An Assessment of Employee Motivation as One of the Factors Affecting Employee Job Performance a Case for Sameer Africa Limited, Nyeri Branch

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AN ASSESSMENT OF EMPLOYEE MOTIVATION AS ONE OF THE FACTORS AFFECTING EMPLOYEE   JOB PERFORMANCE A CASE FOR SAMEER AFRICA LIMITED, NYERI BRANCH  
  1.0 CHAPTER ONE
  1.2 Introduction 
The issue of employee motivation is extremely important to management .It is one of the most puzzling issues in management. There are plenty of employees that just ‘punch the clock’ i.e.  They go to work just for the sake of paycheck and nothing else. They have no self pride in their work and do the bare minimum for managerial satisfaction. These employees not only hurt themselves but also the company as well. Motivation is an individual thing, in other words not same thing motivates all people. However, according to motivation theories there are same constant factors relative to motivation. There have been many programs to motivate employees e.g. incentives, contests and commissions but over the years they have been proven to do little to motivate the long term employees.  In an era of increasing competition it is important for organizations to effectively utilize all the available resources including human resources. The motivation of employees is important to organizations since it is one of the several factors that significantly affect the productivity of employees. Most   find they in superiority position where they make all the decisions and employees just follow. This is not a good practice because they exclude the employees and they feel as if they have no say in the company. This is hierarchal structure of the work place. The first step to performance is to ensure that your employees know what is expected of them; they know what they are supposed to do and how well to do it. The practice of staff appraisal has an important of McGregor’s argument. The designation of standards occurs throughout the organizational performance appraisal system. The managers must show her or his subordinates that their abilities are and will be recognized .There are several theories about motivating employees in workplace. Douglas McGregor argued that there is nothing wrong or bad about exercising authority or giving instructions. The informal development of standards occurs throughout the ongoing activities of assigning work, reviewing progress and giving feedback. However, if exercising unilateral management authority is less than effective, the alternative of it i.e. democratic involvement offered will yield more returns. Theory Y is difficult to put into practice on the shop floor in mass production operations but it can be used initially in the managing of managers and professionals. In modern organizations, the intellectual potential of the average person is only partially utilized. Motivation tends to decline if there is loss in competency. Frederick Herzberg who is considered the father of the job enrichment and one of the major philosophers of management says that in McGregor’s Theory Y managers tend to believe that given the right conditions for employees their application of mental and physical effort in work is as natural as a rest or play. The best way to motivate employees is to give them a chance to motivate themselves. Companies cannot motivate its employees anymore then you can when you are empowered. However, it can set up an environment where they best motivate and empower themselves. The key knowing how to set up the environment for each of your employees. Motivating employees starts with motivating oneself e.g. if an employee hates his or her job, it will seem to that person like everyone else does it too. If stressed out also he or she thinks that everyone is stressed. Enthusiasm is contagious. If you are enthusiastic about your job, it is much easier for others to be too. Also if you are doing a good job of taking care of yourself you will have eagerness to perform to maximum. To stop the employees feeling that they productivity is being punished with more work; job rotation is the best option....
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