Case Study On Implementation Of Motivational Programme For Employees
Every organization comes across with several critical situations and this is the time where they has to take stand and overcome with the situation. Similarly, the organization called “Apex car rentals” facing the problems such as their service is declining and employees are resigning. The contents of this report were carefully designed to address company “Apex Car Rental’s” recent difficulties this organization will be in serous trouble and may not be able to regain their standing in the market. Motivation of employees is an important element to organizations that needs to be keenly addressed especially in this day and age of absenteeism of employees.
There are some major steps organization has to followed same in order to stand again.
- Make priority for employee satisfaction and apply the theories as mentioned.
- Implement motivational programme that effects the productivity.
- Do not disregard the request of staff and listen their problems and solve accordingly.
- Sets the goals in the work and pay high rate according to the work.
In brief, Apex Car rental has to go through the suggestions and recommendation mentioned in the following discussion and applies it accordingly. Deeply understand the motivational programme and the theories, understand their benefits how to manage the staff, how to bound the relation between manager and the worker. What are the compensation has to provide according to their extra affords in the work. Therefore, adapt the relatively suggestion and start to implement then only the organization will grow, provide best service by motivating their employee’s.
Introduction
Motivation in simple terms may be understood as the set of forces that cause people to behave in different positive ways. Productivity and quality of work depends on the motivation level of workforce working in the organization. Productive and quality oriented employees are usually highly motivated. Understanding the needs of employees and motivating them is not an easy task in the frequent changing environment. Employees have different needs and expectations when they join organizations. HR experts are trying to find out the different ways for motivating the employees but still they are not clear. Management mostly focuses on the human capital that plays a vital role in the organizational effectiveness compared with financial capital. People are more important than finance in modern times to get competitive advantage. The old organizations’ culture no longer exists in the recent world of globalization. It is the need to improve the earlier period issues carefully. As the change have been seen in the culture of today’s organizations, it is more essential for the companies to meet employees’ need and introduce new benefits, financial rewards and competitive salary to motivate employees. Similarly, the organization “Apex Car Rentals” has to look forward to maintain a good relation with the staff and provide basic necessities to assure them about the work. Strong relationship between employees and organization is a tool for achieving the needs of changing work environment for both the parties. The role of top management is crucial to make strong bond with employees. The management encourages its best performing employees by giving them promotions and increase investment for their development. Employees prefer to join organizations where they succeed and get more promotional opportunities on the basis of their performance. Employees’ participation in decision making and positive behaviour with co-workers also increases their motivational level. Most empirical findings suggest that job security decreases employees’ efforts.
The aim of this case study is to find out what motivation policies have been put in place to ensure that the employees are constantly motivated and whether it helps on improving their daily performance at work. It is also important to note that in examining performance the aim is not to measure performance but rather to show how motivation behaviour may influence performance. In addition, conclusions and suggestions for improvement are made based on the research results.
Identification & Case Analysis
In this discussion will identify the case and find out the problems that has occurred. According to the newspaper “Apex Car Rentals” remarked as poor service provider in the market which is badly cause the environment of the company. The owner of the organization been suffered to hire new staff as badly remarked in the market. Moreover, the employees were left the organization and those who are exist find absenteeism in the work. The situation of the organization very low, in order to find out the list of problems Ms Denise Myerson from the recruitment management has took interview with the employee of the organization where she found the bunch of problems mentioned below. Accordingly, the company has to solve them simultaneously, by applying various motivation theories and the benefits plans for the organization. This is the time where company has to take the stand and safe the culture, existing employees and their position in the market.
- Existing employee has claimed there is no proper training provided prior to the work.
- No proper feedback to the worker in their work in order to rectify the mistakes.
- No close relation between management and the staff.
- Negativity among employees about the company which is unacceptable for the organization.
- expectations (expectancy theory)
- goal achievement (goal theory)
- feelings about equity (equity theory).
In further, the below discussion and motivation theories may impact the organization and number of benefits outcomes.
Motivation theories
Motivation theories are theories, which help us to understand what are the reasons which force an employee to work more effectively. The knowledge of these theories might be good for practical usage. The theory can help manager to see which factors influence or motivate an employee, what affects their behaviour, which needs he or she has.
