Unemployment - Essay Example

Unemployment The purpose of this paper is to elaborate on the use of fear for the increase in the worker’s productivity. To put it in more detail, the paper discusses whether the fear of losing a job is a potent motivator for the employees of an organization to work harder in comparison with the principles and rules laid down by the ‘scientific management’ and the ‘needs theory.’ The concept of fear Fear is a concept that most companies use when they are in dire need for participation from the employees. Through the use of fear, for example the fear of the loss of jobs, employees can be made to increase productivity. It can be so because workers, under stress, might perform well as the opportunity cost of not improving productivity may be very high. Consequently, some analysts believe that fear can be used as a motivator to force people into working in the best manner possible. However there are other alternatives too. Two of them are discussed below in detail. Taylorism Taylorism or more specifically scientific management, according to Grey (2009), is a theory of management whereby the economic efficiency of an institution can be improved if certain principles are followed. Taylor, the originator of the theory, believed in the studying of the natural differences between workers and deducing why such differences existed. Also he stressed on the need for the analysis of the worker’s conditions and problems instead of setting up standardized procedures for the workers to work on. In short, Taylor emphasized the individuality of the workers because he urged managers to treat every individual separately. Also, he went against the traditional practice of imposing rules and regulations without carrying out a proper study. The Needs Theory The Needs theory, according to Sapru (2008), focuses on the needs of different individuals. The first one is self actualization. Self actualization means that every individual has a desire to become something and in a work environment, this may mean that the aspirations (or the full capacity levels for that matter) are different for different individuals. The next level of ‘needs’ is self esteem. This level requires that every individual be respected and valued. In a working environment, this may mean the recognition for a sense of contribution for an individual. The third level of needs is that of love and belonging. According to this humans (workers in this case) need to feel as sense of belonging and acceptance when it comes to working in large groups. After self actualization, self esteem, and love and belonging, follow the safety and physiological needs of humans that include a sense of security be it health security, financial security or job security. Now that Taylorism and the Needs Theory have been discussed in much detail, it is important to move onto the debate about the use of fear versus the needs theory and Taylorism. Fear Vs the Needs theory and Taylorism Although fear might be a motivator when it comes to the increase in the worker’s productivity, it might not always work. Studies, like that of Greenhouse (2009), show that approximately eighty percent of an increase in the worker’s productivity is caused by a better working environment. With a comfortable work culture, a worker may not just perform well, he or she might also be satisfied with what he/ she is doing. If, however, fear is introduced into the work culture, workers would never have the same respect for the managers and employers of the particular company. Arnold and Silvester (2005) believes that in order to help a worker achieve his/ her maximum potential, the presence of a proper work culture is essential and obviously if fear is a constituent of the work culture, workers may not be able to perform to the best of their abilities. This is so because they may be under constant stress about losing their jobs. Fear, if used, may not help differentiate between people who have actually worked and people who were just lucky. It is important for an employer (or a manager) to understand each worker individually. Every individual comes from a different background, faces different problem, and may possess a particular set of qualities. The concept of fear generalizes everything because it does not take into account these differences, as Bratton et al. (2007) relate. Taylorism on the other hand operates differently. Taylorism requires the study of individuals before any rules and regulations are imposed on them. This means that if Taylorism is used to achieve greater worker productivity, it would need the analysis of the working conditions and different problems of workers. Although Taylorism is often criticized for the power that it assigns to the workers, there is no doubt that Taylorism helps in bringing out the best in individuals. This is so because the appreciation of the individuality of the workers helps them perform better. A reason for this is the providing of a better working culture whereby the problems of every individual are understood and he or she is not expected to perform the most just because of the fear of losing his/ her jobs. Rather the potential of every single person is realized. The needs theory is also one of the best ways in which a worker’s productivity can be improved. The providing of needs such as self actualization, self esteem and self respect and a sense of love and belonging helps the worker to want to work to his/ her full potential. This is so because, according to Maslow (2007), he or she is encouraged and motivated to work in a relaxed environment. Every human has particular needs and obviously if a work culture provides individuals with these needs, it is natural for the employees to be more dedicated to their work. Conclusion To conclude, the use of fear as a motivator in a working environment is something that is very wrong. It not only fails to achieve its purpose but also discourages employees to develop a sense of love and belonging for their working environment. Taylorism and the needs theory are better alternatives as far as economic efficiency is concerned. References Arnold, J. and Silvester, J. (1995). Work psychology. London. Pitman Publishing. Bratton, J. Forshaw, C. and Sawchuk, P. (2007). Work and organisational behaviour: understanding the workplace. UK. Palgrave Macmillan. Greenhouse, S. (2009). The Big Squeeze: Tough Times for the American Worker. UK. Anchor Books. Grey, C. (2009). A very short, fairly interesting and reasonably cheap book about studying organizations, 2nd edition. London. Sage publications. Maslow. (2007). A. Motivation and Personality 3rd edition. India. Dorling Kindersley Private Limited. Sapru, R. (2008). Administrative Theories And Management Thought 2Nd Ed. India. Prentice-Hall. Read More