Essay on Workers productivity is the key factor in organizational success
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Abstract
Workers’ productivity is the key factor in
organizational success, since they serve as the driving engine for the
organization. Productivity is influenced by workers’ motivation for work.
Motivation has a direct effect on the productivity. Therefore, in order to
improve workers’ productivity, it is imperative that their motivation is
enhanced. Maslow and Herzberg theories will be used in this study. These two
theorists will be used as a survey for needs, motivators and demotivators. The
research will take place in a Thai Floor tile manufacturing company. While
needs in Thailand considers low on Maslow due to economics, we will test the
different needs between plant workers (who has lower income) and office
workers. Herzberg’s motivation theory is one theory that emphasizes that
managers should take separate measures to increase workers’ satisfaction and
decrease their dissatisfaction so that their productivity may be enhanced.
There is need to check whether the theory is valid as it compliments nearly all
other theories of motivation, that focus their discussion around certain
factors and do not categorize factors on the basis of satisfaction or
dissatisfaction.This essay is an example of a student's work:Evaluation on Companies Social Accounting
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This research will check the Herzberg’s theory
of motivation by analyzing the impact of individual factors on the workers’
productivity from their own perspective. The research will clearly identify the
productivity influencing factors that are job satisfiers and others that are
job dissatisfiers. This will allow the research to come up with a practicable
strategy that addresses both types of concerns of the workers. In addition to
that, the effect of environment on the factors influencing workers’
productivity will be studied by comparing the response of office workers to
that of plant workers for the same factors. Owing to the great difference
between the office environment and the plant environment, it is expected that
workers’ response will greatly vary for the same factors, and will yet be
consistent within their individual categories of office and plant. This will
allow the researcher to devise strategy that takes into account the effect of
environment on the workers’ productivity, so that the practicability of the
strategy can be enhanced.
Research Problem
Herzberg’s theory of motivation emphasizes upon
the need to take separate measures to improve the satisfaction and reduce the
dissatisfaction of workers. This research aims at identifying methods to
improve satisfaction and reduce dissatisfaction of workers simultaneously so
that their productivity can be enhanced and the quality of their work can be
improved.
Also, this research designs to test a validity
of Herzberg two-factor theory of motivation (Motivation – Hygiene). The
Herzberg theory has given a mass of investigations and experiments in many
industries and different type of organizations around the world. Results do not
always support, in fact, only about one in three do so. (Gardner, 1977)
Significant of Study
Productivity is one of the most concerns in the
state of the art business practices. The progress of any organization depends
upon the speed of work. Workers’ motivation plays a decisive role in boosting
the speed of work because they work at the grass root level. Their productivity
is essential for the company’s progress to comply with the schedule. Companies
that surpass the deadline make the owners incur great financial losses.
Liquidated damages absorb the profit margin that not only decreases the
profitability of business, but also serves as a potential discouragement for the
owners.
Therefore, workers’ productivity is the key
factor that needs to be concentrated upon in order to increase the
profitability of a business. The extent to which a worker is productive is
governed by several factors that include but are not limited to the workers’
motivation, skill, age, and culture. For the scope of this research, workers’
motivation will be focused and means will be identified to increase their
motivation so that they may increase their productivity. Various theories of
motivation have been proposed, each highlighting a specific aspect of
motivation. One such theory is the Herzberg’s motivational theory that
emphasizes that workers can only be motivated for work if managers take
measures to both satisfy them and remove the factors that dissatisfy them. Such
theories are readily being relied upon by both researchers and practitioners.
There is a need to check the validity of these theories. This research will
check the validity and practical usability of the Herzberg’s theory of motivation
by devising a strategy based on it that would focus on improving workers’
motivation for work, and hence their productivity.
The research will be very useful for researchers
and philosophers that tend to base their proceedings on the Herzberg’s theory
of motivation. It is the fact that in Thailand, very few researchers are
working in this area, it will be very useful to validate the Herzberg’s theory
for Thailand, a country which considers as developing economy, low income and
compromise culture. So author has chosen this area for research that would be
helpful for further research in this field.