Instrumentality theory
‘Instrumentality is the belief that if we do one thing it will lead to another. . . This belief is often described as ‘Taylorism’.
Instrumentality theory was worked out in the 19th century. It was the period when the money was the most extensive motivation. It was widely believed that employees will get rewards or penalties according to the work they perform.
The theory goes from the recognition of individual abilities, personal presumptions and preferences of an employee. The working place and tasks are created individually to achieve optimal results, to motivate and satisfy them, to form the positive position on the work and customers. If the employer wants this theory to be successful, he or she has to follow the employee in the long term, recognize the employee and communicate with him about his attitude to work. Satisfied employee works efficiently and is motivated. The disadvantage of the theory is that it requires a relatively long period of time and employee’s preferences can change during this period. Herzberg’s two-factor model theory “Herzberg’s two-factor model theory states that the factors giving rise to job satisfaction (and motivation) are distinct from the factors that lead to job dissatisfaction. It is sometimes called the motivation–hygiene theory. This theory investigates the reasons why are employees satisfied or dissatisfied and tells that that satisfaction and dissatisfaction are not antitheses, the author believes, that they are two independent factors. Factors are divided into two groups. Characterizations which relate to factors which can lead to satisfaction of an employee are called motivators. Motivators are intrinsic to the job. The work itself, achievement, growth, recognition and responsibility belong to the group of motivators.
Process or cognitive theory
Process theories describe the psychological forces and basic needs, which affect motivation. They are also called as cognitive theories, because they subscribe people’s perception of their working behaviour, the ways how they use it and understand it. In comparison to needs theory, process theories are more useful for managers of companies. They are effective, because they can grant more realistic guidance on motivation techniques. We can divide theories into the processes by which theories are covered. They are:
Implementation
As I wrote in the theoretical part of my study, the needs theory consists of the principle of satisfying the basic needs of an employee. The theory also emphasizes, that positive emotions lead to better employee motivation. The pleasant atmosphere in the workplace, praising of employees, social events out of the working hours are supplying positive emotions to employees. The first step on the Maslow’s Hierarchy of Needs is self- actualization. Employers apply this step while praising or criticizing an employee confidentially. According to Maslow, it is important for an individual to feel safety, certainty of employment and steady income. Companies apply this principle by crediting the salary to the employees account to the definite date in a month. As discussed above, the management has to apply theories in practical manner, these are the ways to gain the trust and increase the productivity in the business. Moreover, they has to began applying the rewards and employee satisfaction programme.
Reward management
Companies frequently practice the system of a reward management, according to which the rewards are paid out. The rules and plans in paying out of the rewards.
If the company decides to reward their employees, it is useful to create a reward strategy. Reward strategy is a description of how the company wants to reward their employees in the future period of time and the way how it is going to be made.
Feedback effective:
An employer should specifically inform his employee about his behaviour. It is important to remember, that feedback is not a classification. Because of this reason it is not good to tell to employee if his behaviour is good or bad. If an employee gets the classification, he could begin to defend or counter-attack.
The second condition is to describe the behaviour of the employee, not himself generally. The aim of the feedback is not to change employee’s character; it is only a change of his behaviour.
The third condition is to give an employee specific information, not generalizing statements. The feedback is important for improving of employee’s behaviour and because of it, it is important to describe the behaviour of the person.
Recommendation & Conclusion
The objective of my study was to understand the problems of the organization and suggest the employee motivation methods. Firstly, it was necessary to study literature about motivation and the most known motivation theories. It was also important to describe motivation through rewards, reward strategy, total and strategic reward. Finally, I studied literature about poor employee performance, about the reasons, which can lead to this, and about possible solutions of problems with demotivated employees. In the practical, data collected through interviews help to understand the major running problems. The Apex car rentals has to start implementing the motivation theories as well solve the ongoing obstacles by providing rewards management, feedbacks, training session, bonus, productivity commission, providing basic necessities, fix the target, pay based on work. Moreover, make Human resources department strong and establish important company rules where satisfaction of the employee is first place.
