Motivatin in University of South Wales Essay Example

  • Category:
    Business
  • Document type:
    Assignment
  • Level:
    Undergraduate
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    2059

MOTIVATION IN UNIVERSITY OF SOUTH WАLЕ

Motivation in University of South Wаlеs

Introduction
Workers turnover in any
business
plays a significant
role in the
company
production. The turnover of individuals in the
industries
and
commitments
makes
the
production of the
company
high. On the
other
hand, absenteeism
causes
the
production
rate to below
and
makes
the
company
experience
expenses in the
production since the
company has to look
for
casual
workers to replace
the absentees. Motivation is needed to make
sure
that
high turnover in the
company
is attained. Favorable
working
conditions
needs to be addressed
so
that
employees can work without challenges. Failure to motivate
the
employees
result
in
low
morale
and
thus
teamwork
motivation
and
individual
motivation
needs to be addressed in length
.Different
types of absenteeism like authorized
absenteeism, unauthorized
absenteeism, and
willful
absenteeism
makes
the
company
experience
challenges in the
production
rate. If
possible, it is important to make
sure
that
the
employee’s turnover is 99%. This
paper
seeks to discuss
relevant
motivation
theories that can be used to solve
the
problem of absenteeism
and
staff turnover following
the
introduction of the
new
flow
line
process in USW Limited. It will further
seek to discuss
how
the
formation
and
use of teams can help USW Limited to improve
the
motivation
and
performance. Additionally, it will recommend USW Limited on future
changes to working
practices
so
that
it can be managed
effectively
.
Content
theory of motivation
One of the
motivation
theories that can be used by USW limited to solve
the
challenge of absenteeism
and
staff turnover following
the
introduction of new
flow
line
process is the content theory of motivation. The content theory of motivation
shows
the
specific
needs that can cause
motivation in the
company. For
example through the Maslow’s hierarchy of needs
the
staff turnover can be increased. Considering
the physiological needs that human
being
need to survive like water, food
and
air among others apply to the companies.
Companies like USW limited
needs
maintenance of staff. For
example, leave should be granted to each
and
every
staff
so
that
they can get
time to rest
according to the
schedule
set. Staffs should be given
breaks one day per week
so
that
they can feel
part
and
parcel of the
company
failure to that
implies
that
they
have to absentee themselves intentionally
.Security
needs in USW Limited need to address
sufficiently
so
that
employees can be motivated. For
example, each
and
every
employee
needs a steady
employment
that
is not based on casual employment rather it should be permanently based employee. The
company is concerned with manufacturing of Nordic walking
poles, and
it is a competitive
company that should employ
the
staffs in permanently
based
terms. Health
care coverage should be practiced
so
that
the
staffs can be motivated
and
thus
high turnover of the
employees. Favorable
working
conditions like providing
covers on hands
and
on the
heads of employees should be done. Thisimplies
that
that
the
management of USW limited
cares
for the
commitment of the
entire
staffs in the
company
.The
social
needs
make
the
staffs
have a sense of belonging
to
the
company. For
example, USW Limited staffs are women
who
usually
work in a group of 4 individuals. It is, therefore, good
if
they are allowed to socialize together
so
that
they can share
information
concerning
the
company
together. Additionally, socialization is a sigh of unity
and
thus
they will work as a one fraternity
aim to achieve
the
goals (Emerson and Loehr, 2008). The
motivation levels lead to acceptance of staffs in the
organization
leading to commitment, hard
work
and
creation of trust in the
company. It is the
role of the USW management to make
sure
that
they
show
love to the
employees
so
that
they
feel
part
and
parcel of the
company. If
the
management is always on the
toes of the
employees
complaining
about
issues that were not done
accordingly
then
the
staffs are demoralized
leading to absenteeism
.Esteem
needs
implies
that
it is the
role of USW Limited to respect
the
staffs. Failure to respect
the
staffs
implies
that
that
they
do not have
that
self-respect
and
respect themselves as important stakeholders in USW Limited. Self-esteem
plays a significant
role in the
personal
trait since one can
convince others that
he
or
she is the
only stakeholder with the
capability of doing
a certain
task as recommended by the
management. It
implies
that one need to have
that
courage to do
certain
things that are impossible to others since he
or
she has a high
esteem. The
motivation can only
be attained
when
the
management
makes
sure
that
rewards are provided to the
employees
so
that
they are appreciated
for
the
good
work
they
do. The motivation of rewards can still
be done through the
groups
where
they are rewarded
and
thus
being
committed
and
working
hard in the
company
.The
last level of motivation is self-actualizing needs
where
seminars should be held to make
sure
that
the
employees will utilize their potential
fully in what
they
know
best. It is the
role of the
entire
company to make
sure
that
seminars are held to sensitize
staffs on how
they can utilize their capability without considering others how
they can tackle a challenge in the
organization. The level of need is the
highest
and
potentiality of individuals should be taped
so
that
they can work
according to the
organization
desire. Through motivation like promotions of individuals, absenteeism can be reduced
when
individuals are made
aware of their capability
. Equity
theory of motivation
The
theory is concerned with how
fairness in the
company. For
example, in USW Limited employees
work as group
and four staffs per group are dedicated with the
company
daily
routines of manufacturing of Nordic walking
poles. Fairness has to apply in the
company since comparison of each
and
every
work
done by each
group has to gauge on what
they
have
done. Standards that are set
for
each
group must be met
so
that
they can be rewarded
according to how
each
and
every
group has worked. Motivation through rewards
reduces
absenteeism in the
company since the
staffs
know
that
every
week
or on the daily
basis
one has to go
home with certain
amount of money due to the attainment of target
and
hit of the deadline. The
theory
plays a significant
role in motivating
the
staffs
and
thus
increases
the
employee’s turnover. Whenever imbalance
occurs
when
working
and
reward
shared equitably, it
implies
that
the
staffs are going to be dissatisfied
and
thus
feel like they are not going to avail themselves in
the
organization.

