Workplace Motivation by Dhanasekhar_Damodara

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									         Workplace Motivation

        Dhanasekhar Damodaram

Course: PSY/320 – Human Motivation -UOP

      Instructor: Dr. Louis F. Kavar

             16th June’2003
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                                Introduction

      Traditionally, the term "motivation" refers to the act or process of

motivating. For any organization to achieve its strategic goals and business

objectives, employees must be motivated, employees must excel at work, and

employees must remain with that organization. And, this responsibility falls

on its managers, who have the direct responsibility to impact employee

motivation, and retention. This paper provides an insight on the

organizational efforts put in place to improve employee performance in my

organization.

           My management’s motivation philosophy and strategies

      As a leading Information technology company, we face new challenges

every year. In order to address these new challenges effectively and in

timely manner, our organization has setup a dedicated Global Employee

Research team, which develops and implements strategic directions and

conducts employee surveys. It coordinates all globally-focused organizational

research, and provides facts to corporate management on organizational

effectives and benchmarking information on people from within and outside

the industry. This strategic research and intelligence gained is used to

identify the information and insight sought on current and emerging

employee issues. These findings are considered important because as these
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researches on employees’ views of key workplace are significantly related to

customer satisfaction relative to competition and to market share.

      Our management believes that employee satisfaction is related to

retention and performance, and has links to business outcomes like customer

satisfaction as well. So by addressing employees’ issues such as satisfaction

and its drivers like job opportunities, employee involvement and clarity of

business objectives and targets, it is expected that managers can have a

positive effect on our employees and our business. Also, it is believed that

employee views on these topics drive overall employee satisfaction, and

ultimately customer satisfaction relative to competition and market share.

               Organizational effort to improve performance

      My organization promotes a high performance culture at my work

place. This initiative has been well supported by defining the motivation

programs and managers role in it. Education sessions and management

philosophy on motivation has been made available to promote the high

performance culture in the organization worldwide. Maslow and Alderfer's

Needs Hierarchy theory, Expectancy Theory and Equity theory were used in

defining the roles and education programs to the managers in the

organization. These programs provide managers practical information about

what motivates employees. It helps managers to understand the thought

process a person uses when deciding whether or not to take action to
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accomplish a specific task. These theories are useful to managers and

leaders because it helps explain the factors that influence a person's

decision to work on a task or not. Our organization also insists on treating

every individual fairly, a universal desire for every human being to be

treated fairly relative to the way others are treated.

      These initiatives, together with a host of others, are part of a

productivity drive which the senior leadership team initiated and has

followed so far. All businesses want to increase productivity to increase

output while decreasing input, to lower costs while increasing profits, to

accomplish more with the same or less. However, our senior management

team believes that productivity is about doing the right things and doing

them better. It's about generating optimum results from the resources

used. It is also believed that focus on productivity will influence our business

and financial model and it will become an integral part of our work culture.

Productivity has become the driving force behind our high performance

culture. It is embedded in how we work every day.

      In implementing the high performance culture, every business unit has

been tasked with identifying ways of enhancing productivity and with

developing specific productivity measurements. This means every process,

structure and discipline is being examined to evaluate whether it can be

made more efficient. The aim is to do things better and faster. In addition
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to doing things better and faster, teams were tasked to look at how to add

more value to the business.

      Finding ways to improve productivity will not only improve

performance, it will also have a positive impact on employees. With the

largest professional workforce in the world today, what our organization

brings to market is the expertise of our people. As a result, the qualities of

our workforce and the practices that support them have become more

critical. Overall, in a tough environment, with right strategy, up-to-date

internal data through surveys, and by linking up with external academics and

experts in the industry, our organization has been making a positive progress

in motivating employees, and achieving high employee satisfaction and being

regarded as an employer of choice.


                                  Conclusion

      The motivation strategy and education put in place have clearly helped

the managers in the organization to understand what motivates one

employee may not motivate another. It also helped to identify that in order

to build a high performance culture, the employees must understand that

they are capable of achieving the performance outcome and that the

performance outcome will lead them to a rewarding outcome, which will be

sufficiently valued to warrant the effort.
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      Unless managers and their teams clearly understand the roots of

today's performance gaps or those barriers to achieving strategic

opportunities, their attempts to solve these problems or realize the

opportunities are likely to be incomplete or cause other unanticipated

problems.


      In conclusion, the concept and practice of strategy in our organization

have changed dramatically over the years to recognize the importance and

interdependence of strategy and execution for business leadership. These

initiatives have enabled managers to learn how better to execute the

strategy and achieve business goals by leading for high performance through

people. Great workplace is one where people are engaged in their jobs, where

there's mutual respect between employees and management, and where

people feel that they're treated fairly.
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                                Reference


Reeve, J. (2001). Understanding motivation and emotion. (3rd ed.). New

      York: John Wiley & Sons, Inc.


Life at IBM. Retrieved June 15, 2003 from the World Wide Web:

      http://www-3.ibm.com/employment/us/ibm/people.shtml

								
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