Motivation and Leadership, Use of Temporary Workers - Assignment Example

s Grade Motivation and Leadership Introduction Temporary workers are those employees who work for an organization on contractual basis for a certain period of time that the company deems necessary. The workers are recruited when need arises and their work ends when they complete the requirement of the employer and the set targets. Handley and Marc note that these employees are normally hired when there are projects that the company needs to accomplish over a limited period of time (33). They are of necessity to the organization same as permanent ones because they come with skills and talents that the company may need. It is therefore essential to motivate these employees regardless of their stay period in the organization. This is necessary in building a positive image of the company in the eyes of the workers and the society at large which can enhance smooth renewal of their contract when the need arises. Use of temporary workers There are times when temporary workers prove to be valuable to an organization and certain times when it is inappropriate to use them. It is appropriate to use them when the company needs to reduce its operational costs. This is because permanent workers require things such as security and many benefits in order to sustain them. This is justified from the case study where the Boeing Company has reduced its dependence on permanent staff through making of new hires abroad. Another time when the use of temporary workers is appropriate is when one is working on short-term projects, this is necessary for it enables those people who are experts in a certain area to handle situations that they are best suited in. This is evident form the case of Microsoft that says that its contingent employees fluctuate depending on the project that they are working on. They also note that temporary workers are experts in what they do and they complete projects within a short period of time. It is appropriate to use temporary employees on companies that work in cyclical industries. This is because they offer a range of various services. The services can be provided by temporary employees who have a wide range of various skills and hence can fit in that nature of the industry. This is evident from the case study where it states that temps are appealing to those companies in cyclical industries. On the other hand, there exists various times that are deemed to be inappropriate to use temporary employees. It is inappropriate to use them in order to maintain permanent employees when it comes to layoffs. This is a strategy that was used by Boeing Company. It is also inappropriate to use them when one wants to build a company reputation. This is because temporary workers who come and go cannot be able to build a good image. A program for employee motivation The program that will be put in place to motivate the temporary employees will be the temporary workers incentive and welfare program. This is a program that will oversee that the situation of the workplace employees is improved and they are given incentives to motivate them. It comprises of the element of incentives and welfare. The incentives will be in terms of providing good pay, benefits such as health while the welfare is concerned with good working environment and responsibility. The program will also oversee that the temporary workers are given a conducive working environment similar to the permanent employees. It will also entail informing the employees effectively concerning the organization and also integrating them to the organization. This in turn creates social ties among workers which will motivate them. Reducing supervision and allowing them to work autonomously gives them confidence and responsibility to oversee that they give effective results. This program is justified for it goes hand in hand with Herzberg’s two factor theory that of hygiene and motivational factors. Hygiene factors are those they contribute to dissatisfaction if they lack in the organization and it includes pay and fringe benefits among others (Handley and Marc 65). Good pay and benefits go relate to this theory and are therefore justified. Reduction of supervision also goes hand in hand with motivational factors. Another theory that justifies the program is the Maslow’s hierarchy of needs. This is where basic needs are met such as pay and health; belonging needs also met through integration to other employees. Leadership approach A leadership approach that is appropriate to temporary workers is the participatory type of leadership. This is a type of leadership that engages various teams in contributing in the decision making process. However, the final decision is made by the leader. Handley concurs that this is effective for temporary workers for it will encourage participation by all regardless of their status whether permanent or temporary (145). The leadership will integrate the workers wholly into the organization hence removing that feeling of alienation from the other workers. This also sees unto it that the ideas and opinions of temporary employees are listened to and even implemented when making decisions. The participatory leadership treats every employee as an equal and it is therefore important for it removes discrimination. When giving incentives and benefits, the participatory leaders will motivate each employee by giving benefits even to temporary workers which can go as far as providing healthy security or them in terms of insurance. This leadership is important for it leads to overall employee satisfaction and even productivity. It motivates every employee hence giving them the drive to work and perform according to the expected standards. This type of leadership also relates with the participatory theory that argues that the best kind of leadership is one that takes into account the input of others. Leaders help in making each and every employee relevant to the organization hence improving on quality. Conclusion In conclusion, temporary employees also have the same needs to those of permanent ones. This therefore makes it necessary for them to be motivated from time to time. This is because most of them are experts and are specialized in various areas therefore offering the organization with talent and skills which improves the general performance of the organization. Incentives such as fringe benefits pay and good working conditions are a necessity in the satisfaction of these types of workers. They need to be incorporated to the organization and given a sense of belonging hence preventing them from discrimination. On general terms, temporary workers are beneficial and come in handy when the organization wants to reduce its costs, needs flexibility and quality too. Works Cited Hundley, Stephen P., and Marc Drizin. Employee Engagement Fundamentals a Guide for Managers and Supervisors.. Scottsdale: WorldatWork Press, 2008. Print. Read More