Motivation

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Motivation

MGT 3120
November 28, 2012
Dish Network Corporation, commonly known as DISH, is a United States satellite broadcaster, providing direct broadcast satellite service, satellite television, audio programming, and interactive television services to over 14 million commercial and residential customers in the United States. Charlie Ergen along with his wife and friend Jim DeFranco founded the company in 1980. They formed EchoStar and it served as a satellite television equipment distributor. EchoStar was officially re-branded as Dish Network in March 1996. This branding came after the successful launch of its first satellite, EchoStar I, in December 1995 and marked the beginning of the company offering subscription television services. Dish Network's main service is satellite television. Its offerings are similar to other satellite and cable companies. Viewers can choose channels from a series of service bundles or can decide to pay more for other channels. The corporate office is based in Colorado and has approximately 30,000 employees worldwide most of whom are located within the U.S. In a recent survey conducted by 24/7 Wall St. they discovered that 64 percent of workers said they were very dissatisfied with the company. Employees must be happy at their job to be at their maximum efficiency. In contrast employees who are not happy will not perform and the company’s revenue will suffer. According to employee responses, Dish Network has been described to lack an effective policy of motivating employees. This is a major issue and needs to be addressed since it is a contributing factor that negatively affects the company’s performance. Dish Network is among the worst rated in the industry based on American Customer Satisfaction Index. In fact, having looked at employees’ survey results, we noticed one common complaint that Dish Network employees are dissatisfied with. The company’s policies strongly emphasize sales at all costs, frequently at the expense of customer service. This often involves having extremely hard-to-meet performance metrics, such as hourly sales quotas. Many reviewers objected to the company’s low pay, mandatory overtime, no holidays off, no corporate events, no team building events, and bad management. Dish claims, on its careers page, to be concerned with “taking care of you today,” with medical insurance and flexible savings accounts, and “taking care of you in the future,” with life insurance and 401(k) accounts. On the other hand, here are some trending customer complaints about Dish. “Extremely micromanaged. 95 percent of calls are from irate customers,” writes a customer service representative in Phoenix. A former employee in Englewood, Colo. comments: “You are not allowed to leave the building without swiping your badge in order for management to track hours.” This person adds: “Lunch has to be taken between 11:30 and 2:00 p.m. no matter what” and “employees are encouraged to eat lunch at their desk in order to ‘work through it.’” The numerous rules employees must follow result in a lack of motivation and in turn, effect productivity. Motivation is often described as the persistence to expend work. Some individuals continue to stay motivated because they want to excel in their field of study or be highly successful. However it is easy to lose this focus, therefore managers need to continuously motivate workers. Motivation is the key to improvement. Motivated employees are more cost effective because they help produce profit for the company. To be effective, managers need to understand what motivates their employees because if they want to have successful performance at the company, they need to realize that it is directly linked to employee satisfaction. Thus, based on the survey results we identified the following major problems that affect employees’ motivation: a hostile environment between employees and supervisors due to intimidating policies, unachievable sales quotas,...
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