If the strategic model of productivity
enhancement devised in this research brings out positive results, it would not
only justify the usability of the Herzberg’ motivation theory, but would also
provide the owners with a well developed strategic model of productivity
improvement.
Objectives
The research will achieve the following
objectives:
• Identification of dissatisfying factors that
decline the productivity of workforce.
• Identification of satisfying factors that
improve the productivity of workforce.imer
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in order to help you with your studies. This is not an example of the work
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• Studying the influence of environment (office
and plant) on the nature of factors influencing productivity.
• Identification and recommendation appropriate
intervention to improve motivation and productivity
• Formulation of a productivity improvement
strategy that simultaneously focuses on lessening the dissatisfaction and
improving the satisfaction among workers.
• Judgment of the validity of the Herzberg’s
theory of motivation through results of the strategy.
Review of the literature
Motivation is the key factor in influencing
humans to work better, so an increase motivation will result in higher
productivity and more profit. Understanding and having knowledge about
motivation can help create a satisfier environment resulting in achieving
higher productivity (Halepota, 2005). Productivity is directly influenced by an
individual’s level of satisfaction or dissatisfaction with the job. Various
theories of motivation like Maslow’s Hierarchy of Needs, Alderfer’s ERG theory
and the Herzberg motivational theory commonly stress upon a need to address
workers’ concerns on these factors so that their motivation for work can be
increased. Therefore, workers’ satisfaction or dissatisfaction factors can be
linked to their motivation. Hence, this research would base the workers’
productivity improvement strategy upon the Herzberg’s motivation theory. This
requires an in depth analysis of the motivation increasing methods that are
conventionally applied in Thailand.
Before analyzing methods in place in Thailand to
improve workers’ motivation, it is customary to define the term “motivation”.
Motivation can be understood as “the process that initiates, guides and
maintains goal-oriented behaviors” (Cherry, 2011). According to Locke and
Latham (2004, p. 388), motivation: ‘refers to internal factors that impel
action and to external factors that can act as inducements to action’. Halepota
(2005), motivation is a factor that significantly influences productivity. A
higher level of motivation can result in higher productivity.
Herzberg presented a unique theory about
motivation in which he said that factors that cause dissatisfaction among
workers in their workplace are not opposite to the factors that inculcate
satisfaction in them. In 1959 Herzberg wrote “We can expand … by stating that
the job satisfiers deal with the factors involved in doing the job, whereas the
job dissatisfiers deal with the factors which define the job context”. Herzberg
(Herzberg, 1987) stated that factors involved in producing job satisfaction are
separated and distinct from the factors that lead to job dissatisfaction. The
opposite of job satisfaction is not job dissatisfaction but no job satisfaction
and the opposite of job dissatisfaction is not job satisfaction, but no job
dissatisfaction. That essentially means that if the employers take measures to
reduce the dissatisfaction among workers, they may effectively preclude all the
factors causing dissatisfaction among workers. However, that does not mean that
such an attempt of the employers would generate satisfaction among workers so
that they would improve their performance. There is dire need to study the
relationship between the potential satisfying and dissatisfying factors so that
measures taken by employers can be made effective in drawing the desired
results by simultaneously addressing both satisfaction and dissatisfaction.
