Factors Affecting Employee Motivation
Samsung is one of the biggest companies globally. The company employs millions of employees directly and indirectly. However, the company experiences a number of management problems just like any other company in the business world. The success and failure of a company depends on how the company faces minor and major problems it faces daily. For instance, Samsung is understood to have well structured management which takes care of its problems. One of the problems the company faces for some years now is the de-motivated workers. As a junior employee I have worked at this company for around four years and I have realized how many workers are not motivated to work here. In the long run the company must understand that workers must be motivated for them to work extra harder in realization of company goals and objective (Bosche, Haas, & Murray, 2008, June). Some of the effects of de-motivated employees include high turnover. High turnover means workers not coming to work regularly as there are supposed to do. Absenteeism can be treated as stealing from the company. Time is an important factor in a company success and growth and means the high rate of turnover reduces those resources in the long. Another effect of less motivated employees is reduces output of produced products (Frank, Koenig, & Srivastava, 2017). This is caused by lack of sense of owning. All workers are supposed to feel like they own the company for them produces increased products in the long run. Motivating them will make the said employees to work hard which results to increased revenue generated apart from increased products output. Motivation plays an important role in a company meeting its goals and objective. In the working places there are a number of motivation styles such an increase in initiatives. The primary reasons to why human being work is to earn money to support their family. However, this is apart from few individuals who believe in realizing their career aspiration. As a result, it means that the salary which an individual is paid plays an important role for his or her motivation in the working place. Another way to motivate an employee is through promotions. No one would like to work for a company for more than 10 years without promotions (Webb, 2017). Additionally, when carrying out promotions fairness must prevail. In some cases employees have complained of nepotism, racism, tribalism and favourism when carrying out promotions in the company. The company employees have noted promotions are done according to color of the skin, the origin of the person and the language he or she speaks. Such kind of acts de-motivation hard-working employees who might work hard for a promotion. A free and fair company is supposed to conduct its promotions through merits and qualification but not through any other factor. Experiences, skills, knowledge, merits and hard-work must be the primary factor to consider one’s promotion. Favourism in promotions makes other employees feel unwanted, un-catered for and some time makes them quite working for the company. Also it cases the company to lose highly skilled employees to the competitors.
Different Company Departments and Their Roles
The issues are many workers are not motivated to work for the company. As a result there is a decline in products output. Some of the severe consequences of de-motivated workers include losing potential and qualified workers to the competitors. Managing the company competitors is one of the hardest things a company goes through. Knowing what a competitors is doing different is so crucial to any company. However, losing skilled and qualified worker to a competitor poses a threat to the company. Basically, this means that a company must do all it can to prevent its workers from being absorbed by the competing firm in order to reduce the chances of rivalry (Minola, Criaco, & Obschonka, 2016). Maslow carried out a research about employee’s motivation and realized an employee’s need is categorized into classification commonly known as need. According to the Maslow the said needs in many cases creates internal pressure which can directly influences a person’s behavior. The said needs are classified into physiological, safety, social, esteem and self actualization need. At physiological need an employee would require those basic things for her survival. Those things include food, clothing, shelter and sex (De Vito, Brown, Bannister, Cianci, & Mujtaba, 2018). They are commonly known as basic need as majority of human cannot live without. The basic things are brought about by the motivation in the work place. A well paid employee can at least afford basic things. After meeting basic things employees would like to promised safety in the working and outside working places. Outside the safety is provided by the government while inside it is provided by the company. The company must meet the safety in the working places to avoid injuries to the workers. However, apart from physical injuries an employee would like to be guaranteed of job security which means he or she won’t lose his job. When the two are met basic and safety need now the worker start looking for social, esteem and self actualization which cannot be met without desirable motivation in the company.
Budget status
The company is divided into some department. Some of the departments include finance, marketing, accounting, human resources and management. Every department plays an important role in the company. For instance, finance department is supposed to look for finance to finance the company. Some of the ways to look for finance include saving, borrowing from banks, grants, family members and jackpots. It is the work of finance department to know where capital to finance different projects in the company will come from. Accounting department is supposed to distribute the finance obtained by finance department to different projects equally. Simply, the accounting department is supposed to account for all the money sourced in the company. Human resource is another important department which deals with employing qualified workers (Jonas, 2016). Human resource is the most crucial department as it employs workers working on other department. One must understand that each department works independently with interference from the others. The last but not list department is sales and marketing department. This is the most important department as it carries the company image. It is mandated with selling the company to the potential and existing customers. Among all departments it is important to note that marketing department is the only department which is not audited by the auditor general.
