Motivation in Organizations

Employee motivation is the level of zeal, energy, innovation, and commitment that an employee brings
within the organization. Motivation is the strength that boosts and directs the behavior of a person
sustainably. It also means how engaged and empowered an employee feels related to an organization’s
goals and objectives. Motivated employees are considered one of the biggest assets of an organization.
There are two categories of employee motivation- intrinsic and extrinsic.

Intrinsic motivation: Intrinsic motivation is self-granted and comes when something is meaningful or give
sense of purpose where they decide to make an effort with opportunities for achievement and advance is
Intrinsic motivation.

Examples:

• Job contentment
• Individual growth
• Achievement

Extrinsic motivation: Extrinsic motivation is the process actions taken by the organization. Usually
involves an incentive or anticipation of reward.

Examples:

• Money
• Awards
• Performance feedback

The importance of Motivation:

Organizations that succeed to attract, retain and motivate employees, emerge as winners. It doesn't take
much to have a motivated workforce; all you need to do is create an exciting environment.

One of the manager’s primary tasks is to get people to perform at high levels. This means getting them to
work hard, come to work regularly, and make positive contributions to the organization’s mission. Job
performance, in turn, depends on motivation as well as on ability and environment. This relationship is
stated as follows:
P=M+A+E
where P = performance, M = motivation, A = ability, and E = environment. To attain high levels of
performance, an employee must want to do the job (motivation), be capable of doing the job (ability), and
have the right materials and equipment (environment). A deficiency in any one of these factors will hurt
performance.
It is through motivation that the human resources can be utilized by making full use of it, this can be done
by building willingness in employees to work. This will help the enterprise in securing best possible
utilization of resources. The main benefit it provides is as follows:

• Puts human resources into action.

• Improves level efficiency of employees.
• Increase in productivity
• Reducing cost of operation.
• Improving overall efficiency.

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The Motivational Framework:

The motivational framework that has evolved from current thinking consists of six stages.

1. The starting point in the process is a need, which is a deficiency experienced by the person.
2. The need triggers a search for ways to satisfy it.
3. Next comes a choice of goal-directed behaviors.
4. Performance is the act of carrying out the goal-directed behavior(s).
5. Rewards or punishment follow as a result of the performance.
6. Need deficiencies are reassessed by the employee.

COMPANY PROFILE:
Company Name: Gweebarra Industry Ltd.
The history of this company actually originates from Harworth, England from the 1870s, where Mr. James
R. Feather ran a grocery shop in the small town, which also evolved into a popular bakery.
The basic passion for serving good food and new innovative recipes became embedded into the family of
Mr. Feather as they carried on the family’s traditional business, and it is his grandson, Douglas J. A Cooper,
who decided to implant those values into starting a food business in Bangladesh.
Having inherited that great passion for food, Mr. D. J. A Cooper. expanded the food business of his
ancestors in England to Dhaka in 1984, under the name of Sorrento, which was later converted to
Gweebarra, in 1986.
What started in Bangladesh with just 1 small outlet and a factory, implementing the idea of a British bakery
and setting the standards at par with UK, soon became a bustling business with outlets sprouting up all over
the city with the passing years.
Soon the holding company of Gweebarra Limited was created to own and manage the Cooper’s Bakery
outlets and all the other sister concerns, the corporate sales and other affiliated enterprises. The business
was expanded further under the able leadership Mr. John and Mr. Simon.
The team now includes experience award winning HR Professionals and Management experts, designers,
international chefs and quality experts and a few hundred eager and enthusiastic staff across all outlets,
factories and offices. The company now strives to attain nationwide presence and is working tirelessly to
achieve that goal.

COMPANY STRATEGY:
Vision:
Passionate about winning smiles of millions by serving the best and the healthiest products at every city
in Bangladesh and beyond with a continuous improvement system in place.
Mission:
1. Serving high quality, fresh and safe food products.
2. Satisfy customers to secure loyalty.
3. Create wealth for all stakeholders and employees through profits and growth.
4. Energize and reward employees.
5. Create an ongoing win-win partnership with our suppliers.
6. Care about the community in which we operate and our environment.
7. Secure a trend setting brand image.

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Guiding Principles:
1. Make it your own.
2. Everything matters.
3. Be professional.
4. Become a leader.
5. Surprise and delight through creativity and passion.
6. Dare to dream.

EMPLOYMENT DATA:

Total Employee Total Staff Total Worker

783 74 710

CERTIFICATION:
• HACCP
• ISO 9001-2000
• Citation for “Dream Company to Work for, based on HR Policies” awarded by Asian HR Congress
2017, Singapore
• Citation for “Corporate Brand to Work for” awarded by World HR Congress at Bangladesh
Corporate HR Brand Awards 2017

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GBIL ORGANOGRAM:

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Gweebarra Industry Ltd. is on a growth, building on brands, financial strength and the strong commitment
of management and employees. GBIL take care of its employees, in return benefited from lower staff
turnover and churn, increased productivity, customer satisfaction and advocates for the company.
There are few motivational steps taken by Gweebarra Industry Ltd. to motivate employees has displayed in
the following:

An Adaptable Working Environment:

A conducive work environment has a positive effect on motivation, job satisfaction and organizational
commitment. GBIL offers its employees an adaptable and healthy working environment that encourages
the spirit of the employee’s involvement to work harder to achieve organizational goals.
Praise and recognition:
GBIL always motivate its employees by recognizing them for their work and provide positive feedback
and communicate that they are valued and appreciated. Remind employees that their achievements are a
vital contribution to the organization’s overall mission.

An employee who achieved the targets in a month received a special gift from the organization along with
his name being put up on the bulletin board.

Training and Development:

GBIL always believe that investing in employees, investing in the company’s overall success. One of the
most effective ways of employee motivation is to offer further training opportunities for employees.
GBIL regularly arranges various types of training program for employees that increase efficiencies in
processes.

Cross-training and Job rotation:

GBIL recently introduce an effective training technique and job rotation implemented horizontally,
upward and downward. This technique achieves the following objectives:
▪ Prevent inactivity
▪ Learning and development opportunity
▪ Rejuvenates all other department
▪ Understanding of the different departments and the organization as the whole
▪ Better coordination and team work.
▪ Erases differences, enmity and unhealthy competition.
▪ Increase knowledge, skills and work performance
▪ Improves overall motivations
▪ The sharing of organizational goal and objectives

Retention Practices:
GBIL are making efforts towards improving on their employee motivation and retention in which the
employees are encouraged to remain with the organization. The company introduces half yearly and
yearly promotion cycle and increases variable payout to retain employees.

Employee Discounts:
GBIL gives employees a discount on products and services for special offers.

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Build a Personal Connection:
Productive, respectful relationships between employees is key to company’s success. GBIL ensure to build
a connection between employees so as to they can discuss more openly and able to manage personal and
professional life better leading to better performance.
Free On-site Breakfast and Lunch:
GBIL offering on-site free breakfast and lunches to the employees to encourage them to stick around during
their lunch breaks, giving them the opportunity to interact with co-workers and get back to work in a timely
fashion.
Healthy work-life balance:
GBIL helps its employees by creating a healthy working environment and offering a flexible working
arrangements that prioritizes work-life balance. Employees are way more productive and much happier as
a result.
Employee Involvement:
GBIL find ways to tell its employees that they are special to the organization. Therefore, employees feel
that they have a purpose and enjoy their work.

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