Identifying Motivational Problems

1. The problem is a reflection of the expectancy theory of motivation by Porter and Lawler. To obtain rewards in any system, in addition to performance, the individual needs to possess the necessary skills and abilities and also put in efforts. Sarita in this case has been working hard but does not want to improve her skills and abilities to take up the administrative responsibilities. The problem can be solved by showing her the link between effort±performance and reward± satisfaction as per expectancy theory. This will help her understand that satisfaction will result only when she makes the effort to learn the skills and competencies required for the administrative task.

2. The reason for low morale and motivation of employees can be traced back to the monotony of the task and the rewards attached to it which develops over a period of time. The reward, which initially looks very attractive slowly, loses its attraction over a period of time. This can be related to Herzberg¶s theory of motivation, which suggests that until some motivators are added to the task, even the incentives attached to the task will lose their value after some time. The problem can be taken care of by bringing in some novelty in the way the task is being performed or change the reward structure attached to it. This will break the boredom and monotony, which is the cause of low morale and motivation.

3. This situation can be again traced to Herzberg¶s theory of motivation or even to Maslow¶s theory of motivation. Instead of designing an incentive programme at the level of the management, try to find out what are the needs and requirements of the employees in the organization. Any programme that is designed should be need-based.

4. The reason for high attrition can be attributed to the motivation±hygiene theory propounded by Herzberg. The company may be offering employees more than average financial rewards;

. very few members of the minority community occupy top or middle level management positions in the organization. The company will need to restructure its job design to add more motivators such as skill variety. The problem in this situation is related to the attitude of the previous chief operating officer who was prejudiced towards a certain section of the workforce. This action will send a positive message to the outside world and would help to enhance the image of the company. This issue can be resolved by being more open minded and by approaching the issue with greater sensitivity. and feedback on the job. 6. 5. Vikas will have to shift to variable pay structure rather than fixed pay structure to solve this problem. autonomy.however. As a result. the work itself may not be very challenging as per the expectations of the young engineers. This will help to keep a check on his performance all the time. the company becomes fairer to all the sections of the society. task significance. task identity. By bringing diversity into its workforce and balancing the workforce. The performance of the employee needs to be assessed on the basis of the quality of service provided by him and that too randomly and unannounced. As a result of this the employees are more interested in quantity of work done (number of hours invested) rather than the quality of work (service to the customer). The problem is on account of the time-based wage system which pays employees on the basis of the number of hours served in a day.

Sign up to vote on this title
UsefulNot useful