It is the responsibility of organizational psychology professionals to stay current with and be able to apply new information, research, and theories on work motivation. In Week 1 of this course, you
Case Study On Motivation
Employees play a very significant role in the success of the organization. They are the main drivers of organization change hence the need for them to constantly motivated to carry out their day to day work-related duties. Work motivation is an essential input that should always be incorporated in an organization. It involves recognizing employees’ efforts and rewarding them accordingly. There is a need for organization leaders to identify ways in which employees can be motivated and inspired to improve their productivity.
Two Work Motivation Challenges:
Theme 2: Physical Environment and Theme 3: Communication and Cooperation
There are several instances provided in the case study that shows the work motivation challenges experienced in the Floating Shipbuilding company. One of the work motivated challenge encountered in the case study is employees working in a less conducive environment: Theme 2: Physical Environment. According to Laureate Education, Inc. (2012), it was stated that the employees in the Fabrication and Construction department work in an environment where there is noise, untidiness, a lot of heat and humidity. This kind of environment may act as a demotivating factor, thus making the employees less effective in their operation.
The other challenge covered in the case study is the low level of employee cooperating and communication across the various organization divisions: Theme 3: Communication and Cooperation (Laureate Education, Inc., 2012). This is heightened by the perception that there is unfairness in the way employees are treated in the various departments as well as dissatisfaction in the upper, middle, and the supervisory team. According to Laureate Education, Inc. (2012), employees had little or no say to help with the working conditions or make suggestions to improve work and design processes. This can yield results that employees don’t have a voice or opinions and ideas do not matter. When employees feel like they are less valued, they tend to stope offering input, suggestions and ideas and tend to underperform.
Recommendations
The challenges facing the company can be addressed in several ways. The organization can improve the working environment by fitting an air conditioner, providing noise resistance equipment so as to make the environment conducive for carrying out tasks. The management should also try to unite all employees in the various department and solve the issue of unfairness so as to create cooperation and open communication among all employees (Kanfer, Frese, & Johnson, 2017). There should also be an alignment between the organization goals and objectives so that employee efforts are geared towards achieving these set of goals and objectives as it will create a sense of fulfillment among them.
These recommendations can be effective because they target the underline issues and addresses ways to motivate the employee. According to Shen, Fishbach, and Hsee, (2015), motivated employees are at best happy, committed to the organization, and productive. The importance of workable environments allows the employee to become efficient in their work, comfortable in the workspace and allow work to be done in good conditions. The importance of communication gives the employees processes that strives for goals and a more nuanced conceptualization of work motivation as a valued employee and job satisfaction. According to Mitchell and Daniels (2003), job satisfaction is great predictor of motivation and performance because its integrates both feelings and thought about the job itself.
References
Kanfer, R., Frese, M., & Johnson, R. (2017). Motivation related to work: A century of progress. Journal of Applied Psychology, 338. doi: 10.1037/apl0000133.
Laureate Education, Inc. (2012). Organizational report: Floating design shipbuilding organization-wide analysis. Unpublished case study.
Mitchell, T. R., & Daniels, D. (2003). Motivation. In W. C. Borman, D. R. Ilgen, R. J. Klimoski, & I. B. Weiner, (Eds.) Handbook of psychology: Volume 12. Industrial and organizational psychology (pp. 225–254). Hoboken, NJ: John Wiley & Sons.
Shen, L., Fishbach, A., & Hsee, C. K. (2015). The motivating-uncertainty effect: Uncertainty increases resource investment in the process of reward pursuit. Journal of Consumer Research, 41, 1301–1315. Retrieved from http://www.jstor.org/stable/10.1086/679418
