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Case Analysis on Motivation

By AkashM4 Aug 20, 2013 1653 Words
Table of Content

Introduction ………………………………………………………………………………….2

Case Analysis ……………………………………………………………………………….2

Scenario 1 ………………………………………………………………………………….2

Scenario 2 ………………………………………………………………………………….3

Scenario 3 ………………………………………………………………………………….3

Findings ……………………………………………………………………………………...4

Conclusion …………………………………………………………………………………..6

Reference ……………………………………………………………………………………7

Introduction Motivation is one of the fundamental aspects of a worker in an organisation to outclass or produce additional outcomes. It is a crucial driver of an individual behaviour and performance. This paper has critically analysed the motivational ideas, concepts and theories from the chosen academic journals. Some of the keywords that are observed carefully on these papers are performance pressure, low motivation, public service motivation, employee motivation, rewards, recognition, strategic management, behaviour, attitude, work environment and communication. All these factors are correlated with individual motivation in a primary or secondary manner. The findings revealed some of these causes are the major contributor to their low work motivation and vice versa. Motivation has been overlooked in many areas of work locations which have a direct effect on the productivity of the individual and organisation. Case Analysis Scenario 1 This reading aims to classify the elements that contribute to low work motivation among publics servants in Malaysia. Every organisation is searching for outstanding, brilliant and productive human capital to survive in an unstable market environment. For this, organisations must provide benefits such as good salary, appreciations, good remuneration and other forms of benefits to public servants. In this current situation, motivation- hygiene theory is found to be applicable which is relevant to the employee motivation in different forms such as recognition, security, work conditions, salary, personal life, achievement, growth, status, responsibility and supervision. In Malaysia, the government has introduced Government Transformation Programs (GTP) to ensure public servants are highly motivated to do their jobs by providing incentives such as salary increment. The research has found unpunctuality, rudeness, low performance, complaints and lack of motivation as some of the common issues among the public servant. To understand the causes that can motivate employees to work, the Immigration Department has been chosen as a sample case study by using quantitative method in the research technique. Communication was the major motivational factor recognized by scholars other than

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rewards and recognition in the process. To analyse the association between motivational factor and employee the data has been subdivided into different sub categories. For instance, the factors that contribute to low motivation to work are evaluated separately compared to level of employee’s motivation to work. Scenario 2 The study has targeted the relation between the performance pressure and workers motivation in the workplace. Researcher has conducted a multi method field study of audit and consulting teams from two global professional firms. The process was focused on the performance pressure in the team and employee motivation. On the positive side performance pressure has been considered as a motivational force which offers an elegant model based on expectancy theory. It also discloses performance pressure and team effectiveness which leads into greater motivation. The investigation was based on the hypothesis of combined multi source surveys with archival data and longitudinal observational cases to understand the knowledge process in teams. In the chosen case study all the data collection, sample, variables, measures, results are carefully analysed between the two major firms. Performance pressure has been quoted “double edged sword” by the author of the article because of the complexity involved and based on the research of the given scenario. It also describes the performance pressure paradox because of lack of motivation seen in employees of firms and low risk solutions. The research has also looked at hierarchy which demands the high performance pressure among the workers leading less motivation which was seen to be replaced by humour to suppress dissent. Scenario 3 Final critique has relevance with equity theory which has studied and worried with the effects of the employee’s perception of workplace justice. The area of search is not only centred on public sector but diversified to non-profit and for profit. The paper has exposed public service motivation (PSM) as a required approach towards employee’s motivation. Managers in the job sectors can potentially use tools to recruit and retain employees associated with their motivational desire. In contrast motivational tool found in public sector managers are limited to incentives which

