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BS3S12A Applied Management

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Executive Summary

The report addresses the different ways the management of a clothing business can utilise to
ensure that they solve the unrest and the bad feeling among its employees which has been
caused by absenteeism and phoning of sickness. The report addresses this issue using the
motivation theory (Maslow Theory of Hierarchical Needs). Maslow theory was discovered by
Abraham Maslow who proposed that individuals get motivated when all their needs have
been met. In the theory he classified the needs as high-level needs and low-level needs and
demonstrated using the pyramid. The report also addresses the different motivation strategies
the management can employ in order to curb the unrest and bad feeling of the employees in
the firm. The motivation strategies include the setting of attainable goals, providing
immediate appraisals to employees’ achievements and guaranteeing a healthy work-life
balance. Under the healthy work- life balance management should encourage breaks during
the working hours, management should offer flexible scheduling and provide working from
home options. In the conclusion part the report lauds motivation as the key drive towards a
solution to the bad feeling and unrest in the firm. Under the recommendation section the
report approves the above mentioned solutions as the solution to the unrest and bad feeling in
the firm.
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Introduction

In a small clothing business there is a bad feeling and unrest of employees due to the phoning
of sickness and absenteeism. The absenteeism in the small business has grown to the rate of
7% (Case Study, 2023). Due to the unrest and the bad feeling about the behaviour the
business administration decided to punish the bad or negative behaviour. The firm also
decided to reward the positive behaviour rather than the punitive approaches. A circular
memo was also issued warning all the employees that anyone who wanted to seek for
permission due to sickness should be in possession of certified documents from a certified
doctor (Case Study, 2023). As a result, a memo was distributed to all employees alerting
them that those who had not utilised any self-certified sick leave were entitled to an
additional week of vacation in the year that followed. This plan did not work and the situation
became worse. Honest dedicated staff members who had taken a few days or weeks off due
to legitimate medical issues were now disrespected - paved with similar brush as malingerers.
After taking a few or weeks off for genuine illnesses, competent staff members began using
vacation time instead of sick days to avoid missing out on the extra weeks of vacation that
everybody in the firm was receiving.

The regulation was reviewed by the organization's leadership team. Recognising the
approach's flaw, a further note advised staff that they would still receive their additional
weeks of vacation as long as all absenteeism were supported by a medical document. In no
time, the organisation became overwhelmed with medical credentials (Case Study, 2023).
Those who had legitimate medical conditions lamented about having to go to the medical
professional and frequently paying for documentation that demonstrated that their situation
was real. Payment for a medical document basically confirmed a false position for the
malingerers (Case Study, 2023). The report is going to clarify the situation and suggest the
solutions that can be used to curb the Unrest and bad feeling of workers in the firm using the
motivation theory that applies to the situation.

Motivation Theory

Motivation is an attitude of mind that is filled with enthusiasm and energy and inspires an
individual to function in a specific way so as achieve the intended outcomes. Motivation is a
variable that propels individuals to strive hard and remain motivated even when matters are
going contrary to what is expected. Motivation effects in a particular nature of human habits
(Eccles and Wigfield, 2023). Furthermore, motivation is the inspiration behind individuals’
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habit. Several various factors impact and guide our motivations (Haque et. al, 2014). Every
member of a team in an organisation must be motivated and satisfy the finest job
administration development bottom line (Halepota, 2005). Several psychiatrists have
investigated human beings habits and formalised their results in the manner of multiple
motivational concepts. These motivational concepts shed light on how individuals conduct
themselves as well as what drives them (Heckhausen et. al, 2010). Motivation theory
examines an individual's motivation and how it impacts their behavior, whether for reasons
related to professional or personal life. It is essential in all aspects of the community, but it is
particularly significant in management and business. Motivation among staff members is
essential for more lucrative workers because an inspired staff member is more effective.

Maslow’s Theory of Hierarchical Needs

Abraham Maslow suggested that an individual gets inspired the time all of his demands are
met. Individuals operate not only for protection or cash, but to improve while utilising their
expertise. He showed this by developing a pyramid to illustrate how individuals are inspired
and affirming that an individual cannot proceed to the subsequent level until the basic
demands are met (Huitt, 2007). The lowest-priority requirements on the pyramid are basic
needs, and until these basic requirements are met, individuals disregard engaging towards
meeting the more complex demands (Lester, 2013). The theory goes ahead to give the
hierarchy of needs which are demonstrated as follows:

 Self-Actualization needs: Self-actualization needs: The chance for personal growth,

education, and fun stimulating work. Self-actualization is the highest-level need to
which an individual can hope.
 Self-esteem needs: The requirement for acknowledgment and respect.
 Social (belongingness and love) needs: The desire for affiliation,
association, friendship, and others.
 Safety needs: Safety from risks, poverty, and various other hazards (for example,
property, security of employment, and well-being of employees).
 Physiological needs: are essential necessities for survival such as shelter, clothing,
sex, water, sleep, food, and air.
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Figure 1: Hierarchy Of needs s presented by Maslow Theory

The management must recognise the present level of the employees as per the hierarchy of
needs and try to support them in meeting those particular desires, as well as collaborate to
assist them satisfy those demands (Gambrel and Cianci, 2003). This will assist the
employees accomplish their deadlines more effectively and move the task forward. A PMP
certification can assist the management to comprehend this idea more effectively (McLeod,
2007). Furthermore, as their demands are satisfied, employees will begin working until they
start to deliberate meeting the next higher level of desires as described in the pyramidal form.

