Huge Importance of Workplace Motivation - Essay Example

Workplace Motivation. Over the years with the growing competition in the markets among organizations and with every organization trying to maximize its output there has developed what is normally referred to as the motivational theory where it is discussed as to how can one increase the productivity of the employees so as to ensure a better working environment and increase their efficiency. In this paper we shall look at how this theory developed and how it is today in place in numerous organization, focusing on Microsoft. It will also be discussed as to how effective has the practice of this theory been, and discuss other motivational theories which are currently not in place but could be bought about to induce better results. The concept of motivational theory found its origin in the works of Frederick Herzberg. He was the first to demonstrate that at work the employees derive fulfillment or frustration due to different factors, and not just reacted differently to the same factors as was earlier believed and is still cohered to by many. Herzberg in his study has shown how certain factors motivate employees to work better while others cause dissatisfaction among them. The ones that “truly motivate” them are called ‘motivators’, while the ones that lead to dissatisfaction are named as ‘hygiene factors’ (Herzberg, 1966 p 106). He believed that humans have two requirements; one is to fulfill their basic needs so as to avoid sufferance while the other is so that one can develop and mature mentally and physiologically. Herzberg while developing his theory did not have in mind motivation but he was inspired by ethical and socially responsible reasons. He wanted to insure a more humanitarian work environment to develop. He concluded that things such as salary, security, relations with superiors and inferiors, policy, status etc were hygienic reasons while responsibility, achievement, advancement, recognition etc were motivators. Many motivational theories have been formulated drawing from his theory, like David Mcclelland (who formulated the achievement theory), Douglas McGregor (theory y), Abraham Maslow (theory z based on hierarchy of needs), Elton Mayo, Chris Argyris, etc. Robert Owen believed that humans were like machines, if taken acre off and maintained then it will work efficiently or else will fail to perform. Then there is also ‘the carrot and the stick theory’ of Jeremy Bentham. He believed that if promised a reward and given a push in the direction of work, then one would perform. But which reward would be suitable is a question as money may not induce the same response from everyone. Also the ‘stick’ or punishment like reduction of salary or demotion may induce defensive reactions like formations of unions etc. Maslow believed that all human require hierarchy and as long as they feel secure- socially physically then they will follow their need for self actualization. McGregor had two theories, X and Y. in X he said that humans are basically lazy and one needs to push them for them to work while in Y he said that work is required by humans as much as play, and they would like to use their imagination and be creative but the present set up only utilizes the available brainpower partly. Mayo formulated his theory by conducting tests. He believed that only pay and conditions are not motivation enough and one requires having a sense of belonging and one is always influenced by others.(Shah, Shah) McClelland believed that one was motivated by different needs such as power, affiliation, association and accomplishment. The theories propounded by these men and others have proved that by providing the right incentives for the employees one can increase their productivity and creativity, and the vive-versa also holds true. There is also the moral obligation to treat ones employees with respect and to assure to them their human rights. An employee’s performance is based on his or her ability and motivation. Their ability is based on various factors like education, experience, training, knowledge, etc. There is a difference between the performance of an employee and the capacity of the employee. Motivation helps the employee to travel the distance and realize his or her full capacity and capability and improve their abilities. There have been many who believe that motivation can come simply by increasing one’s salary and pay roll, but surprisingly this does not hold true. Motivation can be of various kinds. There can extra incentive given on the basis of performance. There can be added benefits such as company car or apartments, better recognition and appreciation of the work done, appraisals, to ensure that the employees know that the work is valued, promotions, and having clearer goals for the employees to pursue, training opportunities, greater responsibilities, workplace awards, compensations, etc.( Halogen Software, reference article) The management can also ensure that the working environment is comfortable. Also there can be negative inducements also. There can be that if one is not performing then there could be demotions, cut in the salary, etc. Competition with other co workers should be promoted in a healthy manner which would ensure that workers keep trying to improve their own performance in the team. Microsoft has over 27,000 employees out of which at least 4,000 are already millionaires. Thus, when it comes to work place motivation in such a place monetary motivation loses its significance and it becomes difficult to promote motivation among employees through monetary incentives. As the employees are highly trained professionals, the company must focus on motivating its employees through social and professional motivations like recognition of work, individual achievements, responsibility, promotions, etc. Microsoft has certain areas which helps motivate its employees indirectly through money. Microsoft has what is referred to as ‘paper-millionaires’ who are millionaires on paper, as they hold stocks in the company. This provides them incentive to ensure that that the company’s stocks remain high, as the stock holders have direct vested interest in the stock prices of the company. Thus, due to the fact that their financial accomplishment or collapse is directly dependent on their performance, the employees will continue to work and will have enough incentive to keep improving their performance. So long as they are stock holders they will thus continue to strive hard and this would in turn ensure that the company’s performance level is maintained. Microsoft also holds an important place in the technological industry, and due to this their employees are considered the best in the market. This too acts as an incentive to ensure continuous performance by the employees. As mentioned earlier monetary motivation only has a limited scope at Microsoft as there is a high numbers of qualified and professional employees. Thus, to inspire the Microsoft employees to increase the efficiency of their work one requires providing social incentives. As Herzberg said there need to be motivators. The hygiene was the monetary incentives, healthy working environment, infrastructural facilities, recreational facilities like cafeteria, etc. Motivators would be individual work recognition, promotions, appraisals, rewards, etc. Microsoft employees are professionals and would deprive satisfaction from work itself, and from new achievements. Thus, they can be motivated by setting higher goals for them to achieve. They should be given more challenging projects. Acknowledgment for work done, praise, etc would serve as motivations for these professionals to improve their work. Also the system of awarding rewards to individuals for their achievement would be another way of promoting healthy competition and increasing their working capabilities. Their can be interactive sessions held to ask them what they believe would help them perform better and such suggestions should be considered and implemented by the management if considered to prove fruitful. Through this essay it has thus been established that it is not only the ‘carrot and stick’ or reward or punishment method which can help improve the working of the employees of a company or an organization. One has to consider all the factors involved and ensure that there is no dissatisfaction among the employees. One needs to focus on the aspirations of the employees, ensure that the infrastructural requirements are met with and that there is recognition of the work done. Also one needs to remember that in case of highly trained professionals challenges and problems help increase efficiency as these professionals enjoy work and monotonous work leads to disinterest which causes performance levels to fall. Responsibility, promotion, accountability all induces better work presentation by the ‘professionals’. Thus, one needs to provide not only ‘hygiene’ but also ‘motivators’. References: Halogen software, Resources: reference article. Employee Motivation: How to Make Workplace Rewards More Productive accessed on Tuesday, June 30, 2009 from http://www.halogensoftware.com/resources/reference-library/employee-motivation.php Herzberg.F, 1966, “Work and the nature of man” published in 1966 pp. 104-109. Motivational techniques at Microsoft, August, Motivation Techniques at Microsoft     Uploaded by impulsive on Aug 1, 2005, accessed on Tuesday, June 30, 2009 from http://www.echeat.com/essay.php?t=27506 Shah, Shah Theories of Motivation, (Part - 3 of Motivation) - Ken Shah & Prof. Param J. Shah accessed on Tuesday, June 30, 2009 from http://www.laynetworks.com/Theories-of-Motivation.html Read More