ADDIS ABABA UNIVERSITY

College of Business and Economics

Human Resource Management
Group assignment
Section 3 Group 6

Student Name ID
1.Tesfaye shegaw...................…………...…......…......UGR/0226/13
2.Mohammed Yimer..................….........…….…..…...UGR/5765/13
3.Ribika Belie ...............................….......……….….....UGR/8056/13
4.Molla Gizatu ....................…………….…......…….…....UGR/ 14 17/13
5.Tseganesh Getachew................…….…...……….…..UGR/8066/13
6.Tsion Melesew.......................…….…………....……...UGR/9987/13
7. Yenenesh Abate........................……..……………....UGR/3748/13
8. Samrawit hunegnaw…………………………………UGR/1483/13

Submitted to: instructor Yohannis N

Submission Date: february,1 ,2023
Table Contents Page
Introduction:..........................................................................................................................................................2
1.Background of organization..............................................................................................................................3
2.Theory of motivation..........................................................................................................................................3
3.Assessments of the organization motivation system.......................................................................................4
4.Conclusion...........................................................................................................................................................6
5.Recommendation................................................................................................................................................6
6.Document attach.................................................................................................................................................7
8.Reference.............................................................................................................................................................8

The major motivational tools used by the organization and which theories of
motivation support the motivational method of the case organization.
 Employees perception towards the case organization motivation methods
 Major problems occurred in the case organization because of lack of motivation
 Other points
 Your conclusion regarding the weakness/strength observed in the case organization
 Your professional recommendations to alleviate the problem in the case organization,
if any

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Introduction.

Motivation is very essential and vital for organization success and achievement.It has been
defined by different scholar as “the process that account for an individual’s intensity, direction,
and persistence of effort toward attaining a goal” (Stephen & Timothy,2010). Intensity here
means the degree of how hard an employee performs in an organization.And when leaders try to
motivate employees, they will mainly focus on the part of intensity.Secondly, an organization
cannot reach success without a right direction. Therefore, how to organize employees work well
towards the organization’s goals is an important issue to be considered. However, employee
motivation is an endless process. Employee motivation is one of the policies of managers to
increase effectual job management amongst employees in organizations (Shadare, 2009). A
motivated employee is responsive of the definite goals and objectives he/she must achieve,
therefore he/she directs its efforts in that direction. Rutherford(1990) reported that motivation
formulates an organization more successful because provoked employees are constantly looking
for improved practices to do a work, so it is essential for organizations to persuade motivation of
their employees (Kalimullah, 2010).
In each and every organization achievement and success mostly depend on employees
motivation.leaders need to find creative ways in which to consistently keep their employees
motivated as much as possible. Motivation is highly important for every company due to the
benefits that it’s able to bring. Such benefits include (Bob Nelson, 2003.greater employment
satisfaction ,rising employees self-eficiency ,to company goal achieve,team harmony
and ,working condition stability.To come up with those motivation important there are many
theory of motivation developed through the time for instance Abraham Maslow ,Herzog two
factor theory ,goal setting theory ,expectancy theory and so on.

We went to an organization as a team to get information on a topic of motivation system In case

of a certain Company . And the organization we have chosen for this assignment is called Entoto
Poly Technic collage.Most of the employees of this organization are teachers and,different
department employees like finance , office dean ,ICT,training and academic office etc.We were
asked our question relevant to assignment topic to Entoto Poly Technic Collage Human resource
manager Mrs. Melesu Zelalem. She give us very nice and wide range information about their
organization motivation system in order to make motivate college employees to acheive mission
and vission of organization.In this paper we have mentioned all ideas.so, you will get there all
ideas and information.

1.Background of Organization

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Entoto Poly Technic Collage is one of governmental technical and vocational Educational
organization.it was established in 1925. the provisions education serve as primary school then
gradually improved to secondary school until .since its foundation in19 74.it was known by
emperor haile Selassie I of Ethiopia 'Teferi Mekon'.when military government came to the power
the name of it was changed to Entoto comprehensive secondary school.In 2002.it however
changed its name to Entoto poly Technic and Vocational Collage.it has been the name collage of
up to now.Furthermore, it is located in District 3 Gulele sub -city at Addis Ababa .it also found
between Addis Ababa University and America Embassy .

