MotivaMotivation and Its Impact On The Performance of The Employee Tion
MotivaMotivation and Its Impact On The Performance of The Employee Tion
MotivaMotivation and Its Impact On The Performance of The Employee Tion
Here the choices of the subject are the overall Motivation and its impact on the
performance of the employee of the MINERVA Company.
2. Title of subject.
MINERVA SOAP COMPANY
3. Introduction.
MINERVA Soap Company is located in Amritsar in India. This company produces different
types of soap such as natural, medical, beauty, and laundry soap as well as detergents powder. The
head company is located in India and similarly the second located in Nepal. Show there should be
good communication and distribution channel is needed to run the company. The main mission of
the company is to produce the quality and stander soap and take market all over the India and Nepal
and in future all the SAARC countries. All together there are 65 total number employees in these 2
countries. As this is newly established company the company management is trying to motivate its
employee for the effective performance and quality output. So from the beginning, the company
wants to keep good motivation to its entire employee for the success of company function.
One important functions of management is to motivate
Staff for:
- Job performance (ability)
- Productivity (skills)
- Job satisfaction
- Employee extension.
Motivation for excellence is the main motto of the company
So here the company deals with the problems on motivation of its employee and
respective problem solution of MINERVA Soap Company.
3. Problem formulation on motivation
1. What is the behavior of the employee?
2. Why the employee feel de- motivate: personal vs. financial satisfaction, individual vs.
company goal.
3. How to re- motivate the employee?
Be motivated yourself.
Hold contests that pit employees in one department against employees in another
department or even between employees of the same department. Offer a fun reward for
Allow
your
employees
to
use
new
skills
they
have
acquired
MOTIVATIN TOOLS
Employee question Manager/superviso
to be answered
r task
Why am I here?
Align
organizational and
individual purpose
Expectations
What am I to do?
Competency
How do I do it?
Feedback
How am I doing?
Key point
Support
Reward
performance
Keep feedback related to the
task
Will I successes?
Provided support Build supportive relationships
and encouragement Provide needed resources
Establish a flexible and
supportive structure
Whats in it for Link reward to
Find
opportunities
to
me?
desire performance. recognize
individual
achievement
Link formal reward structure
to desired behavior
Make use of ad hoc or
informal rewards
5. The working surrounding and environment also influence the motivation of the workers. So
Keeping these things in mind our company want to make a safety, healthy and friendly
environment within the company. Many employees are from different culture and tradition so it is
the company to mix all different cultural employees into single culture of the organization, where
each of them can be easily involved on it. So they need not to be frustrated and feel odd with each
other while performing the work. Now days only rewarding the money are not sufficient, providing
autonomy and harmony environment is necessary with in organization.
6. Leadership style influence level of motivation. However, throughout a lifetime, mans motivation
is influenced by changing ambitions and/or leadership style he works under or socializes with. According to
the nature of project the leadership style can be created, but in this educated world many of the organization
adept the democratic leadership style, so we are preferring to adopt democratic leadership because it helps to
flow the information in both way it mean
leader
information
employeee
employeee
employeee
If this leadership style is used then employee also feels they are also the part of organization
because their opinion, view, advice and suggestion are also come in action. They feel they are also
decision maker so there is high possibility of motivation.
5. MOTIVATION THEORY
Motivation is the driving force behind our behavior. Or in other we can say motivation is Internal
and external factors that stimulate desire and energy in people to be continually interested in and
committed to a job, role, or subject, and to exert persistent effort in attaining a goal
Motivation results from the interactions among conscious and unconscious factors such as the (1)
intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the
individual and of his or her significant others.
Only the motivated staff or employee can keep keen interest towards the performance and perform
in effective and stander way.
MASLOWS HIERARCHY OF NEED
As a Maslows theory of motivation we can see that employee can be motivated if only their
different level of needs is fulfilled. Different people have different level of needs and want. The
assumption of this theory is that if the lower need is fulfilled then only we put forward to the higher
level of needs. The above five major drivers is our shape of behavior and arrange in level.
MOTIVATION FACTORS
Sense of achievement
The intrinsic value of job
Recognition by colleagues and management
Responsibility
Career progression and status
According to the Herzbergs theory it state that. Hygiene factors are those factors which satisfied
the employee but they not motivate the employee. So to motivate the employee first they should be
satisfied after that only the motivation factors (sense of achievement. Recognition, responsibility)
can make employee motivation towards their performance.
COMPARISION OF BOTH THEORIES
MASLOWS
Self actualization needs
HERZBERGS
Motivation factors
Esteem needs
value
Recognition, responsibility, career
and status.
Organizational policy, the quality
Security needs
Hygiene factors
of management
Working condition, pay job
Physiological needs
(Satisfied factors)
By comparisons of both theories we came to know that the Maslows 3 lower needs are equal to the
Herzbergs hygiene factors, similarly the 2 upper level of Maslows needs are equal to the
motivation factors of Herzbergs theory. So we can say there is direct relationship between the
motivation and the performance of employee to overall performance of the company.
WEEKNESS
spirit.
Assess the knowledge, skill and capacities of Difficulties to balance company and
the individual.
Quick and prompt reward system.
individual goals.
Have to spend high portion of budget
OPPERTUNITIES
frequently to re-motivate.
THREATS
Changing
in
motivational
external
environment
Quality and high stander product in the Losing of highly motivating and skilled staff
market.
Job enlargement
By the help of this SWOT analysis we can now develop strategies to capitalize on our Strengths,
improve on our Weaknesses, recognize and act on Opportunities, and accept and reduce the effects
of Threats.
7. CONCLUSION
Motivation can be properly or improperly achieved and can either hinder or improve productivity.
Management must understand that they are dealing with human beings, not machines, and that
motivation involves getting people to do something because they want to do it. This cannot be
achieved without knowing what is important to associates. Management must use the proper
incentives to achieve the desired results. Simply stated, if the proper motivational environment is in
place, managers will be rewarded with productive associates.
Reference
1.
2.
3.
4.