Herzberg’s job satisfiers and dissatisfiers
compliments nearly all other theories of motivation, that essentially talk
about certain specific factors, addressing which, employers can increase the
motivation of their workers. For example, the Maslow’s Hierarchy of Needs
theory has identified five specific needs that hierarchically play a role in
motivating a worker. Maslow’s Hierarchy of Needs and Herzberg’s two factor
theory can be best explained with the help of the figure given below:
related topics:
Finance and investment management
As can be observed from the figure, Maslow has
simply highlighted five needs and has not talked about any satisfying or
dissatisfying factors. According to Maslow, a worker will only think about
realization and self actualization if his/her four basic needs of physique,
security, affection and esteem are met. The similarities of Maslow and
Herzberg’ theories are that both use hierarchy scale, where one stage must
first completed before advancing to the next stage. Herzberg’s hygiene factors
(e.g. salary, work condition, security) are corresponding to physiological,
safety and social needs of Maslow. Likewise, Alderfer’s ERG theory talks about
the needs of existence, relatedness and growth (NetMBA, 2010). Alderfer has
emphasized that managers need to simultaneously take measures to address each
of the three needs of existence, relatedness and growth, and did not specify any
satisfying or dissatisfying factors.essay is an example of a student's work
Research Methodology
The research methodology will be based on Action
Research on the floor tile manufacturing company in Thailand. The size of the
company is around 300 people. The scope of this research will focus only on one
location where plant and office operate together. The employees belong to this
location is approximately 160 people in which 50% are plant workers (e.g. xxx)
and 50% are office workers (e.g. back office, sales, marketing). The research
will be based on 3 stage of Organization Development Intervention, as figure
below:
The research will use both quantitative and
qualitative approaches which are questionnaire, interview, and focus group
workshop. In order to cover the whole range of factors that may influence the
workers’ productivity, data will be collected both from workers working in
offices and others that work in the plant. It is expected that plant specific
factors that influence productivity are different from those that are not plant
specific, and are indeed office specific. This can be attributed to the fact
that the culture prevalent in a tile manufacturing company’s office is
significantly different from that which is prevalent in the plant. By collecting
data from workers working in both areas, the research will not only be more
realistic, but also will provide the researcher with an opportunity to draw a
comparison between the office and plant specific satisfying and dissatisfying
factors. Data will be collected from about 160 people through questionnaires
and interview session with manager level.
Research techniques
A two stage survey questionnaire will be used as
the survey instrument. The first set will be based on list of needs; another
will be importance of motivator and hygiene factors to improve productivity. In
the second stage of questionnaire, the author will also ask respondents to rate
the application and presence of those factors in the company.
For manager interview, questionnaire will be
used to guide interview process. The manager will have to rank the
questionnaire on behalf of what worker think and what techniques they had
adopted to motivate their workers. The questionnaire will include demographic
such as age, years with company, position, gender and will be based on Likert
scale. The common factors will be mentioned and the workers will be asked to
grade them as their provision satisfies them and their lack dissatisfies them.
Likert scale will have numbers from 1 to 4 where 1, 2, 3 and 4 would mean “does
not satisfy”, “somewhat satisfies”, “satisfies a lot” and “extremely satisfies”
respectively. Similar scale will be used to measure dissatisfaction and 1, 2, 3
and 4 would represent “does not dissatisfy”, “somewhat dissatisfies”, “dissatisfies
a lot” and “extremely dissatisfies.”
Anticipated Results
Means of responses for the graded factors that
were originally commonly identified as both satisfiers and dissatisfiers will
be found, to see which the most influential factors on the workers’
productivity are. Factors whose satisfying and dissatisfying role is equal will
be identified, along with other factors with biased satisfying or dissatisfying
role. This will help confirm the validity of Herzberg’s theory in Thai
manufacturing context and will ease the formulation of a strategy that would
enhance workers’ satisfaction and reduce their dissatisfaction. Their
productivity is expected to increase as a result of this.
Another answer will retrieve from this research
is how existing motivation tools apply in the company and how effective it is.
In addition, the cross analysis of workers and managers will help manager
understand more in worker’s needs and what important to them in order to create
a satisfier environment.
Resource Required
Expense for questionnaire translation and
questionnaire
The questionnaire will need to translate into
Thai since plant people have no skill in English and it will be more effective
and understandable to use Thai questionnaire. The expense of translation questionnaire
will be required. For questionnaire, the author hasn’t decided which
questionnaires to use, some might need to buy a license to use it.
Time and Effort
Study more on literature review, statistic
analysis and previous studies in Thailand motivation
Others
Need statistic tool to analyze the result of
questionnaire i.e. SPSS
Work Schedule
There are 3 key phases:
Phase 1 – Literature Review and Prepare for PhD.
Candidate defense (Key milestone: pass the defense)
Phase 2 – Start Data Collection, Intervention
implementation and Analysis (Key milestone: complete action research) essay is an example
of a student's work
Disclaimer
This essay has been submitted to us by a student
in order to help you with your studies. This is not an example of the work
written by our professional essay writers.
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