Addressing Employee Motivation Essay

Executive Summary tom was seen to have a loss of indigence at work which was investigated. An analysis showed the main travail to be a lack of colloquy from his manager, a need for government agency definition, and a lack of publicity for the success of his bedevil initiative. Recommendation is for tom turkeys manager to be informed so they are hopefully able to address these issues and retain and develop gobblers skills.A problematic work situation relating to a HRM concept in hand 21.1 A description of the work problem gobbler has a well paid stemma as a project manager.He created an idea and initiated a project to design and implement a web pose. later setting up the design and defining the stakeholders, without discussion, another(prenominal) person was brought in to chair the project coming togethers and reenforcement track of actions for the software team. He mat up a lack of clarity in his role and without clear counselor and credit did not feel motivated to push t he project as hard as before. Weekly work hours fell back to a normal 40 hours from 50 or 60, and his other ideas were not pushed to solicitude with the same enthusiasm. Motivation was clearly falling. This example relates to motivation and Session 1 of set aside 2 can be used to analyse what motivates tom to go to work.See moreFirst Poem for You Essay1.2 outline of my experience using my chosen conceptsTo understand tom turkeys motivation levels I have analysed his situation using Maslows Hierarchy of needs (1954) from session 1 (The Open University, B120 bind 2). match to Maslow, a satisfied need is not a motivator. duplicate which needs are met on the pyramid of five categories will split an indication of which unmet need should be a motivator.Figure 1 Maslows Hierarchy of needs pyramid, and summary of Toms status indoors it. Figure 1 Maslows Hierarchy of needs pyramid, and summary of Toms status within it.According to Maslows theory, Tom has reached the third level, only the lack of communication and feedback has stopped him achieving Esteem. Maslow states that Not meeting these needs has a negative effect on our mental wellness and this could explain the low motivation that Toms behaviour indicates. Tom was also under the impression that his idea and the quick success of the project would be publicised by his manager and would open up opportunities to be involved in other cured projects within the condescension. This did not materialise, and the senior management was not made aware of any plans to utilise Toms skills.In fact Toms manager was establish in another country and was often not reachable for mention either by phone or email. This expectation and its failure to materialise also examples low motivation, as explained in the concept of a psychological contract from The Open University (2012). By applying this concept, we can understand that Tom had intellect to believe that a successful project would lead to acknowledgement and hi gh esteem within the company, and even though this was not part of a formal employment contract. When this did not occur Tom felt his psychological contract had been violated, and that his hard work was inconsequential, leading to his low motivation to keep working hard.1.3 Proposed solutions to the problemThe analysis above has identified possible causes of Toms low motivation.With this understanding of these reasons, each can be turn to with the right actions. .* Problem Low motivation,* caused by Perceived low likelihood of achieving Esteem (on Maslows power structure)* caused by lack of communication about tasks.* assort as Broken psychological contractIf we can determine the cause for the broken contract, we may be able to restore Toms motivation to work hard.Also relevant is the Job Characteristic ideal from Hackman and Oldham cited by The Open University (2012) which lists five core job characteristics that contribute to straightforward work. If Toms work is missing a ny of the core characteristics his military position to his job could be affected. Figure 2 . Hackman & Oldham JCMThe lack of regular communication between Tom and his manager suggests that there is insufficient Feedback from the Job. B120, Book 2, Study session 4, highlights the importance of Constructive feedback, which involves praising strengths and achievements. Arranging another person to chair project meetings could also mean that Task identity operator was not clear.To solve these items, Toms manager should take the side by side(p) actions * clarify Toms role and tasks within the project* cater regular opportunities for feedback and communication, including praise of achievements when applicable. * Publicise Toms contributions to raise his write in the senior management team and allow development of his career.relevant Web siteshttp//business faux passtudies.co.uk/tesco/motivational-theory-in-practice-at-tesco/maslow-and-herzberg.html (accessed 28-Nov-2012)This shows h ow a successful company has used Maslows hierarchy and Herzbergs two factor theory to try to keep employee motivation high. Herzberg could be summarised as If you want people to do a good job for you, then you must give them a good job to do. The times is a reputable publisher which lends credence to this site, but this is a case study utilising the theories in this report, and not and original book of facts.http//gmx.xmu.edu.cn/ews/business/management/chapter16.htmwhat (accessed 28-Nov-2012) This site was chosen because it contains some interesting definitions of motivation factors, and summarises a collection of divers(prenominal) theories on analysing motivation in employees. The information is not verified but some theories corroborate with other sources.ReferencesThe Open University (2012) B120 An introduction to business studies, Book 2 An introduction to human resource management in business, Milton Keynes.Web source 1 http//businesscasestudies.co.uk/tesco/motivational-the ory-in-practice-at-tesco/maslow-and-herzberg.html dated unknown (accessed 28-Nov-2012)Web source 2 http//gmx.xmu.edu.cn/ews/business/management/chapter16.htmwhat dated unknown (accessed 28-Nov-2012)