Employee Motivation on Mobilink

Click here to load reader

  • date post

    18-Nov-2014
  • Category

    Documents

  • view

    130
  • download

    2

Embed Size (px)

Transcript of Employee Motivation on Mobilink

Motivation

Assignment On Employee Motivation In Mobilink

Zulqarnain169

HAider

COMSATS institute of information technology, islamabad

Page 1

Motivation

Acknowledgement

This Assignment was written during one week period. I have gained a deeper knowledge in the field of motivation and how managers do in order to motivate their employees. I would also like to express our gratitude to our respondents who took time to answer my questions in the interviews. They made a great effort, and without their answers i had not been able to make this assignment. Thanks also, to friends and family that helped us along the way.University Of Balochistan, October 2009 Zulqarnain Haider

ABSTRACT

Page 2

Motivation Motivation continues to be a well-researched topic both by academics and commercial firms. The aim of work motivation is to have well-motivated employees as well as having managers with the possibility to motivate others. The focus is on the factors managers use to motivate employees and the differences. The purpose with the study is to provide a better understanding of the employee motivation issues in Pakistani enterprises. In order to reach this purpose, several research questions were asked. The findings show that motivation is very individual and managers have a hard task motivating their employees. Today employees are more motivated by intrinsic factors rather than extrinsic which dominated in the past, but none of the two can be overlooked by managers when motivating their employees. The most revealing finding concerning gender and age is that managers do not motivate their employees differently concerning these two variables.

Contents

INTRODUCTION.................................................................................................1 Background..............................................................................................................1Page 3

Motivation Problem discussion..................................................................................................2 Purpose & research questions .................................................................................4 Delimitation.............................................................................................................5 LITERATURE REVIEW.....................................................................................6 Motivational profile...............................................................................................11 General theories on Motivation............................................................................ 13 Role of manager in motivating employees........................................................... 17 DATA ...................................................................................................................36 Mobilink................................................................................................................36 Employee motivation at Mobilink........................................................................37 Motivation and Gender at Mobilink.....................................................................40 DATA ANALYSIS..............................................................................................46 Analysis of Mobilink............................................................................................46 CROSS ANALYSIS ..........................................................................................52 FINDINGS & CONCLUSIONS.......................................................................55 References.......................................................60 APPENDIX: Research questions

IntroductionIn this section an introduction will be presented on the concepts of motivation. A short presentation of Mobilink (GSM) will be made. The aim is to enlighten the reader about the purpose of the research and perspective.

BackgroundPage 4

Motivation

Managers in an organization accomplish tasks through other people; they oversee the activities of the organization and are responsible for reaching goals. (Robbins, 2005) The key components of a managers work involve leadership, negotiation role, decision making, and communication. Managers have formal authority over the organizational units which are divided into interpersonal, informational and decision role categories. Managers work has a lot of varieties and the interaction with personnel is considered to be the core of management. (Thomas, 2002) Managers are struggling with changes at work and are actively engaged in a reinvention of management and work (Hiam, 2003). In the past, managers were able to manage with their technical skills alone, but todays competing and demanding workplace this is not enough, managers also need to have good skills with people. Organizations are facing a more complex world with more competition, individuals are now better to manage themselves, take responsibility and make decisions. The role of manager has changed and today managers guide, support and encourage their employees. (Barry, 1994) Human resource management, HRM, is resource-centered and mainly for providing and organizing management needs (Torrington & Hall, 1998; Price, 2004). The focus of HRM are on planning, monitoring and controlling instead of mediation. Employees interests can be reached through effective overall management and HRM is identified with management interests. (Torrington & Hall, 1998) Knowledge and skills of employees are the main productive element in todays economy and these human assets derives from job satisfaction, commitment and motivation which enable the ability to perform (Litschka, Markom & Schunder, 2006). In order to motivate employees managers has to recognize the patterns that orient and direct behavior of his or her employees.(Hanson & Miller Jr, 2002). What defined work in the past are not the same today as work has become more dynamic, the employer-employee relationship is less hierarchical and more transactional. Employees have moved away from long-term employment relationships and long-term rewards and the effort are focused on short-term rewards. (Eisner, 2005) The workplace has also undergone radical changes and organizations are becoming more heterogeneous in terms of gender, age, race, ethnicity, and sexual orientation. The workforce is becoming more diverse and includes women, people of color, the physically disabled, senior citizens, sexualities, and managing the diversity has become a global concern. Managers need to recognize that people bring their cultural values, lifestyles preferences and differences with them when they come to work. (Robbins, 2005)Page 5

Motivation

Some organizations have tried to make changes, but most are still struggling to understand the new work environment. The truth for most of them is that organizations do not know what has to be changed in order to increase the motivation of workers and every organization has some source from where their employees motivation spring. (Amar, 2004) Motivating employees is not the same today as it was in the past and employee motivation present one of the last frontiers for organizational influence. It is becoming more difficult for organizations to find, manage and motivate the employees (Nelson, 1997). Managers cannot really motivate anyone, but they can create a situation to which individuals will respond because they choose to (Rabey, 2001). The aim of managers is to motivate employees and make them feel that they are working with the manager and not for the manager. (Tuttle, 2003)

Problem discussion Organizational or individual achievement is not accomplished when motivation is used to manipulate and control individuals. In 1920 research on motivation increased among researchers and certain motivational factors were of greater importance than others. Today other factors are of significance due to environmental changes at the workplace. (Wiley, 1997) Although, motivation has been studied for almost a century it still remains in the heart of modern parenting, teaching and stimulating effort on the job. Over 500 articles are published annually in mainline business journals and 400 in mainstream academic journals. An employee who knows that they will be rewarded for something at work has to question themselves whether it is worth doing and those who desire the reward will perform as stimulated. This demonstrates that the desiredPage 6

Motivation behavior organizations want employees to perform is accomplished through manipulation and everybody knows it. (Marcum) Today it is important to maximize the engagement and motivation of employees to the organization through assessment, regular feedback, ongoing support and experiencebased initiatives. Organizations might perceive motivation as a strategic issue since it impact directly on organizational cost, productivity and business performance. Keeping employees motivated can be done by increasing salaries, benefits or education, but it is important to recognize that individuals are motivated differently and most often it is a complex situation to know what motivates employees. Cash is not the only motivational factor and ignoring potential motivators is naive since communication need to occur on a continuously basis in order to know what motivates employees. (Glen, 2006) Motivation is fundamental to human behavior and theorists and practitioners continue to look for universal laws or motivational techniques that can be applied among the different cultural groups in the world. (Di Cesare & Sadri, 2003) Managers discuss how to motivate their employees in order to increase productivity as well as the moral at the workplace. Each individual is different and motivated differently and it also depends on w