Temporary workers motivation - Assignment Example

Teacher Program to motivate temporary employees The articles cited that along with recent recovery of the US economy is also the addition of jobs many of which comprised of part-time workers. It was however acknowledged that temporary jobs meant “less security” (Rugaber, 2013). They were described to be “typically receive low pay, few benefits and scant job security” (Hare, 2014). Most of them take the temporary jobs because as one respondent in the article replied, “I needed the job”.

Inferring from this statement and from the reports of the articles, workers take temporary jobs because of pay. Thus, their prime motivation is economics, to have a means of income to pay the bills and not so much of doing a good job. This will result in lower productivity and cases of inefficiency because employees are not that interested with the job except for the pay. This explains why most worker treat temporary jobs as fleeting jobs, one they should take advantage of while it is around.

One of the best ways to motivate them is to follow Maslow’s Hierarchy of Needs. Maslow’s Hierarchy of Needs states that employees are motivated by degrees of needs all of which must be satisfied for an employee to have a higher productivity. To do this, management must offer employees more than a pay check to pay their bills. At present, employees only stay with the job because of the pay and nothing more. As a result, their productivity is not that high. Also, they tend to leave once there is a better paying job only to leave it again when a better paying job comes along without any significant improvement in productivity.

To start with, employers must satisfy the physiological needs of their employees through a competitive pay. This will address the basic needs of its employees. Second, employers must also address the security or safety need of its employees. In the modern sense, security means not only free from physical harm or threat but to feel secure from the uncertainties of life. These uncertainties can be accident or sickness. If employers can offer health insurance to their employees, they will feel more secure to work in the company.

Employers must also treat their employees well and promote camaraderie among its employees. The purpose of which is to address the social needs of its employees. Once they are attached to their fellow employees and company, they will tend to work better than not caring at all. Finally, the management must also address the esteem needs of its employees so that they will find meaning with their jobs. Addressing the self-esteem needs of employees does not even cost that much. All that management has to do is to acknowledge the good job that the employees have done.

This will make them feel good about their jobs and themselves and thus, will tend to be motivated to work better. Finally, if employers can provide self-actualization to its employees, it would make their employees to have optimum performance and make the company more competitive. ReferencesHare, E. (2014, April 18). Todays Job Market Exploits Marginal Workers.MintPress News. Retrieved April 28, 2014, from http://www.mintpressnews.com/todays-job-market-exploits-marginal-workers-2/189209/Rugaber, C.

(2013, July 7). Temporary jobs becoming a permanent fixture in US.Yahoo! News. Retrieved April 28, 2014, from http://news.yahoo.com/temporary-jobs-becoming-permanent-fixture-140133833.html