Running head: EMPLOYEE MOTIVATION 1

Student’s Name: MARTIN MUEMA MUNYOLI

Institution: KENYATTA UNIVERSITY

ADM. NO: D53/OL/CTY/24649/2014

Course Instructor: MRS. GAKOBO

Course Code: BBA 820

Date: August 5, 2015

Task

As a manager, you have noticed that employees in your organization have lost their motivation to

work. Discuss with your Human Relations Manager how the two of you can motivate the

employees to salvage the situation.

Introduction
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Employee motivation is the best tool that can be introduced to a low performing

organization which is in need of success in future. Employee motivation is a factor that causes an

employee in an organization to pursue work tasks or goals. Employee motivation is what causes

an employee to act in certain which is different from the normal way (Hoobler, 2010). As a

manager of an organization I would prefer using the two theories of motivation in order to

improve the success of the organization. The two theories include the extrinsic motivation and

intrinsic motivation. Extrinsic motivation is the external factors that enable an employee to work

towards fulfillment of a work goal. They include punishments and rewards. In my case I will use

the rewards instead of the punishments. The intrinsic motivation is a motivation that comes from

the act of willing of an employee. This is caused by the work itself when it becomes interesting.

The work may be satisfying, fulfilling and enjoyable. This is the best method of motivation as a

manager I would request the human relations manager to engage in. it makes the employees to

enjoy the work themselves without applying force (Singer, 2006).

The highly motivated employees focus their efforts in achieving the best unlike the

unmotivated ones. In our organization employees have lost the motivation to do the daily work

so as a manager I have a big task to return things to normal by employing both intrinsic and

extrinsic motivation. I would advocate for better methods that can make the employees to feel

satisfied and be able to enjoy their work. As a manager I would use the effective motivational

factors that will completely change the behavior within the shortest time possible. The following

will be some of the strategies that I will apply to see the change in the organizational motivation:

i. Facilitate an organizational environment where the employees or staff are

valued and can receive the necessary support in order to realize their potential.
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This will contribute to the development of organizational strategies and

processes in improving the effectiveness of the organization.

ii. Ensuring all Hr strategies, policies, processes and procedures in the

organization focus on employee objectives and organizational goals.

iii. Introducing cultural activities, incentives and processes in the organization to

motivate employees.

iv. To engage with the employees in dialogues to be aware of and manage their

expectations by keeping the organizational goals in view.

v. Consider using a mix of non- financial incentives to enhance employee

motivation and organizational effectiveness.

The non financial incentives are the best in increasing employee motivation. This is

because of the impact it will put to the employees to do the work willingly. This shows the level

of morale the employees are satisfied with in the organization (Hoobler, 2010). The non financial

incentives will include the following:

Job rotation

As a manger I will make sure the company moves the employees through a range of

different tasks or jobs. This method will allow the employees to gain more insights into the

processes of the company. It will also increase the employee’s satisfaction through the variation

of tasks. The advantages of this are that more people will know about the task and be of benefit

when there is an employee away someone else will be able to do the job.

The only disadvantages of this type of method are that the workers need to be trained to do the

Different tasks which will incur extra cost (Mawoli, 2011).

Job enrichment
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This is used to make the jobs more interesting to the employees by improving the work

Processes and the environment. This method tries to eliminate these drawbacks and bring better

performance to the workplace where some jobs are unrewarding causing workers to feel

dissatisfied in their position due to the lack of challenge, or due to repetitive procedures. The

employees have more responsibility and it improves the

Work environment. The workers feel that they have something to aim for therefore the workers

will work harder. As a manager I will put in place the strategy in order to build in good relation

with the employees (Lawler III, 1973).

Job enlargement

This means increasing the scope of a job through extending the range of its duties and the

responsibilities. The method is more done by the employee on the same product and there is no

training needed and the costs are quite low. This will improve the standards of work and also

motivate the employee to work in the organization.

Flexible working

This is a method where the employees can choose the hours and the days of work as long

as they work a specific number of hours a week. The employee can fit in other commitments,

and it benefits the company and the employees. This improves the employees to complete their

tasks in time. This will also increase the productivity because of the morale within the

employees.

Work/Life Quality

As a manager I will recognize the need to help employees strike a balance between their

work and home lives. I will help them by combining employees satisfying careers and fulfilling
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personal lives. This will help the company tend to end up with a happier, less-stressed, and more

productive workforce. The financial benefits include lower absenteeism, turnover, and health

care costs (Singer, 2006).

Family-Friendly Programs

In addition to alternative work arrangements, I will also offer programs and benefits

designed to help employees meet family and home obligations while maintaining busy careers.

The employees will be willing to work hard to benefit from the program. This will also increase

the morale to do work willingly (Singer, 2006).

Paid Parental Leave

I would ensure any employee who becomes a parent can take three weeks of paid leave.

New mothers also get time off through short-term disability benefits. This will retain the

employees in work. It will also motivate them.

Compensation and Benefits

Though paychecks and benefits packages aren’t the only reasons why people work, they

do matter. Competitive pay and benefits also will help organizations attract and retain qualified

employees. Companies that pay their employees more than their competitors generally have

lower turnover. This strategy allows my organization to attract extremely talented workers who

will long in the organization. In addition to salary and wages, compensation packages often

include other financial incentives, such as bonuses and profit-sharing plans, as well as benefits,
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such as medical insurance, vacation time, sick leave, and retirement accounts. All this

compensations will increase the employee motivation (Singer, 2006).

Incentive Programs

In addition to regular paychecks, I will introduce the incentive programs where

employees will receive financial rewards based on performance. These are programs designed to

reward employees for good performance. These programs will motivate the employees to work

hard in order to get the reward (Singer, 2006).

Conclusion

Employee motivation is important factor in the success of the organization. The

motivation increase will improve the organizational performance. Every manager in any

organization must be able to know how to handle employee problems and how to improve their

morale. I advocate for the use of both the intrinsic and extrinsic theories of motivation.
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References

Hoobler, J. M., Rospenda, K. M., Lemmon, G., & Rosa, J. A. (2010). A within-subject

longitudinal study of the effects of positive job experiences and generalized workplace

harassment on well-being. Journal of occupational health psychology, 15(4), 434.

Lawler III, E. E. (1973). Motivation in work organizations.

Mawoli, M. A., & Babandako, A. Y. (2011). An evaluation of staff motivation, dissatisfaction

and job performance in an academic setting. Australian Journal of Business and

Management Research, 1(9), 1-13.

Singer, P., & Goodrich, J. (2006). Retaining and motivating high-performing employees.

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