What Are The Factors Affecting The Employee Motivation Business Essay

What ar The Factors Affecting The Employee pauperization Business EssayThis chapter gives commonplace information and theories intimately motive. The contend to increase productivity and efficiency in the movement canside of any organization has led to increasing academic interest in the ara of need any over the years. The business environment is becoming to a greater extent and more competitive all the time and managers feel pressured to muster saucy ways to motivate their employees in order to keep them committed to the fellowship and give their full mathematical process. Writers reach been keenly interested in cognize what factors be responsible for stimulating the ability to range. Many variant theories and methods of employee motivation that range from m geniustary incentives to increased involvement and empowerment wealthy person sum out over the years and some of these theories ar introduced in this thesis. footing of the studyMotivation relates to a range of psychological processes that guide an psyche toward a goal and cause that person to keep pursuing that goal. Motivation often is described in terms of direction (the choice of star activity over an opposite), intensity (how hard an employee tries) and persistence (how long an employee continues with a behavior, even in the face of obstacles or adverse circumstances). Motivated employees produce harder, produce higher quality and greater quantities of work, be more apt(predicate) to engage in organizational citizenship behaviors, and ar less likely to cede the organization in search of more fulfilling opportunities. Moreover, highly motivated employees gain to produce at the highest practicable take and exert greater hunting expedition than employees who are not motivated (Schultz Bagraim, Potgieter, Viedge, and Werner ( 200353). Employees need a range of motivators in order to remain engaged in their work. In response to this demand, employers are looking at how to satisfy their employees on both an extrinsic, financial take as sanitary as an inbred, psychological level. there are bay window of motivational theories emphasizing what it is that motivates people, two of these theories overwhelmd in this thesis, were Maslows need pecking order and Hertzbergs two factor surmisal. Moreover, Maslow (1970) offered his need hierarchy according to which human beings have their needfully arranged in a hierarchy such that they are motivated to seek bliss of the lower levels of need first. Once that level of need is satisfied it is no longer a motivator, and the person is motivated by the next level up the hierarchy. Referring to figure 1, the basic ask such as shelter, food and warmth are at the dirty dog level of Maslows hierarchy, which then progresses through physical well-being, social acceptance, self-esteem, to self-actualization (realizing unrivalleds own potential).http//25.media.tumblr.com/tumblr_lwnr5m6L4u1qmjqdio1_500.jp g think Maslows hierarchy of needsThe first four levels arePhysiological hunger, thirst, physical comforts, shelterSafety and security out of dangerBelongingness and Love link up with others, be acceptedSelf-esteem to achieve, be competent, gain approval and light. match to Maslow (1970), an individual is ready to act upon the outgrowth needs if and only if the neediness needs are met. Maslows initial conceptualization included only one growth need self-actualization. Self-actualized people are characterized byBeing problem-foc utiliseIncorporating an current freshness of appreciation of lifeA concern about personalized growth andThe ability to have peak experiences.Maslow and Lowery (1998) later differentiated the growth need of self-actualization, specialally identifying two of the first growth needs as part of the more general level of self-actualization and one beyond the general level that focuse on growth beyond that oriented towards self.These needs areCognitive to d rive in, to understand, and exploreAesthetic symmetry, order, and beautySelf-actualization to find self-fulfillment and realize ones potential andSelf-transcendence to connect to something beyond the ego or to attention others find self-fulfillment and realize their potential.Maslows basic position is that as one becomes more self-actualized and self- olympian, one becomes more wise (develops wisdom) and automatically knows what to do in a wide variety of situations. Daniels (2001) suggested that Maslows ultimate conclusion that the highest levels of self-actualization are transcendent in their nature may be one of his most authoritative contri aloneions to the study of human behavior and motivation.A second well-known theory in this category is Hertzbergs two-factor theory. According to Herzberg (1959), work motivation is dependent on hygiene factors (salary, prestige) and motivators ( achievement, responsibility). A person is motivated if both kinds of needs are satisfied. Herz berg (1987) declared that real motivation is only reached when a person experiences self-growth, which mountain only be satisfied through work enrichment.http//mathehu.files.wordpress.com/2010/04/herzberg_2.jpg?w=550h=418 radiation diagram Herzbergs Two Factor TheoryHerzbergs two-factor theory of conjecture- pleasure is not new, as a matter of fact it dates back to 1959 and is the outgrowth of a investigate study project on job steads conducted by (Herzberg, Mausner Snyderman, 1969). Herzberg (1959) addresses the problem of job satisfaction in terms of those factors which cause satisfaction (motivators) and those which cause dissatisfaction (hygienes).Factors which land about job satisfaction are commonly called satisfiers or motivators and were strand from the study to be related to the nature of the work itself and the advantages that result from the writ of execution of that work. The most signifi shadowt of these involve characteristics that promote an individuals needs for self-actualization and self-realization in his work. These factors are essentially linked to job content, which means they are intrinsic to the job itself. Herzberg analyzed and classified the job content factors or gratifying experiences as followsSatisfiersAchievementRecognitionWork itselfResponsibilityAdvancement proceedsAccording to Herzberg (1959), these factors stand out as strong determiners of job satisfaction with terce of them, a sense of performing interesting and important work (work itself), job responsibility and advancement being the most important sex act to a lasting attitude charge. Achievement more so than recognition, was oftentimes associated with such long-range factors as responsibility and the nature of the work itself. Robbins, (2003) emphasized that employee recognition consists of personal attention, expressing interest, promotion, pay, approval and appreciation for a job well done. Recognition which produces good feelings about the job does not n ecessarily have to come from superiors it may come from subordinates, peers, or customers. It is interesting to note that recognition based on achievement provides a more intense satisfaction than does recognition used solely as a human traffic tool divorced from any accomplishment, the latter does not serve as a satisfier. Schultz, et al,(2003) stated that some ways to improve motivation include good remuneration, effective training and skills development, a proper recognition and reward system, and employee growth prospects.Compared with the satisfiers or motivators are the factors which cause low job attitude situations or job dissatisfaction. Such factors were found from the analysis of the study results to be associated primarily with an individuals congenatorship to the context or environment in which he does his work, These factors are extrinsic to the work itself and are referred to as dissatisfies or hygiene (or maintenance).DissatisfiersCompany policy and administrationS upervisionWorking conditionsInterpersonal relations (with peers, subordinates and superiors)StatusJob securitySalaryPersonal Life expatiate on the methods used by Herzberg and his colleagues to reduce and analyze their research selective information pass on not be discussed in this paper. The satisfiers and dissatisfiers that have been listed are referred to as first level factors. Bassett-Jones and Lloyd (2005) suggests that the content theorists led by Herzberg, assumed a more complex interaction between both internal and immaterial factors, and explored the circumstances in which individuals respond to different internal and orthogonal stimuli.There has been an enormous increase in research into motivation. Many studies have implicate relation between motivation and other behavioral and organizational uncertain such as workable levers over work motivation such as comparing job satisfaction, job involvement, and organizational commitment (Moynihan Pandey, 2007). They find t hat managers have varying degrees of influence over these different aspects of work motivation, with sterling(prenominal) influence over job satisfaction and least influence over job involvement. A number of variables are important for work motivation, including familiar service motivation, advancement opportunities, role clarity, job routineness, and group culture.Testing an denotative and implicit measure of motivation ( Lawrence Jordan, 2009). Summarizing the result of the study they came to the conclusion that the feature between two types of motives, is real and determined by different developmental histories, activation by different incentives, and prediction of different types of behavior.Langens, Schmalt and Sokolowski (2005) indicated that, recognizing the motive expression of a person can help us get to know which incentives cause positive emotions and influence the striving for a goal, and, on the other hand, we can predict which situations can cause fear and unders tand how they can be avoided.Schuler and Prochaska (2001), Zimmermann (2008) stressed that along with the cognitive abilities, general achievement motivation can be viewed as the second career relevant trait, important for both academic and career success.Schuler (2000), Frintrup, (2002) stated that abilities and skills are important prerequisites of boffo work performance. But when employees lack job-related motivation, these qualities cannot be fully revealed. Then, high achievement motivation, along with intelligence, becomes relevant and plays an especially important role in situations when no external pressure exists and people have to make independent decisions.As previously mentioned there are many motivational theories, studies and findings about employee motivation, but this thesis will be prepareed to the use of some of these researches and or motivational theories.Research question and sub questionsThe research question that shall be answered by the present research is as follows what motivates employee at their workplace? In order to answer this overarching question, several sub-questions shall be considered, namelyWhat are the factors alter the employee motivation?How important are incentives for the employee?To what extend does the economy of Curaao motivates or demotivates the