Network Diagram of Factors That Affect Employee Motivation
In many companies, money is a greater motivator but not every business can manage to give its workers lofty compensation. This means that it is up to small business and midsize business owner to look for alternative in order to motivate its employees without driving itself into bankruptcy. However, this can pose some challenges to the company, but, the good news is that there are some things that employees often appreciate as much as if not more than money.
Samsung Company has planned to make sure all workers feels appreciated and work toward attaining the goals and objectives. In order to attain the said goals the company has started motivating its workers through some ways which include paying them well, promotion
Network diagram or Gantt chart
As we seen earlier employee motivation is affected by a number of factors. Some of these factors include supervision, company policy, relationship, job security, working condition, status and pay and benefit. Supervision entails the company management which makes sure all company operations are running smoothly. Management is the ones who are held responsible if anything happens in the company which directly or indirectly affects the company functionality. Also, the company policy affects the employee motivation in one way or the other. For instance, the policy may not go in hands with company goals and objective (Susanto, Suparno, Suharyo, & Ahmadi, 2018). The company must make sure its policy is SMART. SMART means specific, measurable, attainable, realistic and time, if the policy follows SMART policy it will be better. Job security is another important factor which majority of employee considers before starting working in a company. Nobody would like to work in a company the job security is not guaranteed. Job security also entails making sure the employee is secured in the future in the terms of retirement benefit. Job security does not only deal with physical security but as highlighted above. Job security also deals with the company making sure the entire machine are working properly and are in good conditions to avoid injuring the users. Working conditions is also important and the employer must make sure the working conditions are conducive for all workers (Khanzadi, Eshtehardian, & Mokhlespour Esfahani, 2017). All the above factors are summarized on the networking diagram below.
The idea of micromanagement may have good intentions which involve trying to get work done well but in the long run it drives employees crazy. In many cases micromanagement saps the life of workers thus causing them apathy at work. An article titled an eye-opening on the dangers of micromanagement wrote by HBR blog contributor Christina Bielaszka-DuVernay stated that, “because a consistent pattern of management tells an employee you don’t trust his work or his judgment; it is a major factor in triggering disengagement. “Those disengaged employees might stay at their company and muddle through, or decide to leave for more autonomy. Recruiter.com’s shala marks warns, “People don’t quit jobs, they quit managers.”
Project and personal reflections
In the long the company will benefit a lot from the motivated workers. For example, the work output will increase which as a result will increase the revenue generated by the company. An increase in revenue will enable the company to pay its workers well. Also the company will be able to carry other initiative programs in the long run. On my personal reflection the relationship between different workers will be stronger and healthy (Reddy, Llerena, & Kern, 2016).
References
Bosche, F., Haas, C. T., & Murray, P. (2008, June). Performance of automated project progress tracking with 3D data fusion. In CSCE 2008 Annual Conference, Quebec, Canada.
Frank, L. H., Koenig, P. R., & Srivastava, S. (2017). Connecting milestones to observable clinical performance through standardized pediatric cardiology rotation evaluations: Report and reflections on a novel pilot project. Progress in Pediatric Cardiology, 44, 11-15.
Webb, A. (2017). Using earned value: a project manager’s guide. Routledge.
Minola, T., Criaco, G., & Obschonka, M. (2016). Age, culture, and self-employment motivation. Small Business Economics, 46(2), 187-213.
Reddy, L. F., Llerena, K., & Kern, R. S. (2016). Predictors of employment in schizophrenia: the importance of intrinsic and extrinsic motivation. Schizophrenia research, 176(2-3), 462-466.
De Vito, L., Brown, A., Bannister, B., Cianci, M., & Mujtaba, B. G. (2018). Employee motivation based on the hierarchy of needs, expectancy and the two-factor theories applied with higher education employees. IJAMEE. 324(5-9), 398-400.
Jonas, J. (2016). Making practical use of Maslow’s Hierarchy of Needs theory to motivate employees: a case of Masvingo Polytechnic. Journal of Management & Administration, 2016(2), 105-117.
Susanto, A. D., Suparno, S., Suharyo, O. S., & Ahmadi, A. (2018). Time scheduling and cost of the Indonesian navy ship development project using network diagram and earned value method (evm) (case study of fast missile boat development). asro journal-sttal, 9(2), 87-106.
Rucker, E., & Maliska Jr, T. P. (2017). U.S. Patent Application No. 14/842,738.
Khanzadi, M., Eshtehardian, E., & Mokhlespour Esfahani, M. (2017). Cash flow forecasting with risk consideration using Bayesian Belief Networks (BBNS). Journal of Civil Engineering and Management, 23(8), 1045-1059.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
