Various employees suffer from various issues regarding demotivation factors, leadership, management and employee motivation as well as lack of effective communication system. This is because many individuals complain of being demotivated in the employment sector. It should be taken into account that when motivational factors are applied based on the individuals and company’s needs; they actively help to establish job satisfaction. If used effectively, they have the potential to motivate individuals to work together as a team and attain above-average efforts and performance. In addition, motivation makes employees garner self-confidence in handling their work.
People focus on the result, and their full potential can be tapped. However, low motivation lead to increased staff turnover and productivity goes down. Further, a low level of motivation in an organization means a high rate of absenteeism and the result is a loss of customers due to poor services[1]. Additionally, the reputation of the firm plummets, and this can result in its downfall.
The following are the statement of research questions and objectives
This objective of research is to allow the organization to recognize new concepts regarding different involvement.
Several researchers have already conducted studies and analyses relative to the research statements. In looking at them, it is likely to gain understanding on several features including appropriate theories, the causes for demotivation of employees, the adversarial effects that come with this behaviour, and the kinds of support that are accessible.
In addition, project workforces will get the chance to reflect on policies and diverse involvement methods that are used with these groups of employees. This consideration will make them better at the organization where they work in and can recognize the strengths that need to continue in addition to problem solving in the areas that need more strength.
Herzberg’s two-factor model comprises hygiene factors that are not meant to increase motivation but are essential for preventing dissatisfaction among employees. According to this theory, motivational factors are those that would lead to improved performance to the highest level possible. On the other hand, hygiene factors depended on the needs of an organization or business which help to reduce or avoid unpleasantness at work. Herzberg contends that intrinsic and extrinsic motivators create an inverse relationship. The reason is that inherent motivators tend to generate motivation while extrinsic ones tend to reduce it. Intrinsic motivators are those factors that relate to challenging work, relationships in workplaces, recognition and potential growth opportunities. These are some of the things that directly linked to employees’ job satisfaction.
Herzberg’s theory applies to any organization because the situation at hand involves poor supervision, international relations and job security. These motivational factors lead to positive job attitude because they gratify the need for employee self-actualization. Lack of satisfaction among the employees working for any organization has led to dissatisfactions and poor job performance currently experienced in many organizations. Further, the same has resulted to turnover because the present demotivation factors cause negative attitude towards the organization.
Attitude significantly influences the way people relate, and duties are done in the in an organization. The turnover effect due to the negative attitude arises from psychological or physical withdrawal from responsibility. This is the case with many organizations as it is clear that employee forge sickness to make sure they do not report to work. It is equally imperative to note that Herzberg’s model applies to the underlying case because supervisors play a critical role in overseeing job satisfaction. The managers and leaders in an organization need to provide recognition to the employees instead of taking credit for their work. As such, they need to organize and plan effectively to achieve this.
The research targets could be understood through a qualitative method. The investigator decided to conduct semi-structured interviews of the workers in the organization. This method proved helpful in numerous methods. The questionnaires that were given to the employees were flexible that permitted all of them to offer as much explanations as they needed, a feature that could not have been possible if the questions were not flexible. The interviews were direct, and the assessor was only in charge for questioning a problem and letting the respondent to give a response.
The individual interactions similarly permitted for the acknowledgement of conducts and sentiments that were beneficial in a better understanding of the responses the participants provided. In addition, this method assisted to increase understanding of the study problem from the perspective of workers. The opinions of the six members availed sufficient evidence that would be split into a number of subjects.
The choice of the members followed a particular condition. First, the persons must have been employees of the organization to make sure that they were conversant about the working condition and the experience on behalf of others. The least knowledge amongst these specialists was five months while the person with the most knowledge had been doing this kind of employment for twenty years. This condition could make sure that their opinions were coming from the several interactions they had with the other employees, and the diverse features they had witnessed. In addition, the respondents were required to have the capability to give comprehensive material relative to the interview queries. It was essential that these people be prepared to dialogue. Any individual that did not meet this condition was not approached to take the role in the interview.
Each interview conducted to the employees took at least 30 minutes to permit for each member to entirely reveal and express themselves. Once all the questions were answered, the interview was then resolved whereby the interviewee were acknowledged for accepting to take part in the research as well as being informed that their involvement was greatly appreciated. Appreciation was similarly shown to these employees for the imperative responsibility they took in safeguarding the future of a noteworthy number of employees.
Based on the information in the research methodology, various factors have led to demotivation within the organization. The first factor displayed by the employees at the organization concerns a lack of effective communication between the administration and staff. The employees are terrified of control so much that it impacts their capacity to communicate with management personnel. The employees believe that the managers do not consider what is required to get the work completed as the management treated them as incompetent as this emasculates the entire staff.
Secondly, poor relationship with peers and supervisors is the other demotivation factor. This is well illustrated by the fact that some of the employees have dominated others in the same position. Similarly, employees are not comfortable speaking in conferences. Another element that shows job insecurity is doing much of the work while others receive credit. The lack of effective communication has exacerbated the issues. In any company, all workers need to feel a sense of longevity and security as they perform their tasks. The employer or management must help in this by regularly setting objectives and coaching employees.
