Why motivatate employees?
The dissertation examines the importance of motivation at Europ assistance, and why workers are not motivated to work hard and evaluating the expectations and attitudes of subordinates toward management. The study is based on the secondary data obtained through the review of academic review of academic literature on HRM theories of motivation and primary data collected through the use of questionnaires. Conclusion are made about managers on the employees performance.
Why do we need to motivate employees? The answer is survival, especially in these uncertain economical times where workers feels insecure about their future and many businesses are closing down, employees need to know that their jobs are secure enough for them to be able to afford their basic survival needs like paying for their food, shelter and clothing and caring for their family. Motivated employees are needed in our rapidly changing workplaces.
Motivated employees help organizations survive and become more productive. To be effective, managers need to understand what motivates employees within the context of the role they perform. Motivating employees is a complex process and this is partly due to the fact that what motivates employees changes constantly. Understanding what motivates employees and how they are motivated was the focus of many researchers. Five major approaches that led to our understanding are Maslow’s need hierarchy theory, Herzberg two factors theory, Vroom expectancy theory, Adam’s equity theory and Skinner reinforcement theory. (Armstrong 2006)
Europ Assistance Ltd is a leading international insurance company. The company has built its reputation on providing a highly flexible and progressive approach to serving client's needs.
Following recent enquiries made from Europ Assistance that service levels continue to fall, the studies aims to establish whether it has to do with staffs motivation.
These studies sought to describe the importance of certain factors in motivating workers at Europ Assistance and to describe the ranked importance of the motivational factors. The reasons for choosing the topic are multi-variant and multi-dimensional and are described below.
The writer chose the topic for a number of reasons. Firstly, because she is an employee in the company and would want Managers to change their management style to improve productivity at Europ assistance. The study will be conducted within the company among workers. References will be made to motivation theories.
1. How motivated to do a good job are workers at Europ Assistance and what affect their level of motivation?
2. Are they more likely to be motivated to do a good job by intrinsic or extrinsic factors?
3. What could be done at Europ Assistance to increase levels of motivation?
1. The primary aim of this research is to ascertain the importance of motivation at Europ Assistance, a leading multinational insurance company.
2. The other aim of the research is to ascertain the reason behind the lack of motivation of the employees.
3. To find our whether the fall of the service level of Europ Assistance has something to do with staff motivation.
4. Finally, the research mains to evaluate the attitudes and expectations of the subordinates towards the management.
Q.1) How important is motivation to the employees of Europ Assistance?
Q.2) Why is there a lack of motivation in the employees of Europ Assistance?
Q.3) What are the attitudes and expectations of the subordinates towards the management?
Q.4) Is the fall of the service levels of Europ Assistance related to employee motivation?
Literature review will be based upon recognised theories of employment and to identify factors which motivate or demotivate workers at Europ Assistance.
Motivation at work can take place in two ways:
Firstly people can motivate themselves by seeking and finding work that satisfies their needs or helps in achieving their goals. Secondly, people can be motivated by management through such methods as pay, promotion, praises. (Mullins 1999)
The expectancy theory by Victor Vroom is a cognitive process theory of motivation. The base of the theory is founded upon the notion that individuals will be motivated to showcase higher levels of effort if they feel that there is a relation between the work that they do, productivity that they achieve and the rewards that they get. The primary constructs of the theory are valence; which is the value one places on a reward, expectancy; that relates efforts to performance and instrumentality; which is the notion that rewards and performances are related.
According to the goal-setting theory, the presence of challenging and specific goals combined valuable and appropriate feedback helps in achieving a higher level of performance by individuals. The theory was first put forth by Edwin Locke in the 1960s and dictates that task performance is essentially linked to goal setting. This theory is based on 7 principles which are clarity, commitment, challenge, self-sufficiency, task complexity, valuable feedback and goal commitment. The advantages of this theory is that it not only leads to an improved and increased feedback quality but also leads to higher levels of performance through increased efforts and motivation.
In accordance to the self-efficacy theory, individuals are more inclined to engage in activities which they think they are competent enough to perform well. The theory was postulated by Albert Bandura and dictates that self-efficacy is an individual's effectiveness in performing specific tasks in a proper manner. When performing self efficacy judgements, individuals generally use four major sources of information. Individuals who consider themselves to be highly efficacious feel, think and act differently from those individuals who consider themselves to be inefficacious. In essence, these individuals produce their future instead of foretelling it. According to Bandura, the four major sources of self-efficacy are performance accomplishments, social persuasion, vicarious experience along with emotional and physiological states.
Both primary and secondary methods will be applied. Company records and participant records will be collected from Europ Assistance. By its nature secondary data is often obtained more quickly than primary information due to it being available.
To test the validity of the hypothesis the writer will use primary research methods of interviews and questionnaires to seek responses from the target audience. From the respondent's answers, the researcher will be able to measure the responses statistically and so test the validity of the hypothesis.
The limitation of the study belong to the primary research methodology, particularly the questionnaires and the surveys. The limitations are the possibility of low responses and the additional time and resources that are needed to conduct these interviews and questionnaires in order to collect authentic primary data. Difference in understanding of the questions and their subjective interpretation along with the factor of dishonest answers are other limitations of this research.
The approach that will be taken towards the research studies is that both primary and secondary information is important and will be used, in a form of qualitative and quantitative research.
Secondary information will be gathered before any primary research can begin. This is due to the researcher needing background information about the company. This information can then enable the researcher to go forward to the second stage.
The second stage of the research is to gather primary information. This research will be adapted to the hypothesis to be tested. The type of primary data to be used for the purpose of this study will be in the form of questionnaires and interviews and thus, the quantitative approach will be implemented.
The interview will seek to find out the problems associated with motivation at work. The second form of primary research will be in the form of questionnaires. The purpose of these questionnaires is to establish workers attitudes or perception.
The questions will be asked to the employees of Europ Assistance. The sample of the questionnaire had been prepared keeping in mind the aims of the research and the research questions in order to generate an authentic outcome which will help in achieving the research objectives. The questions are:
Q.1) How would you describe the working conditions at Europ Assistance?
Q.2) Does the company give you enough incentives to make you more productive at work?
Q.3) Do you find it rewarding dealing with customer enquiries?
Q.4) Do you receive any help with problems you come across within the company?
Q.5) Does your manager show appreciation for the job you do?
Q.6) Does you find your job too monotonous?
In conclusion, it can be stated that employee motivation is fundamental to organizational success as it is the level of energy drive and commitment that the employees bring to their role everyday. The above paper discussed the need of motivation in employees along with discussing some prominent motivational theories. The paper focuses on trying to ascertain the low levels of service in Europ Assistance through research, implementing both secondary and primary sources.