This collage offering training on different skill that may require practice only in (hard skill).from
providing training some of these are information technology ,metal and wood work,textile and
garment technology ,construction technology as well as electrical and electronics.all those
occupation derived from National occupation standard prepared by minister of education in
collaboration with stakeholders (alemu, 2012)

Enroto poly technic college now has 620 permanent staff and 5 temporary employees.The basic
vision and mission of this organization which is entoto polytechnic collage is mentioned below
here.

Vision

One the country level to give the Excellency training that is accompanied by technological
advancement based on of TVET strategy to be one of selective Poly Technic collage in 2025.

Mission

 creating competency , competitive and skilled human resources.

 Through research and development solve different problems.

 Build up or intensify small and middle industry institution.

 providing or come up with different technological product to any sector .
2.Assessments of the organization Leadership style in case of Entoto Poly
Technic Collage.

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In this section we will see the leadershp style of Poly Technic Collage ,.Leadership is a process
of influence on other behavior ,attitude and action to a achieve goal.On the other hand leadership
style is a way that lead other it might be authocratic ,Democratic laissez free,charismatic and so
on.According to our interview and observation the leadership style of Entoto Poly Technic
Collage is laissez free leadership style.The major reason to use this style The collage provides
technical and vocational theoretical and practical skill provides to students.All teachers are
skilled and knowledge they do not need any other person influence

In General the leaderships style of organization is

2.Theory of Motivation.

Through the time passage there are a number of motivation theories develop,because motivation
is very important for personal life ,orgnaizayion and country.At a high level, motivation theories
can be split into two distinct categories: content theories and process theories

From the past theory of motivation Abraham Maslow,hergy two factor theory ,and theory of X
and Y are notable.For contemporary period motivation theories are goal
setting ,expecctancy,Reinforcements ,and ERG motivation theory.All these theory we try to
explained one by one under here.

2.1.Content Theory of Motivation

A. Maslow’s TheoryOne of the earliest works in employee motivation and job satisfaction
was presented by Maslow (1954). This work is considered pioneer in motivation theories and has
served as a basis for many other theories. Maslow’s work provided valuable notions, concepts,
and ideas related to organizational behavior and job satisfaction. According to the theory of

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Maslow's there some most basic level of needs of a human that must be met before a person
develops a strong desire or get motivated for higher level needs .

He presented the five tier hierarchy of needs in 1942 to a psychoanalytic society and identified
that the most basic need emerges first and the most sophisticated need last. The most powerful
employee motivator is the need which has not been satisfied. According to Maslow,

1.Physiological needs are the things we require for survival, like food, clothing, shelter, and
sleep. In corporate world, adequate wages represent such type of needs

2.Next level is of safety needs, which are necessary for physical and emotional security.
Through job security, health insurance, retirement benefits, and safe workin environments, these
needs are satisfied. Moving up to the third level is the social need, where people seek for love,
affection and belonging. Relationships in the work environment and in the informal organization,
as well as in social networks with family and friends outside the organization are good examples
of social needs.

4.Next level is the esteem need, where we urge for respect, recognition,accomplishment and worth.
The management can fulfill such needs by matching the skill and ability of the employee to the job, by
showing workers that their work is appreciated.

5. Finally, the self-actualization needs , which are the desires to grow and develop up to ones
fullest. He suggested that people start on the bottom and put efforts to go up to needs hierarchy. When
one need is fulfilled, it loses its strength and the next level of needs is activated. A satisfied need is
longer a motivator. The term "meta motivation" was coined by Maslow to describe the level of
motivation of a person who attempts to go beyond the basic needs and strives for improvement
constantly the human brain is complex and there are various processes running parallel and
simultaneously, and these processes affect the motivation level of a person. Maslow made clear
statements and relations regarding these levels and their impact on the satisfaction of a
person.According to this theory, once the needs at a particular level in the hierarchy of needs are
satisfied, they are no longer a motivating factor for an individual. The five levels of hierarchy are
Physiological needs, security needs, social needs, esteem needs and self-actualization needs. As each of
these needs become substantially satisfied, the next need becomes dominant and the individual moves
up the hierarchy. A good pay and interesting work are keys to higher motivation (Shafiq, 2011) B.
Herzberg Two-Factor Theory
American psychologist Frederic Hertzberg has propounded a theory of motivation which is also
called as the two-factor theory. He divided the factors of the work environment in to two:

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1. Motivating or Satisfier Factors: are factors that uplift the attitudes or performance of
workers. These include factors like achievement, personality, recognition, advancement, creative
and challenging work, growth on job etc