Several negative impacts can arise from the above two demotivation factors. First, lack of communication in the organization means poor alignment of employees and expectation. When this happens, employees do not have a clear comprehension of how success would look like in their job. It is difficult for people to access when they are not sure what they should be excelling in. Secondly, poor relationships with peers and supervisors in the work environment results in hostility that in return leads to low confidence in some of them. In addition, managers who rule by instilling fear in people, negativity and rigid control cause the development of anxiety and fear among the employee. Workers begin to lack trust that they can get things accomplished.
Further, due to fear of communication, employees are less likely to take risks or even bring up new ideas because they develop fright of being attacked. Therefore, over time, the managers face a problem of attracting workers and new talent to the current workforce. This is because few people want to work for such a manager. In addition to this, poor relations in the workplace present financial issues as the matter may relate to recruitment which cost money. Moreover, this is one of the great examples of the disastrous effects of peer relationship problems in any organization setting because the moment the customers realize the staff is not working,
They seek services elsewhere, leading to significant loss of revenue. Such a loss would be devastating to the organization.
Lack of clear vision and objective in the organization confuses employees because of fuzzy expectation, as individuals do not understand their roles. Everyone can only achieve the goal set in a company is working towards them. With clear communication, it is possible to attain any real objective as workers are aware of what is required from and enable them to focus their energy in that direction. Similarly, poor relations in the workplace, lead to reduced employee morale that can decrease to a point where individuals no longer care for the organization.
Looking at the research problem from the perspective of workers has exhibited the experiences of these professionals in dealing with workers. These social workers have illustrated that they are critical in the betterment of the youth. Therefore, it would be imperative to involve them in coming up with effective interventions or policies targeted at helping the employees. In so doing, better outcomes can be realized whereby more employees can transition into meaningful lives. An understanding of these findings is also instrumental in the social work field. It is because acknowledging the societal problem of employees and designing ways to resolve this matter furthers the goal of ensuring optimal wellbeing of the community members.
These workers have identified various undertakings that would aid in reducing the demotivation, which would, in turn, help in lessening the rate of boredom at work. A majority of these suggestions address the errors that various authorities have been making, and if the persons in those positions could act, this societal problem would diminish. The first entity is that of the government, which needs to be more proactive in reducing the prevalence demotivation in government offices. There have been numerous cuts in youth services, an action that needs to be halted. When various youth services are available, the young people get secure places to visit and interact with friends. Their level of boredom will also diminish due to having different activities that they can engage in when they are free. The second essential entity that the research has revealed is that of the learning institutions. Schools should integrate extensive material in their curriculums concerning motivation at work. When pupils learn how to get motivated at work they may do their best. Thirdly, the social work sector needs to ensure more training for all the workers. There are some workers that are designated to work with young people yet they are ignorant on some aspects related demotivation. When the support for workers offer is based on comprehensive knowledge regarding this problem, better outcomes would be achieved where more young people would get help. In this way, the goal of preparing them to live meaningful lives can be realized.
Several strategies, if implemented, can thereby be adopted by the various authorities to aid in dealing with this working problem. Firstly, there should be a focus on the general working condition whereby several undertakings can be implemented to encourage or at least motivate the workers. This objective can be realized through various information campaigns where the managers ensure they do their best in ensuring they motivate their employees. Getting several community members in these initiatives would enhance the accomplishment of the desired effect. Putting in place recreation facilities is another important tool in ensuring all employees remain motivated to their works.
A survey is a great communication system that would substantially help to determine what motivates each of the individuals at work . As a manger, it will be crucial to seat with each employee and asked them questions to establish what they think and feel about focusing on addressing communication gaps that presently exist. Some of the issues would be what they like about their current positions and job and how they feel when interacting with each other as well as how they would want to be shown appreciation for their job. Further, it would be fundamental to ask them how they would like to be treated when they make mistakes. These questions should serve as the basis for establishing what their self-motivators are.
In addition, make a point of using them consistently to change the current situation. Once all the essential motivators are noted, it will be crucial to reinforce the behavior continuously.
However, the assessment may not help to deal with all the communication issues atwork. To address the act of employees being afraid of the supervisors, it will be imperative to use communication that is more direct and implement a formal chain of command between peers as they will know who is in charge. This will help to reduce confusion when it comes to who is in charge of what. As such, they will not feel the need to overlap bounds and peers try to boss each other around.
According to Jadoo et al. (2015), a survey is a great way to know the behavior of employees and what motivates them to reinforce them continually. By asking questions, one can identify critical motivational factors that can be emphasized among workers in a company. Keyton et al. (2013) assert that employees are motivated and empowered when there is a transparent system of communication which includes a chain of command. This is the kind of interaction where information flows from individuals at different levels systematically without confusing.
Conclusion
Indeed, organizations faces significant employee motivation issues. Based on the information given, the facility suffers from a lack of effective communication and poor work relationships, which affect it adversely. However, more open communication and application of intrinsic motivational factors are needed for overall improvement in work environment and revenue. It is also good to have performance appraisals in order to motivate employees. Performance appraisal is the review of an employee’s contribution to the organization. It reviews their work, achievements or lack of during a specified period and is done annually. In the appraisal, the employee is vetted to understand their abilities and potential for future growth.
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