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Motivation in workplace. Shine Communications, a communications agency based in London and employing 56 staff, was voted by employees, the number one company, in the Sunday Times 100 Best Small Companies to Work For

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Introduction

9.1 Managing other people Motivation in the Workplace Motivation is the drive that makes us do things: this is a result of our individual needs being met so that we are galvanised to complete the task. Depending on how motivated we are, may further govern the effort we put into our work and perhaps increase output and the quality of that output. Some people are motivated by a high wage or salary but others look for satisfaction from responsibility or a job well done. Businesses rely on their staff being efficient, both in the quantity and quality of output. If employees are not sufficiently motivated to meet these criteria, the business has a problem. A study published in 1966 by Fredrick Herzberg, after he had interviewed a number of people from different professions, attempted to find out two things: * Those factors that motivated people in the workforce - factors that resulted in job satisfaction and further increased their efficiency * Those factors that prevented job dissatisfaction - these factors did not make employees happy but removed unhappiness from working. Such factors, Herzberg referred to as 'hygiene' factors - those that if not satisfied would reduce employee efficiency. Although some factors were found to fall into both categories, broadly speaking, Herzberg identified, Achievement, Recognition. ...read more.

Middle

Shine invests heavily in training. This is not wasted if employees stay with the firm for a reasonable length of time. 3. Abraham Maslow's study originated in the 1950s and is still has appeal for businesses as it has clarity. There would be little argument that everyone needs to satisfy physiological needs such as enough in a wage packet to pay the bills, and employers are aware of this and in the main heed to it. Maslow's theory is based on a hierarchy with each successive level needing to be achieved before an individual can progress on to the next level. Again the second level of safety would seem to find most employers agreeing. After all, workers must feel safe in the working environment and would like security in their job. It is when the theory moves on to the higher levels of love and belonging, esteem needs and self-actualisation that more disagreement occurs. There is a problem as to when a particular level is satisfied; some rewards appear to cover more than one level - money can bring status and that would be the esteem level. Some levels will never be attained by some workers. Nevertheless, like many models, Maslow gives us a model for comparison, a measure to assess workers against. ...read more.

Conclusion

Communications is a fast changing world and firms and their employees need to keep up-to-date on the latest developments, particularly in electronic communications. Personnel communication is a skill not always addressed in business and one in which some people adapt more readily to than others. Both of these types of training will be of great importance to Shine. Theory would suggest that training is costly; that it can be disruptive, and that some employees do not want it as it takes them out of their comfort zone. Not all training providers are good. Not all training is relevant, yet as most businesses provide training as part of an ongoing programme it may be safe to assume that is valuable. At Shine there appears to be a correlation between the amount of training provided and the success of the business. This is not to say that good training will make a business successful, more that the chances of success are enhanced and that the removal of training is more likely to hinder the progress of the firm than benefit it. It could be argued that the ten per cent of profits set aside for training could be invested back into the business in another way but after a firm has paid out dividends to its shareholders it would be wise in invest in a number of areas, of which training would be high on the agenda. ?? ?? ?? ?? Adil Khan ...read more.

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