2. Hygienic or Maintenance Factors: are factors that prevent losses of moral and serious
dissatisfaction allowing the motivator to operate. These include factors like company policies,
quality of supervision, salary, job security, working conditions, employee benefits, job status
etcIf managers need to motivate their workers through motivating factors, Hertzberg
recommended that the hygienic factors to be kept at appropriate level. It is obvious that hygienic
factors are not motivatorsC. ERG Theory

This theory is published in1972 by Alderfer who argues that there are three groups
of core needs: existence, relatedness, and growth. In contrast to the hierarchy of
needs theory, the ERG theory demonstrate that (1) more than one need may be
operative at the same time, and (2) if the gratification of a higher level need is
stifled, the desire to satisfy a lower-level need increases. Maslow’s need hierarchy
follows a rigid, step like progression (Robbins, 1998). Maslow’s physiological and
safety needs belong together to existence needs. Relatedness can be harmonized to
belongingness and esteem of others. Growth is the same as Maslow‟s self-esteem
plus self-actualization. Both Maslow and Alderfer tried to describe how these
needs, these stages of needs become more or less important to individualsThere are
two forms of equity: distributive equity, which is concerned with the fairness with
which people feel they are rewarded in accordance with their contribution and in
comparison with others; and procedural equity, which is concerned with the
perceptions employees have about the fairness with which company procedures in
such areas as performance appraisal, promotion and discipline are being operated.

2.3.2. Process Theories of Motivation A. Theory of Expectancy The underlying

motive behind the reward system is to motivate employees to perform at a higher
level when attractive rewards are offered (Jacobsen &Thorsvik, 2002). The core of

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the expectancy theory is relying on employees‟ willingness to perform a certain
activity. This is depending on the extent to which a specific target is rewarded,
which for example could be ahigher salary or a promotion within the organization.
If the employee within the organization perceive the reward as valuable, the
performance will be greater. On the other hand, if the rewards are demotivating the
employee, the performance will be poorer (Alvesson&Sveningson, 2008). It is
essential that the reward is of a nature which is preferred by employees. The higher
degree of an actual desire for the reward, will affect to which extent the employees
are motivated to put down greater effort to perform. It is fundamental that there is a
clear-cut connection between a higher degree of effort, and that these actions are
leading to the preferred reward. This is the expectancy parameter, which
summarize the individual employee’s degree of expectancy to put down the effort
in alignment with the organization. The achieved results are depending on factors
such as roles, ability to perform a certain action and other human resources, which
affect the ability to reach the result. Therefore, employees within the organization
are often to a great extent motivated to act in a certain way. Hence, not all of the
employees have the ability to perform actions that leads to the preferred result.
(Jacobsen &Thorsvik, 2002) C. Reinforcement Theory

Reinforcement theory as developed by Hull (1951) suggests that successes in

achieving goals and rewards act as positive incentives and reinforce the successful
behavior, which is repeated the next time a similar need emerges. Conversely,
failures or punishments provide negative reinforcement, suggesting that it is
necessary to seek alternative means of achieving goals. This process has been
called “the law of effect” the connection between the behavior and its outcome
and, second, on the extent to which they are able to recognize the resemblance
between the previous situation and the one that now confronts them. Perceptive

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ability varies between people as does the ability to identify correlations between
events. For these reasons, some people are better at learning from experience than
others, just as some people are more easily motivated

D. Goal-Setting Theory Latham and Locke (1979) argue that setting goals are a
fundamental aspect in achieving motivational effectiveness. In addition, the
authors emphasize that those goals, which are unrealistic and arbitrary, could
become a demotivating aspect for the Organization’s employees. According to
their analysis, goals that are designed to a slightly difficult approach are the ones
that to a greater extent are motivating the employees to greater productivity. On the
other hand, goals that are too hard to achieve or too easy to reach is resulting in a
less productive action by the employees. According to Locke and Latham (2002)
goals are mainly serving four different mechanisms. Firstly, the goals serves as a
distinct directive function, which allows the employee to, at a greater extent, focus
on goal-oriented activities, instead of focusing on activities that is beyond the
goals. This mechanism provides the fact that the firm can align the employees with
the organization’s overall targets, when well-designed goals are used. The second
aspect that Locke and Latham points out is that goals allow employees to take on
greater effort and is functioned as a stimulating function. If the organization had
tougher goals, the employees would to a larger extent put more effort in
comparison with low-setting goals, which provide less effort by the employees.
Thirdly, goals are providing persistence affection to the employees, which imply
that employees that control their own time to reach the goal increase their effort in
the task. Finally, the authors describe that goals are encouraging employees to use
their overall knowledge and expertise to solve the task. To reach goals,
commitment is essential in the sense that the employees are dedicated to reach the
goals. This is especially important when the goals are more complex, since greater

