Discuss About The Companies Motivate Entrepreneurial Employees.
Unpaid overtime work done by workers; Workers should be paid for any overtime job, payment of workers on overtime work done is a form of motivation and creating the morale of the workers toward working and making them enjoy working. According to Taylor’s theory, workers are motivated by pay. (Lee & Kulviwat, 2008)
No close co-ordination of workers ;workers should be closely co-ordinated or supervised on the way they perform their duties in various production levels of specialization .According to Taylors theory ,workers need close supervision and control .This will help curb the problem of inefficiency of work done. (Khim, 2016)
Lack of appreciation to workers; workers should be appreciated for any good performance so as to modify the actions resulting from the kind of appreciation. (Hammersley, 2013) According to skinners theory behaviour is determined by consequences.
Loss of staff workers to bigger departments; Specialised workers in various levels of production, under circumstances should the worker be shifted to another level and that is when one achieves his/her deficiency before proceeding to another level. (Al Mamun & Hasan, 2017) According to Maslow theory, a person should fulfil his deficiency on one level before proceeding to the next level.
Aging workforce leading to falling productivity, aging of workers in certain level of organization in a company may be due to greed for power, therefore an age bracket of retirement period of every worker should be put in place in the article of association in a company. According to McClelland theory every person has three motivators and that is need for power, achievement and need of affiliation.
Lose of morale by workers; Workers should be motivated so as to improve the productivity. According to Taylor theory workers are motivated by increasing their salaries.
Disinterests in the achievements, Workers should be given set goals to be achieved and have interests on achieving the set goals .According to Locke’s theory he showed that clear goals and appropriate feedback motivate employees.
Unemployment of young youths; potential youths with skills should be employed; this will promote high level of productivity. According to Ouchi theory, management tends to promote stable employment which wills results into high productivity.
Unfavourable political involvements; Top managerial seats should not be politically involved instead skills and knowledge should be based. According to McClelland theory every person has a need for power over others.
Long standing employees; Employees should not be left on the same position instead they should be motivated through promotion to the next level. This is a way of satisfying the need of the worker .According to Maslow theory every person needs to satisfy his/her need and be self-actualised. (Klarner, Treffers & Picot, 2013)
Pressure on lower staffs; workers should treat in a respectful manner. Being treated in positive way is a great satisfaction to the worker. According to Hezberg theory, there are some factors that cause satisfaction and dissatisfaction. (Pourhanifeh & Mazdeh, 2016)
Untrustworthy by senior officers. Workers should be treated in a trustworthy manner to avoid the issues of change in behaviour of the workers depending on the way they are treated to avoid negative outcome. According to Skinners theory behaviour is determined by its consequences.
Al Mamun, C., & Hasan, M. (2017). Factors affecting employee turnover and sound retention strategies in the business organization: a conceptual view. Problems And Perspectives In Management, 15(1), 63-71. doi: 10.21511/ppm.15(1).2017.06
Hammersley, R. (2013). Constraint theory: A cognitive, motivational theory of dependence. Addiction Research & Theory, 22(1), 1-14. doi: 10.3109/16066359.2013.779678
Khim, K. (2016). Are health workers motivated by income? Job motivation of Cambodian primary health workers implementing performance-based financing. Global Health Action, 9(1), 31068. doi: 10.3402/gha.v9.31068
Klarner, P., Treffers, T., & Picot, A. (2013). How companies motivate entrepreneurial employees: the case of organizational spin-alongs. Journal Of Business Economics, 83(4), 319-355. doi: 10.1007/s11573-013-0657-5
Lee, K., & Kulviwat, S. (2008). Korean Workers’ Motivation Tools: Commitment and Incentive?Based Motivation and Their Relative Impact on Behavioral Work Outcome. Multinational Business Review, 16(4), 87-110. doi: 10.1108/1525383x200800019
Pourhanifeh, G., & Mazdeh, M. (2016). Identifying the critical success factors of organization with Analytic Hierarchy Process approach (case study – Iran Argham Company). Problems And Perspectives In Management, 14(4), 54-60. doi: 10.21511/ppm.14(4).2016.06