To motivate the employees so that they can they can get away from the unrest and the bad
feeling the management can employ the following motivation strategies:

Set attainable goals

The management should develop SMART (time-bound, relevant, actionable, measurable, and
specific) objectives among staff members which is an outstanding motivator (Guilloteaux and
Dornyei, 2008). These objectives define the standards for achieving a successful outcome,
providing staff members a particular goal to aim for. Determine the position of each worker
in the goals when developing collaborative SMART goals to ensure they understand precisely
how and to what extent they can contribute.

Provide Immediate Praising to Employees after Accomplishment of a Task

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Since formal appraisals serve a purpose for offering comprehensive feedback, the
management can improve general morale by praising other staff members whenever they
perform an outstanding job on a task or finish a task earlier than the schedule (Bernaus and
Gardner, 2008). Workers frequently answer positively to compliments, which encourages
them to keep performing better. Taking the time to praise or recognise employees for their
achievements allows them understand they are important to the business at large (Sugita and
Takeuchi, 2014). It also gives them encouragement that what they are doing is working,
causing them to feel empowered.

Ensure a healthy work-life balance

Maintaining an appropriate balance between work and personal life makes workers more
satisfied and inspired in their jobs. The management can achieve a healthy work-life balance
by doing the following:

Encouraging breaks: Workers can rest by taking periodic breaks during the day. Being
rejuvenated can help minimise exhaustion and increase staff morale and inspiration.

Offering flexible scheduling: Permitting workers to use time off for regular obligations such
as medical visits, unexpected emergencies, and moments of self-care makes them feel more
confident in their employment and more effective.

Providing work-from-home options: Workers who have the chance to operate from home,
regardless of whether it is a couple of days per week, may be more satisfied with their
personal and professional lives. Working from home minimises travel time and enables staff
members to operate in more productive surroundings.

Conclusions

Motivation is a psychological condition that propels all persons to operate to their maximum
possibility, with a positive attitude and good spirits. The motivation theory addressed above
assist to comprehend which variables propel motivation. It is a management responsibility to
make sure that each employee of a group and organisation feels inspired and motivated to do
their best work. This is neither simple nor quick, but the benefits of employees who are
satisfied surpass the amount of time and diligence utilised to motivate them in the future. A
motivated employee will always be productive and effective at work since their mind sets are
not divided to their personal life. The management should ensure a healthy balance between
work and personal life. Incase of unrest and strikes at work, management should ensure that
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they refer to the motivation theories to recognise the source of the difficult to ensure that the
firm remains productive.

Recommendations

The management should utilise the Maslow hierarchy of needs to identify where the problem
of the staffs lies and provide the appropriate solution to the bad feeling and the unrest of the
employees in the firm. The Maslow theory gives the management a blue print of what
activities to undertake so as to enhance the confidence of the workers. To solve the unrest and
the bad feeling of the employees the management can employ strategies like setting the
attainable goals, providing immediate appraisals to employees once they finish their task
earlier than scheduled or at the scheduled time. The management should also provide the
employees with a healthy work life balance. This ensures that the employees balance their
personal life with work. This can be achieved through providing the employees with work-
from home options, offering flexible scheduling and encouraging breaks. This strategies will
assist the employees to have an easy time at work and avoid phoning of sickness and
absenteeism since their personal life activities will have been taken care of.
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References

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student motivation, and English achievement’. The Modern Language Journal, 92(3),
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Case Study, (2023), ‘Sickness and Rewards’.

Eccles, J.S. and Wigfield, A., (2002), ‘Motivational beliefs, values, and goals’. Annual
review of psychology, 53(1), pp.109-132.

Gambrel, P.A. and Cianci, R., (2003), ‘Maslow's hierarchy of needs: Does it apply in a
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Haque, M.F., Haque, M.A. and Islam, M.S., (2014), ‘Motivational Theories-A Critical
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Heckhausen, J., Wrosch, C. and Schulz, R., (2010), ‘A motivational theory of life-span
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Huitt, W., (2007), ‘Maslow's hierarchy of needs’. Educational psychology interactive, 23.

Lester, D., (2013), ‘Measuring Maslow's hierarchy of needs’. Psychological reports, 113(1),
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McLeod, S., (2007), ‘Maslow's hierarchy of needs’. Simply psychology, 1(1-18).

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