Digi Employee Motivation

Topics: Employment, Motivation, Telenor Pages: 9 (3089 words) Published: November 20, 2012
DiGi is a leading Malaysian mobile and Internet service provider. The company and brand are known for innovation and continue to challenge market norms in efforts to deliver what is relevant and easy to use for customers to enjoy the best deals in the market. DiGi is a primary mobile communications company providing a comprehensive range of affordable, convenient and easy to use wireless services to simplify and enrich the lives of its customers. They create value for their customers by selecting the most appropriate cutting edge technology so that users benefit from products and services that give them choice, convenience and control. DiGi.Com Berhad is recognised in the Main Market of Bursa Malaysia Securities Berhad and is part of the global telecommunications supplier, Telenor Group. They have a well-known presence as a leader in voice and data prepaid services with a number of first that have set industry benchmarks for creativity and innovation. These services are offered under the DiGi Prepaid brand name. Their Post-paid services under the DiGi Post-paid brand name delivers high quality voice as well as value added mobile content and data services to both individual and corporate customers.

1. Provide customers specific solutions to meet individual needs for communications, connectivity, and access to information and security 2. Provide an environment where our employees can grow and be fulfilled 3. Provide superior returns to shareholders

4. Contribute to improving life in Malaysia

To be seen as stars in excellent customer experience which we think will be one of the few differentiators in the longer term given the rapid commoditization of mobile services.

Employee motivation is defined as the key for the effectiveness of an organization as whole. An understanding of the applied psychology within a workplace, also known as organizational behaviour can help to achieve a highly motivated workforce.

Frederick Herzberg, a behavioural scientist proposed two-factor theory which is also known as motivator-hygiene theory in 1959. According to Herzberg in hygiene theory, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. When a hygiene factor is provided to the employees who are not satisfied, it creates a favourable environment for motivation and prevents job dissatisfaction. It is not included as an intrinsic part of a job, but they are related to the conditions under which a job is performed for instance company policy and administration, wages and salaries, quality of inter-personal relations and feelings of job security. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. The motivation theory shows that this factor motivates the employees for a superior performance which is called as satisfiers. It is involved in performing the job and employees usually find these factors as intrinsically rewarding. The factors include status of employee, opportunity for advancement, gaining recognition and responsibility of employee and sense of personal achievement. The motivators symbolized the psychological needs as an additional profit. If they are effective, then they can motivate an individual to achieve above-average performance. 

Digi’s working environment is built around openness, transparency and flexibility with excellent mobility which verifies that they practise hygiene factor. Previously the organization chart has 12 stages of hierarchy which starts from CEO until the junior technician. This makes the communication and decision making process to proceed in a very slow, tough and unpredictable situation. Hence, the higher positioned employees will have higher benefits such as medical & hospitalisation, travel, personal accident & term life coverage, number of annual leave and bonuses according to their...
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