore, managers can create an environment that encourages and at the same time supports employee motivation. Therefore, this report will highlight employee motivation using a case study of Siemens it will also discuss the various recommendations that can be formulated to ensure proper employee motivation. Case Study of Siemens Motivated individuals are impacted by a number of aspects. Initially, every single person has their own basic necessities such as food and shelter which can be provided by a sufficient pay (Louise and Jones 19). Although, there exists other different influences that motivate people for instance, Siemens creates a creative environment that allows and enhances their employees’ abilities. Due to this form of motivation, most staff members at the firm are hands on when it comes to problem-solving skills of their roles as well as the emerging challenges. Then again, other employees find the nature of their work motivating due to the company embracing a creative environment (Louise and Jones 25). Furthermore, the management at Siemens motivates their staff members by allowing them to be imaginative which highly impacts their work through empowering them to enhance their performance (Louise and Jones 16). The company offers their staff members a conducive environment that where their employees gain extra knowledge and also given the chance to grow progressively within the business. This culture vividly shows how Siemens values their staff members. A motivated workforce often put energy to their work so as to attain the needed effects (Louise and Jones 26). Motivated staff members feel appreciated within their working environment and are encouraged to take pride in whatever they undertake. Siemens Company has recorded low absenteeism and is primarily as a result of their employees being satisfied at their place of work (Louise and Jones 27). A research conducted on the company has shown that most if not all of their employees are happy with their jobs. This has created a sense of loyalty among the employees at the company and they tend to stay a bit longer since their needs are being sufficiently met within the company (Louise and Jones 21). Methodology and Data Collection Every detail that is under consideration in any field includes a population. It is assumed that in any research when every item is addressed, no aspect of chance is left thus the highest degree of accuracy is got. Population is the group of people with which a researcher intends to investigate. Therefore, the main focus of the studies consisted of every employee of Siemens Company working at different nations. The total number of individuals constituting the population is about 348,000 employees but a sample of about 200 people was taken. The sampled employee were subjected to a number of tests such as questionnaires and 123 of the employees gave feedback which accounted to 62 per cent of the sample. Everyone within the sample was offered the opportunity although the remaining 38 per cent partially declined the questionnaires. Data for the Study The research relied on the chief data provided by the staff members as well as some secondary data. The primary data was gathered from surveys conducted in the field using questionnaires as well as interviews. The questionnaires composed of close-ended and open-ended queries. The research was conducted on the Siemens main branch. Furthermore, the secondary data was obtained from different audit yearly reports as well as various financial proclamations. Data Analysis and Presentation The data collected from the questionnaires and interviews were then analysed. Both qualitative as well as quantitative procedures of the data evaluation were utilized for the research. The elements of interest included employee motivation and job satisfaction and the both were evaluated after carrying out analysis of the demographic depiction of the individuals. The 123 people answered the questionaries’ questions and the results are presented in the tables and graphs below. Figure 1.0 Are compensations enough to motivate you? Figure 2.0 Does conducive working environment enhance work output? Figure 3.0: Are you able to achieve best performance without motivational packages? Figure 4.0: What is the importance of motivational package to respondents? From the result, it is evident that employees in Siemens considered compensation as an important motivational package but it is not enough. Employees will not perform well without motivational package. Motivation of employees in Siemens can be brought about by factors such as enhanced salaries, recognition, promotion, employee car loan schemes and fringe benefits among others. Louse and Jones researched that the logic of job satisfaction as well as the struggles experienced by employees. Job satisfaction occurs whenever an individual feels proficient, worth of recognition as well as valued (Louise and Jones 20). The variables utilized in assessing job satisfaction often reported to work very early. They also stayed on their job, value their customers and respect their fellow employees. Recommendations for Employee Motivation at Siemens In order to increase the performance of employees at Siemens, a number of recommendations have to be effected within the working life of their employees. This includes: training and development, enhancing employee’s creativity and challenging their employees. Training and Development It is essential to subject your employees through training and development programs this helps them connect their self-actualization since it helps employees stretch their capabilities which eventually results in an upward progression in their career (Ifinedo 77). In addition, training and development assists the employees meet the varying demand of the business’ global markets. Enhancing Employee Creativity Siemens need to step up their methods that is aimed at enhancing their employee’s creativity. This improves their employees’ nature of solving problems within a creative environment (Frimpong and Fan 113). Furthermore, employees can be able to transform creative ideas into a more enhanced products and services (Steers, Mowday and Shapiro 380). Challenging Employees Siemens can challenge their employees by coming up with rotational working conditions where each employee can be positioned in a field which they have never participated on (Ifinedo 63). This can motivate their employees since they will be eager to adapt quickly to the current circumstance. This practice will improve their performance in every field thus eventually improving the performance of the company. Conclusion To sum up, motivating employees is a very significant role for managers for it results in the increased performance of a company. People nowadays are required to be motivated in an entirely different manner. This case study clearly indicates how offering of a good pay as well as conducive working environment promotes growth and development of employees. Furthermore, employees at Siemens have been motivated through recognizing their achievements, giving them chances of progression regardless of their position in the workplace. It is recommended that challenging your employees, subjecting them to training and development programs as well as allowing them to undertake creativity in their work may effectively increase their productivity and overall performance. Works Cited Ajang, P.E. Assessing the Role of Work Motivation on Employee Performance. Umeå: Umeå University, 2007, 320-331. Fredrick, H., Bernard, M. & Barbara, B. The Motivation at Work: Volume 1 of organization and business. Transaction Publishers: London, 2011. Frimpong, S. K. and Fan, L. “Comparative Study on the Relationship Between Employee Motivation and Team Performance of the Banks in Ghana and China” Proceedings 79 of the 7th International Conference on Innovation & Management, Wuhan: Wuhan University of Technology Press, 2009. Ifinedo, P. Employee Motivation and Job Satisfaction in Finnish Organizations: A Study of Employees in the Oulu Region, Finland. University of London, 2003, 54-81. John, M., Andrew, J. & Jeffery, F. "Workplace spirituality and employee work attitudes: An exploratory empirical assessment", Journal of Organizational Change Management 16.4(2003): 426–447. Louise H. & Jones A. “Great Expectations: Understanding the Motivation of Young Workers”, The Work Foundation, 2003, 13-27. Robbins, S., Judge, T. A., Millett, B., & Boyle, M. Organisational behaviour. Frenchs Forest, NSW: Pearson Higher Education AU, 2014. Steers, R.M., Mowday, R.T., & Shapiro, D.L. The Future of Work Motivation Theory. Academy of Management Review 29.3(2004): 379-387. Read More

 

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