Motivation case study Essay

When i rst heard that the manger assigned me to be the lead the Customer Relations team i was truly happy. but when start to work there i found some demand issue with the s electroshock therapyion. as we all know the motivation is the most important thing in the work surround, and the real quarrel is to keep your employees always motivated. So i did so research about the best strategy and advent to practice session and her the result. Applying the same strategies you use with all of your employees wont be as productive or eective withe every one, so we have to know what is the suitable possibleness and approach for apiece assembly.you have to keep the enthusiastic and motivated employees and improve their performance. in this case the most eected speculation go forth be Goal move theory. the research showed that there argon a strong kind between how specic and dicult was the goal and the peoples performance at the mission. And thus the more(prenominal)(prenominal) dic ult and dispute are the tasks, they leave alone have a higher rate of performance.This is What the goal exercise setting theory all about. to attain the best result from this theory, the goal must have ve principle clear, challenging goals and commit the employees to achieving them. Provide feedback on goal performance, considerate the complexity of the task. if we apply this theory in this convocation of employees the overall performance go forth improve, because there always be some task and goal to achieve and that will keep them enthusiastic and motivated. In leadition, we can apply the Job enlargement Approach and add more variety to there work by tasks.To understand the unenthusiastic and obstinate employees of your rm and makethem more eciency and productivity in there performance you rst have to understand there needs and motivation of work. this is fundamental part between the leader and the employees (emotional soften), because when the follower known that the lead er is looking after them they will give their best in return. For this group of employees the best theory will be (Maslows take up Hierarchy Theory).Maslows Need Hierarchy Theory Published by psychologist Abraham Maslow. this theory contends that as universe strive to meet our most basic needs, we also seek to satisfy a higher set of needs. Maslow presents this set of needs as a hierarchy, consisting of Physiological, Safety, Love, Self-esteem, Self-actualization. This theory will eected in this group for 2 reasons By understanding the employees needs you will recognize that the money dont wreak everything. the people have many need you cant achieved by hard cash.Theory give the Manager the powerfulness to satisfy the employees without costly. its not expensive to create safety environment for them or to have team loving where 3EMPLOYEE pauperismthey get to know each other. that will help them to be more enthusiastic and less obstinate. on the other hand we can apply Job rota tion Approach and move the unenthusiastic employees to other sections where they can be more comfortable and enthusiastic.The main reason for the high absenteeism and silly attitude toward the customer is dissatisfaction with the work environment.If we want to x this problem, we rst have to know what are the things that bother the sta.Herzbergs Motivator theory can help us to discover what are the things that make the employees Satisfaction and Dissatisfaction. the theory said that the The opposite of Satisfaction is No Satisfaction and The opposite of Dissatisfaction is No Dissatisfaction. therefor we have rst to purloin Job Dissatisfaction (hygiene factors) such as Security, Status, Salary and Company Policies. Then Create Conditions for Job Satisfaction such as Achievement, Recognition and Responsibility. After we nish this two step the people will start to be more Satisfaction and motivated by the work environment.the best theory for ambitious and want to advance in the orga nization employees is McClellands Human Motivation Theory. According to the theory, each soulfulness have dierent dominant motivators, whether these are the needs for power, achievement or aliation. by knowing which dominant motivators work for each person in your team, you can structure praise and rewards eectively. Also by using this theory you will help your employees to be more achievable and ambitious.In the next few lines I will pardon the pest program to keep the your employees motivated and enthusiastic According to my research.Try to make the work environment more comfortable and pleasant as possible, especially for the employees with low-skill and monotonous roles. Additionally, dont forget to riposte your team, even by saying thank you for them even if they do a small job.Let them having control some time, when the people geting that they have the control of what tasks and project they can, that give the more job satisfaction. raft with low ambitious usually go for l ow state job, So you have to make them feel proud of what they did and treat them equally with the other employees even in the rewards. The best approach that you can use here is Job Enrichment, which mean simply Increasing Job Satisfaction.When your work assignments reect task identity, a good level of skill variety, task signicance, autonomy, and feedback, your employees are likely be a great deal more satisfaction, also have high work eectiveness and high intrinsic work motivation.EMPLOYEE MOTIVATIONCONCLUSIONunderstanding that factors that motivate your employees is the most signicant part of your role as the manager. Also that will help your business to improve. More ever, providing the best environment will help you to keep them motivated and satisfaction. As a manager you have to be close to your employees and know they needs Individually.3