Workplace Motivation, Essay Example

Introduction

The employees are essential to a company and can make the success or failure of the company. They are pivotal in productivity levels of a company as their effort is a valuable resource in production levels. A system of the organization is, however, relevant in making use of these efforts of the employee. This essays presents workplace motivation of employees in wood industry that deals with production of furniture.

Discussion

The management in this sector has motivational policy and efforts of rewarding the best performances and setting standards. Managers are able to lead employees in terms of individual performances and motivations. It is then ideal for the manager specifically the human resources personnel to motivate employees. Motivational practice and theory are hard to implement as they touch on many disciplines. For the human resource to motivate employees and enhance productivity, they must understand human nature and personal differences. This is essential in rewards as motivational strategies based on work performance and rewarding. Properly motivated and rewarded employees in this work sector have been more creative and productive (Accel team development, 2011). They identify problems and dedicate all their efforts towards delivery of the expected outcome. In this essence, rewarding performance is a motivational strategy that builds commitment and dedication by workers to put their effort. Through rewarding the performance, the employee strives to produce the best result in order to earn the reward for a specified standard of performance.

Employees in this industry do what they feel just to meet their working hours regardless of the output level. This is because the sector is quite physical and needs much strength. Thus, they need motivational strategy like setting work-related goals. This will make the employee strive and meet the set goals. In the endeavor to meet the set work-related goals, the desired productivity level is achieved in turn. Setting work-related goals like producing a number of furniture units in a specified period would motivate employees to deliver these units. In the end, the productivity level is realized rather than just completing expected hours of work (Accel team development, 2011).

Effective discipline and punishment among the employees plays a key role ion performance of the employees. Punishment should be positive and intend to boost employee’s performance. The management as a motivational effort implements this during employee resistance and difficulty in work-related tasks. Positive punishment used in this company intends to bring positive correction and motivate employees by giving time and space of changing and improvement (Jones, 2008).

The management’s philosophy in this company undertakes employee motivation through continued job restructuring. This eliminates monotony and status quo among the employees. In this case, doing the same job over a long period may stagnate performance. The company uses the policy of restructuring jobs. Satisfying the needs of the employees is a key motivational strategy used by the company. When their needs are satisfied, they are motivated to deliver more effectively. Fair treatment of employees is another pertinent philosophy of motivation in this company where all employees are treated equally and fairly. Management practices work-related laws that are fair to employees and the company hence boosting productivity (Jones, 2008). Positive reinforcement is also used to motivate employees and boost productivity.

Motivational theories can be applied in this industry and may affect both employees and management. The theory of David McClelland has developed theory of desire to achieve, and this is essential in management and productivity at this company. The theory of achievement motivation states that there is a need for achievement that is distinct in human motives. It is distinguished from other needs. This theory can be applied by identifying such individuals and facilitating their motives of achieve. This, however, affects the employees in that it will create segregation and unequal treatment of employees (Murphy, 2009). The theory argues that the motive of achievement can be isolated and assessed in a group of employees.

Douglas McGregor’s theory of X and Y can be sued in this factory though it has effects on employees and management like other theories. The theories have assumptions on the nature of human behaviors at the work place theory X assumes that human beings generally dislike work, and they will do anything to avoid it if they can manage. Because of these, McGregor believes that people must be threatened or coerced, and they will work hard enough. Theory Y assumes that the expenditure both physical and mental effort in the workplace is natural like play and rest. Assumptions of theory X are not an ideal method to encourage, and motivates employees as it breaks the relationship. It may even lower the productivity and creates negative perception to the management a phenomena that may fail the company (Murphy, 2009). Theory Y is effective and may boost productivity because it satisfies the employees and management.

Conclusion

Management and leadership have to organize and recognize issues facing the employees in the work place. This is a key step in ensuring comfort and satisfaction of the employees in their work. Clear understanding of duties and procedures involved are vital in employee motivation. Employees have to be motivated to perform optimally and deliver a high-degree of productivity. The responsibilities of the managers are to get work done by employees in the workplace.

References

Accel team development (2011). Advancing employee productivity. Retrieved on May 22, 2011, from< http://www.accelteam.com/human_relations/hrels >

Jones, I. (2008). The Human Factor: Inside the CIA’s Dysfunctional Intelligence Culture. New York: Encounter Books.

Murphy, J. (2009). Inner Excellence. New York:  McGraw-Hill.