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account for higher public service motivation. Public service motivation has been connected with behavioural and organisational outcomes for example economic rewards, job satisfaction. Firstly, data has been compared between public sector and private sector based on the hypothesis used in research. All the different kinds of variables used in process are surveyed among the group of undergraduate students by using different methods such as questionnaire, workplace rankings. On average, respondents rated public sector job as the most desirable and private sector to lowest ranking. The study has reported significant finding which says motivation in public sector is not only the product but gender also matter in some extent . Self-sacrifice dimension is the most important aspect of motivation to work in public sector in comparison to private companies. Findings All three journals have direct relevance with different motivational theories in their content. Maslow’s theory is one of the widely used theories in relation to human motivation. But, it would be hard to use as a rationalization for selected journals yet it has been heavily criticised in recent days. Therefore, based on the overall findings every paper has been distinctly analysed. The findings express that there is a substantial positive relationship between all the motivational factors and motivation to work in Malaysian public sector jobs. Some of the significant concerns among the workers are communication, lack of meeting, discussions between employee and management. This has incredibly affected work environment which makes it less attractive and decreases their motivation. All the variables were allied with the employee’s work motivation that consists of rewards and recognition which has a positive outcome to their work. The research has facilitated to understand the motivation - hygiene theory which looks into the factors that are relevant to employee motivation. The criticism over the research was based on study area which was from only one section of government sector. In future, other departments in government which deals with public will be the part of research as a suggestion. Further recommendations are made to motivate the employees to work by improving the communication between them and management. Moreover, some

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ideas like group discussion, use of social media, exchanging feedback are ways to assist the employees to motivate at their work are suggested. Expectancy theory that resembles second chosen journal which focuses on the team motivation and performance pressure. Especially, if the members in the team or team as a whole have to produce high quality outcomes they have to highly motivate to deliver. Finding has further suggested, while the project is underway, even people with prior experience will be under pressure. During the process only high professional expertise can survive most of the members need high motivation from their managers or team members. Importance of the professionalism was invisible in the case as most of the employees were busy in problem solving discussions in different kind of meetings. It is believed that all the participants were equally motivated by the discussion process. Further, hierarchy is seen as the one of the consequence which delivers high pressure among the workers. It is not only found among the workers but also flows in both directions. This has created a motivational pressure which has direct relationship in their overall performance as a team. Many team meetings discussions have used jokes and humours to elevate motivation among the workers. The study requires further investigation on the positive motivational effects of high performance pressure which was found to be risky and beneficial at the end. The final article revolves around equity theory as a base model of findings. Generally, it relates to public service motivation for producing better outcomes for the effective human resource management. There are few problems with the research as it says people who are working hard will bring the equity in the public sector job. It would be hard to say that as not many people in the organisation care about others. The second part of the study reveals the gender base equity systems in the organisation. It tests about the potential moderating effects of gender over the equity relation which has inability to support the public service motivation cause. On this point, improved measures and further argument and important consideration need to be incorporated into motivational process.

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Conclusion In conclusion, motivation affects the trend, strength and diligence of individual’s behaviour in an organisation. Motivated employees are not restricted to one area or a sector they are willing to excel towards a particular goal for a certain amount of time. It would be hard to predict or comment on human’s behaviour as an individual or their reason behind the motivation. Following these journal and theories it would be challenging to conclude with the solid universal model which could be relevant to the human motivation. The ideas can relate to some insights as a possible reason which gives us awareness and some tools for our future understanding of motivational behaviour.

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Reference Clerkin, MR & Coggburn, JD 2012, ‘The Dimensions of Public Service Motivation and Sector Work Preferences’, Review of Public Personnel Administration, vol. 32, no. 3, pp. 209-235, viewed 26 November 2012, via Sage Journals Online. Gardner, HK 2012, ‘Performance Pressure as a Double-edged Sword: Enhancing Team Motivation but Undermining the Use of Team Knowledge’, Administrative Science Quarterly, vol. 57, no. 1, pp. 1-46, viewed 28 November 2012, via Sage Journals Online. Mahazril ‘Aini Y, Zuraini Y, Hafizah HAK, Adnan Aminuddin, Zaherawati Zakaria, Nazni Noordin & Badrul Azmier Mohamed 2012, ‘Work Motivation among Malaysian Public Servants’, Asian Social Science, vol. 8, no. 12, pp.238-242, viewed 29 November 2012, via Asian Social Science. McShane, SL, Travaglione, A & Olekalns, M 2009, Organisational behaviour on the Pacific rim, McGraw-Hill, North Ryde, NSW.

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