Case Study (02) – Employee Motivational Need
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Case Study (02) – Employee Motivational Need According to the informal survey’s results they have illustrated, we can see that employees have different prior factors when it comes to job satisfaction. They have done this survey with a wide range of employees consists of physician executives including CEOs, vice presidents, medical directors, department chairs, consultants and staff members. They have covered both individual and organizational views on job satisfaction. When considering about the facts that the most number of people have suggested about, we can see that Herzberg’s two factor theory is an applicable method to analyze these results. Herzberg’s two factor theory says that there is a certain set of factors which causes satisfaction in workplace, while there is another set of factors which causes job dissatisfaction and these factors act independent from each other. There’s a bit complexity in this theory if we do not understand it precisely and because of that we can define it as simply as below; Factors that can de-motivate if not present, but do not actually motivate employees to work harder are called “Hygiene factors” while factors that directly motivate people to work harder are called “Motivators”. Hygiene factors can be determinants of job dissatisfaction and Motivational factors works as determinants of job satisfaction. Salary, fringe benefits, working conditions, quality of supervision, interpersonal relations, status and security are examples for hygiene factors and they are extrinsic. Intrinsic factors such as achievement, recognition, work itself, personal growth and responsibility, are examples for motivational factors. The maximum number of percentage which is 46 percent have declared that improving communication and personal relationships is a successful method towards job satisfaction. Effective communication is a golden thread which ties the basics of management. Via a clear communication process an organization can achieve their goals successfully. Team spirit can be built within the staff of a company through open, honest and regular communication and it leads to a better productivity and efficiency. The employees who are sharp at their communicating skills are valuable assets to a company and if the leadership has such skills they have the ability to empower others to have a voice as well. But instead, if there is poor communication it may de-motivate the staff and it may begin to question their own confidence on proper communication skills. As I have mentioned above, it can be categorized as a hygiene factor which can lead into job dissatisfaction. Not only communication but also interpersonal relationships is also a method of job satisfaction suggested by the majority of the executives in this survey. Interpersonal relationships play a paramount role in job satisfaction but if the relationships are weak, it can be a direct determinant to dissatisfaction. Relationships with peers, relationships with supervisors and relationships with subordinates are some examples and if these relationships don’t work right the employees may feel uncomfortable inside their working environment. According to the two factor theory we can understand that these hygiene factors are all about making an employee feel satisfied, happy and comfortable so if those factors are not met , they may feel it as something is missing or inadequate. Let’s consider about the opinion of 9 percent who took part this survey. They believe that improving leadership quality is a successful method for job satisfaction. Leadership is an important and a critical role when it comes to enhance the performance of an organization. A good leader is a person who is capable of making the people around him feel better and this matches perfectly with one of the hygiene factors mentioned in the Herzberg’s theory. If there’s a good leadership the staff will be motivated to perform their best and it will increase the efficiency as well. And also having a leader who is a good listener may also make it convenient for the staff members to work with. In this survey the staff had also said that they expect to be listened well and treated with respect. So if the management authority of a company respects their workers, they will also receive the same respect and gratitude in return and according to the Herzberg’s theory they will find satisfaction on their role too. On the other hand bad leadership can completely discourage the workers. As an example, if the leader is a bossy person who always blames or hard to deal with, it will discourage the workers from being loyal to the leader as well as to the organization. In Herzberg’s two factor theory he has stated about the motivational facts which directly motivate people. “Recognition” is a motivational factor which is highlighted is this survey too. The employees had mentioned that they really like to get the credits for their performances, especially in front of their bosses or in a large group. It proves that people are motivated when they are appreciated specially in front of others. The morale which they receive through appreciation can boost their performances and self-confidence. According to two factor theory, if the appreciation is given, the employees will feel satisfied and if it is not received at the correct moment they will feel either not satisfied or dissatisfied with their job. Another fact mentioned by the staff is ‘’asking what they need to do their job better and try to give it to them”. This points out about providing adequate resources and a supportive environment to the workers. This is a hygiene factor mentioned in the Herzberg’s theory and if those resources, facilities and utilities are not satisfied by the management of an organization the workers will feel uncomfortable and unhappy to work there. To keep the employees satisfied the relevant management authorities should understand employee’s individual requirements and if they want to get a better idea they can ask for suggestions as mentioned in this survey. Only 3 percent of respondents have stated that bonuses could be used to improve the satisfaction level of employees. It is found that even though cash bonuses can improve physician executive job performance, money is not too helpful when it comes to job satisfaction. And also one participant had stated that, “more money is certainly not the answer regarding job satisfaction”. But as it is mentioned in the Herzberg’s two factors theory, the feeling of not being paid fairly for the workload can cause negative impacts on motivation as well. Herzberg has also identified “job enrichment” as a motivational growth factor. He stated that giving extra responsibilities to employees can help them to feel both valued and trusted. Wider variety of tasks, manage own workload, greater complexity and challenges are also parts of job enrichment. Employees are mentally stimulated and more focused when they are given these kind of extra responsibilities. It improves their individual decision making abilities, the ability of handling several tasks at a time and they feel a greater sense of achievement after finishing a duty. Those achievements spontaneously become pillars of motivation for an employee as Herzberg had mentioned in his theory. By analyzing the results of this survey according to Herzberg’s two factor theory we can come to the conclusion that; even though the employees can be satisfied with hygiene factors into a certain extent, they get attracted for motivational factors more. And if you truly want to motivate the employees, the very first step is to make sure they are treated fairly, with respect. Once it is done helping employees to grow within their career, giving them opportunities for achievements and appreciation will probably improve the level of job satisfaction. Download 15.84 Kb. Share with your friends:
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