How Formation anduse of teams can improvemotivationandperformance
Formation
and
use of teams to improve
motivation
and
performance must clearly
understand
it
purpose. For
example, in the
case of USW Limited where
they
work in groups of four women
each partitioned to work
separately must understand its purpose
so as to achieve
the
goals of the
organization. As
long as the
staffs
understand
the
purpose of USW they are motivated based on the
fact
that
they
work as a team, and one can consult in case of a problem. They are strengthened since unity is strength
making
it
possible
for
the
staffs to work harder and
be committed to the attainment of the
goals. Working as team
means
that
challenges
are tackled by different
individuals with different
ideas
and
thus
high
performance
being
attained. If
the
team
understands their purpose in USW, it
implies
that
they are motivated since individual
production is not considered
rather
the
management
look at the
team
production that increases
motivation
and
performance Through
.recognition of staffs
that
do
well in the
team, it is important
for USW Limited to recognize
those
who
participate
well in daily
routines. Thisimplies
that
they are supposed to be rewarded to motivate others. It is the
role of the
managers to praise
individuals
who
do
well in the
team
so
that
they can feel
part
and
parcel of USW and
improve
the
performance. When
the
staffs
are recognized in the
team, other
groups
try to work
hard
so
that
they can be motivated
thus
improving
the
performance of the
organization (Nilson, 2006). A
well-done
job
needs to be recognized
leading to the
team
being motivated and
thus
continue
working
hard to maintains
the
status
they
have
acquired
.It is the
role of USW Limited to make
sure
that
the
team has a strong
support
and
tools that are required to attain
the
goals. All the
obstacles that are challenging to the
organization
need
support
so
that
performance can be improved. It is futile
when a team is put in the
work without support since they will not be motivated and
thus
poor
performance. Through support, the
team is dedicated to attain
the
goals
set
and
thus
improving
the
daily
routines. For
the
team to perform
best, they must be motivated by providing
support
and
the
required
tools that areneeded to attain
the
goals. It is the
role of the
management to make
sure
that
team
leaders are engaged in the
management
so
that
they can air out what
they
need to attain
the
best
performance
. Recommendations
I recommend USW Limited to empower
the
teams
that are formed by four individuals
so
that
they are motivated and be more assistive in daily
routines. Competence
and
the
capability
play a significant
role in the
team
formation since if the individual
does not have
competence
and
capability to carry
the
daily
routines
implies
they cannot make
it. It
is based on the
fact
that the success of the
team is achieved
when
the
teams are empowered. Whenever they are empowered, it
means
that
they are aware of their responsibility
and
thus motivated to work
extra
hours
so
that
they can improve USW performance I
.recommend USW to use
the content theory of motivation
and
try to implement
it
so
that
they can attain
the
goals. Through self-actualization, the
staffs
know their capability
and
thus
they
just
need to be supported to attain
the
goals. Through support
and
provision of the
required
tools, the
staffs
need to improve
the
performance of the
company. It is the
role of the
management to make
sure
that
team
and
individual
support is provided in the
company
so
that
achievements
and
opportunity to others can be attained. I recommend USW to make
sure
promotion in terms of leadership is considered
for
the
best
performance
so
that
they
feel motivated and
improve
the
performance of the
company. The
management should demote
the
less
performing
supervisors
and
managers to embrace
the hardworking staffs as a sign of motivation. This is
the
only
way that can work to improve
the
performance of the
company. Maintaining status quo in the
management
implies
that
the
organization will never
improve in terms of performance
rather
it will deteriorate
leading to failure
and
even
collapsing of the
company I
.recommend
the
management to provide
more
responsibility to the
staff since individual
tend to respond
better
when
responsibility
have
beenincreased. Failure to provide a lot of responsibilities
means
that
the
staffs will not be committed to hitting
the deadline resulting to maintaining of status quo. Since USW has formed
groups that individual
are associated with, it is important to provide
increased
responsibility based on the
fact
that
working
together under a common
goal
improves
performance.

Conclusion

A teamwork play a significant role in the performance of the company and this is the reason teamwork is encouraged in the organization. Challenges that are complex to individuals are made possible through teamwork if they are committed in attainment of the goals. The management should come up with rules and regulations that are supposed to be operational when team work is being formed.

The hierarchy level of needs plays a significant role in motivation of individuals and thus improving the performance of the organization. Equity theory of motivation should be encouraged in the organization since individuals are rewarded according to their performance. Rewards should be provided to the staffs that perform best in the organization though in some circumstances teams are rewarded.

List of References

Emerson, B., & Loehr, A. 2008. A manager’s guide to coaching simple and effective ways to get the best out of your employees. New York: AMACOM/American Management Association.

Nilson, C. 2006. Lunch and learn: Creative and easy-to-use activities for teams and work groups. San Francisco, Calif.: Pfeiffer.