employee?What are the personal factors that can motivate an employee to commit to their jobs?How significant are the companys warning and values to the employee?Also the differences in work motivation in different level of education, age groups and nationalities will be studied. This will be possible through analysis of information gathered from employees working at the three topical anesthetic airlines, using the method of a quantitative research. Local airlines study 3 airlines, namely Insel melodic phrase, Dutch Antilles transmit and Divi Divi Air N.V. A drawing introduction of the local airlines will follow.Insel Air is an IOSA (IATA Operational Safety Audit) sure airline, operating 16 international destinations in 11 countries within the Pan-American region. In South America InselAir operates on destinations Caracas, Valencia, Barquisimeto and Las Piedras in Venezuela, Medellin in Colombia and Suriname. Destinations within the ground forces include Miami, Charlotte and Puerto Rico. Other destinations in the Caribbean are Aruba, Bonaire, Curacao, Kingston, St. Maarten, St. Domingo and Haiti. Destinations Miami, Charlotte, St. Maarten Curacao and Aruba are used as hubs. Insel-Air s international destinations and hub service give it great authorisation in creating connectivity within the Pan-American region while focusing on safety, on-time performance and great customer service. Insel-Air offers a Comfort Class next to an prudence Class, free on-board food and beverages, first two checked bags for free and seats with a maximum of 34 inch legroom in Comfort Class. Insel-Air operates rough 46 flights per day with a crew of 165 employees .Dutch Antilles Express has been providing cargo run since April 2005. With two Fokker 100s DAE operates out of the hub Curacao Hato International aerodrome to numerous locations across the Caribbean and South America. DAE Cargo has adopted the same principles as its on-time and quality passenger run. Parallel to their expanding flight network, DAE is providing effective and quality services to more and more new locations. With the support of 134 employees, DAE carries passengers and cargo to Aruba, Bonaire, St. Maarten, Sto. Domingo, Caracas, Valencia (Venezuela), Bogot, Cartagena (Colombia), Paramaribo (Suriname) and Panam City.Divi Divi Air N.V., is a small efficient airline giving big services with a team 12 employees. Established in 2001 and based on Curaao, with a ticket office in Curaao as well as Bonaire. Divi Divi Air N.V., locally known as e Divi Divi (The Divi Divi) operates about 7 to 9 flights daily between the islands. They can also cater to your specific needs with charters on demand in the region. Divi Divi operates 3 twin-engine aircraft of which two are nine seat Britten-Norman Islanders.Purpose of the studyThe following are objectives of this researchTo investigate the causes of low employee motivation at the workplace.To identify factors that could improve the level of motivation of employees at the workplace.To suggest strategies that could improve the quality of work-life of their workplace.There are many factors that motivate people intrinsically. The motivational factor of these matters is based on humans urge to fulfill certain needs. Not all of them can be applied in work motivation, but the ones that are executable for this purpose are introduced next. The inner motivation factors include acceptance, the need for approval curiosity, the need to learn honor, the need to be loyal to the handed-down values of ones clan/ethnic group idealism, the need for social referee independence, the need for individuality order, the need for org anized, stable, predictable environments power, the need for influence of will saving, the need to collect social contact, the need for friends (peer relationships) status, the need for social standing(a)/importance tranquility, the need to be safe and vengeance, the need to strike back/to win. Reiss (2004) said that these basic desires give people inner work motivation when they seek to fulfill some of these needs.Limitations and delimitationsThe limitation is being considered in relation to the natural explanation to which the researcher has limited the study and the active choices to limit the study area. This study is limited to existing theories and models, and their influence and limitation on motivation of the employee. The focus will be on independent variables that the airlines and or their employee in one or another way can influence, with censure of the external factors which one cannot control directly but monitor, delimitated in local airlines.Variables that will be us ed are personal needs, organizational building and external factors. Of the individual factors, the most important factors will be chosen. For organizational factors it will be limited to study the organizational culture and the incentives, the external factors, the economy will be touched. Approximately 100 employees will be studied in different education levels, age groups and nationalities.Setup of the thesisIn chapter 2, a motivation factors model is presented and explained. In this part, the definition of work motivation, factors that influences the work motivation, and different work motivation theories used in the thesis are discussed. Further, different work-related behaviors are introduced and some general information. Chapter 3, the methodology used is explained e.g. the research method, procedures, instruments and representativeness is presented.Chapter 4 and Chapter 5 ..On the last page(s), a annexe list of the journals used in this thesis is included.