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complexity requires higher efforts in comparison with lower level of complex
tasks. Another vital aspect in reaching more effective goals is to provide
employees with constant feedback from the managers. This feedback is
fundamental since it allows the employee to receive comments on progress to
reaching the goal. This feedback can enhance the effort, since unaware low-
performing employees is more likely to enhance their effort to achieve the goal if
they are well aware of that they are below the current goal level. Goal effectiveness
is also depending on the task’s complexity, which implies that it is of great
importance that the goals are designed properly to suit the task. (Locke & Latham,
2002) The motivational effect is underpinning that the goals need to be achieved,
and a potential threat can occur when employees is taking shortcuts to achieve the
goals, which results in performance that is less qualitative (Heedgard Hein, 2012).
The goal-setting theory is presented in order to generate a wider picture of how
organizations use goals and feedback to improve the motivation within the
organization. The researcher will have used this theory in the formation of the
surveys and interviews as well as in the analysis of the empirical findings.

E. Equity Theory Equity theory (Adams, 1965) is concerned with the perceptions
people have about how they are being treated as compared with others. To be dealt
with equitably is to be treated fairly in comparison with another group of people (a
reference group) or a relevant other person. Equity involves feelings and
perceptions and it is always a comparative process. It is not synonymous with
equality, which means treating everyone the same, since this would be inequitable
if they deserve to be treated differently. Equity theory states, in effect, that people
will be better motivated if they are treated equitably and demotivated if they are
treated inequitably. It explains only one aspect of the processes of motivation and
job satisfaction, although it may be significant in terms of morale

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F. McGregor’s Theory X and Y

Douglas McGregor (1960) produced his analysis of the different views about
people and how they should be motivated. Theory X is the traditional view that the
average human dislikes work and wishes to avoid responsibility and that; therefore,
most people must be coerced, controlled, directed, and threatened with punishment
to get them to put forward adequate effort towards organizational objectives. In
contrast, theory Y emphasizes that people will exercise selfdirection in the service
of objectives to which they are committed and that commitment to objectives is a
function of the rewards associated with their achievement. The associated concept
of operant conditioning (Skinner, 1974) explains that new behaviors or responses
become established through particular stimuli, hence conditioning – getting people
to repeat behavior by positive reinforcement in the form of feedback and
knowledge of results. The concept suggests that people behave in ways they expect
will produce positive outcomes .The degree to which experience shapes future
behavior does, of course, depend, first, on the extent to which individuals correctly
perceive

2.Assessments of the organization motivation system in case of Entoto Poly

Technic Collage.

Entoto poly technic collage to motivate its employees the theory that applied by the college is
herzberg Two Factor theor.This theory consists two factor the first motivatinal factor the second
hygien factor according to human resource manager of Entoto poly technic college,Mrs melesu
zelalem said" to motivate our employees mainly we provides recognition ,award ,grouth on job
as well as ." based on human resources manager explanation the motivatio.system is rely on
hezeberg two factor theory

Achievement

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Recognition

Advancement

Work itself

Personal growth

Responsibility

Grouth on job

The major problem that have been seen with in collage is increasing the number of employees
turn over from time to time due to motivation method according to the collage human resources
data .And another problem occur in collage employees are not satisfied and motivate towards
college vision and mission due to inappropriate motivation system.

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Entoto poly technic collage has many compensations and benefits that provides for
employees .According to Mrs.Melesu Zelalem human resource manager of Entoto poly technic
collage explanation that organization offering compensation by classified direct and indirect
compensation.

 From Direct Compensation providing by Entoto poly technic collage for their
employees. Under here mentioned

Direct compensation persuades to financial benefits offered and provided to workers in return of
the services that they provide to the organization. The financial benefits include Transportation,
leave travel allowance, medical allowance, rent of the house allowance, basic salary. They are
provided at an expected period at a definite time.

