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Mr Olufemi Oyedele
Glasgow Caledonian University
Archived topic page last updated on 18 May 2011
Employees' performance has been established to be directly related to employees' motivation. This assertion was corroborated by different management theories since the works of Frederick Taylor on 'The Principle of Scientific Management' in 1911 and Henry Gantt on 'Works, Wages and Profits' in 1913. Modern employees' motivation management methods have evolved over time which discredited Taylor's "differential rate piece-work" and Gantt's "task and bonus wage" systems. The modern employees' motivation management methods are employees' oriented and are more effective. There are schools of thought that believe that no employee can be 'adequately' motivated while there are others that believe they can. This research work was to ascertain from the employees the motivating factors that can 'adequately' motivate them to work tirelessly and to achieve results. It found out that employees can be 'adequately' motivated and are best positioned to determine what can collectively motivate them 'adequately'. Introduction
Motivation is the catalyst that spurns employees' eagerness to work without pressure. To motivate is to provide employees with a motive to do some tasks. It is to cause or provoke somebody to act either positively or negatively. To say that nobody can motivate employees at work is like saying there are no influential leaders, that there are no effective managers, that there are no motivational speakers, that the psychologists in sports management teams are useless and that motivation is not achievable. Motivation has been used by effective managers to prompt ordinary people to achieve uncommon results in all fields of endeavours. If you doubt that there is motivation, read "I have a dream", the public speech by Martin Luther King, Jr., when he talked of his ambition for an America where blacks and whites, the poor and the rich, the educated and uneducated, the youths and the old and others would co-exist harmoniously and peacefully as equals on August 28, 1963 from the steps of the Lincoln Memorial (Lucas and Medhurst, 1999). Managers who have been able to motivate their employees successfully realised how easy it is to achieve tasks with motivated employees. The American Heritage Dictionary of the English Language (2006) defined employee "as a person who works for another in return for financial or other compensation". Employees do not only work because they want to collect only pay but for other numerous factors. People work because they have goals to achieve which surpass financial gains from their employment. There are various factors that bother on employment. These factors include: employer, employee, working environment, working terms and conditions and type of products and services provided by employer. Maslow (1943) said that people work to survive and live through financial compensation, to make new friends, to have job security, for a sence of achievement and to feel important in the society, to have a sense of identity, and most especially to have job satisfaction. All employees that have job satisfaction are high performers in their respective workplaces. Taylor (1911) opined that the most important motivator of workers is salary and wages when he said that "non-incentive wage system encourages low productivity". He said that if employees receive the same wage irrespective of their individual contribution to the goal, they will work less and that employees think working at a higher rate means fewer employees may be needed which discourages employees to work more. All these analogies affect only the unskilled and "unmotivated" workers in Midvale Steel Company where Taylor worked as a manager. Taylor worked as an engineer in the production unit. His principle does not...