Basic Salary

Mrs .Melesu Zelelam said "our organization for each and every employees with in organization
paid their basic salary monthly regarding to this our payment method is time based
payment" .Salary is that amount which is received by the employee after some task done by

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him/her for a certain period of time that can be a day, a week, a month, etc. It is the wealth
employees receive from their organization for which they are working by depiction their
services.

Rent Allowance

Entoto poly technic collage Organizations either provide accommodations to its employees who
are from different regions, state or country or they provide house rent allowances to its
employees. This is done in order to maintain social security and to provide motivation in their
work.

Transportation

Entoto poly technic collage paid transportation allowance at the end of month when basic
salary paid to staff employees. If the employees have an ID that identifies them as employees of
the institution, they can access the service. This is to ensure that the employees of the institution
respect their working hours.

Bonus

Mrs.Melesu Zelalem said "our organization providing special Bonus and recognition for those
who achieved their duty ,and responsibility "

 From indirect compensation providing by Entoto poly technic collage for their
employees are listed below here,

Indirect compensation refers to non-cash benefits offered to employees in the exchange of the
service provided by them to the organization. So,Entoto poly technic collage gives the following
indirect compensations to their employees.

Overtime policy

Mrs,Melesu zelalem said" when our organization there is work that has to be done in specific
period of time ,but not done that .by paying overtime we try to done that unfinished
work".accordingly over time rate. Entoto TVET collage paid overtime payment for employees.

Flexible timings

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Entoto poly techic collage offer flexible timings to workers who can’t come to work during
normal shifts to their personal problems and valid reasons.

Employees service cafe

Entoto poly technic collage offer organization also Provides low-cost cafe service to staff
employees. The advantage is that employees are able to use their time wisely and to make sure
employees get satisfaction with a low cost.

Education opportunity

Entoto poly technic collage creating possible educational opportunity for their employees in
order to skill up and motivate them through it.In addition Mrs.Melesu zelalem said" we support
our employees to upgrade their educational level."this opportunity provides those who are
teacher .

It explains the reasons of job satisfaction and dissatisfaction. Thus, it is a

fact, not a theory of motivation.

It ignores the impact of situational variables on motivation.

This theory lays much emphasis on motivators and ignores the impact of
hygiene factors on motivation

Weakness more focused on motivation factor less satisfaction factor

Strangth

3.Conclusion
all organization must identify its mission, understand the perspective within which it has been
operating and developing a policy and structure for meeting its’ objectives and goals. To retain,
attract and motivate the employees required for high levels of performance the human capital
plan it adopts must contribute to its success.

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The direct compensation program and strategy utilization must be fitting the context and
contributing to organizational effectiveness. The rate of the pay must be fair, perceived and
competitive as appropriate by all companies. According to the Society for Human Resources
Management report, job dissatisfaction can contribute to multiple organizational problems and
has been associated with increased levels of turnover and absenteeism, which ultimately cost the
organization in terms of low performance and decreased productivity. (SHRM, 2009) Thus,
employer must ensure that the compensation and benefits system is fair and equitable to all the
staffs and understanding the system. By doing so, employer can create a real job satisfaction and
motivate their employees.

In case of Entoto poly technic collage compensation and benefit administration practice is very
well ,because according to Human resource manager of that organization Mrs. Melesu
Zelalem ,"Most of our employees with in the organization are teachers and different department
worker finance ,Ict, and other educational supporter department.these all are satisfied by our
compensation and benefit administration practice .for this reason the major evidence are they are
do their job with motivation and satisfaction and the other indicator according her explanation
they have an amazing job performance in each and every day".he also suggested other
organization making employees more satisfied in their compensation and benefit because when
an organization having effective compensation they can achieve their goal,but if they have not
that they will not achieve their goal,because any achievement with in the organization depending
on employees.therefore Benefits and Compensation are the two vital parts of employees reward.
And also both benefit and compensation are can be a factor for employees motivation and
satisfactio

4.Recommendation.

In conclusion, Herzberg suggested that to motivate employees, job should be

enriched. It can be done through making jobs more challenging, innovating,
providing job freedom, opportunity of growth and recognition, guarantee of
goal achievement etc. since different people have different level of needs. So,

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one’s satisfier can be the dissatisfier to other. Therefore, manager should
identify the behavior and needs of employees and apply to different factors to
satisfy them

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Reference
 Mrs.Melsu zelalem Human resources manger of Entoto poly technic collage
 WWW..Entoto.edu.et
 Entoto.ptms.et
 Human resource management book, chapter 7,page 69,68.

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