Question

Ms. Anilahas been working as personnel manager of Style Clothing Limited which manufactured children clothing and accessories. She had just returned from a management development seminar where considerable attention had been given to motivation and especially the theories of Maslow and Herzberg. Impressed by these theories she felt that the company could immediately make use of them. She like the simplicity of the two approaches and feeling that that company wage and salary levels were among the best in industry, she was convinced that the company should concentrate on Herzberg motivators. After getting approval from the executive committee for the motivational program including recognition, advancement, greater personnel responsibility, achievement and making work more challenging, she implemented the programs for few months. Results were not same as expected. Designing department (falling somewhere in middle of organizational structure) reacted enthusiastically whereas sales people took the position that they already had changing jobs and sense of achievement is fulfilled by exceeding sales quota. Cutters, sew masters and their teams considered this program waste of time. Moreover employees at the operational level like sales, cutters and sew masters as a whole considered that any monetary benefit or allowance can add up to their motivation level.Top management highly criticized the program. They think that every manager must know that people have different need and there are different sources from where they drive motivation to fulfill those needs. Ms. Anila being a personnel manager of a company has to understand that and she must develop strategies within the organizations that can motivate employees by fulfilling their needs at the work place

Refer to the case, explain the results of the program implementation (why results are different for different people) with the help of Herzberg’s two factor theory in detail. (10marks)

I don’t need definitions, Give scenarios(examples).

How and in what situations organizations can implement these below mentioned phenomena:•Organic Organizations•Telecommuting and job sharing•Matrix Structures•Traditional planning approach•Direction of communication flow

Answer 1

[1] Herzberg motivation theory refers to a two factors theory which have Motivators and Hygiene factors as the two factors of keeping the eployee motivated.

The following are the result of the program implementation as the results are different for different people

• The designing department reacted to the implementation of the program enthusiastically as for them it serves as an opportunity for growth, promotion and recognitio
• Sales people doesnt react that way as they think they can get enough recognition through sales quota and so there is no need for such programs.
• Cutters and sew masters also reacted differently as they considered monetary benefits only can add to their value so thinking of these as useless program.
• Top management also doesnt recommends the programs as according to them the needs of people are different as so do the sources of their motivation differs.

The two factors of the theory further include the following-

(a) Motivators - includes the following factors-

• Achievement- An eployees job provide the employee with the sense of achievement, which help them in feeling proud of doing and achieving something that is worth it.
• Recognition- Job should be such tthat provide an employee with recognition and fame within the premises of the company for the success they have achieved.
• Growth- An employee must be provided with effective training that helps in enhancing the skills and also provide them with the opportunity to learn something new and valuable.
• Advancement- It refers to the promotion opportunities that need to be provided to the employees.
• Responsibility- The employees must have a sense of responsibility by being responsible for their work done by them. It refers to owning their work.

(b) Hygiene factors - includes the following factors-

• Work condition- The working condition in which the employee is working ensure them oif their safety against any kind of accident so that they feel safe to work in any condition.
• Salary- The salary paid to each and every employee must be fair and just, it must be reasonable depending on their caliber and capability of doing the job
• Status- The organization should try to maintain its employees status as it can be maintained by performing meaning work.
• Security- The employee during their job must be required to geel safe and secure against any kind of threat that lower their productivity
• Supervision- The employee must be provided with a supervisor in order to supervise the work and guide the employee towards the right path by correcting them.

[2] (a) Organic organisation- It refers to those organisation structures whose working are very flexible and can easily adaptable to the changes as they are designed to deal effectively with the changes,as they have characteristic to face unforeseen situations and problems effectively Example- Says A start-up is created by three friends that deal in small internet business with just 10-12 employee that includes software engineers and computer programmers and suppoprt staff the three friends works directy with their collegues as they dont have any specified rule for their business which provide the business with the flexible enviroment that easy adapts changes.

(b) Telecommuting and job sharing- Telecommuting refers to one of the common type of flexible employment while job sharing refers where two people voluntrily shares their positions, salary and benefits arising therefrom. Example of job sharing as mostly seen among young generation, parents of young children and the ones near to retirement as they are willing to work part time like a retire nurse from government hospital is ready to work in a private on a part time schedule basis.

(c) Matrix structure- It refers to the situation where individual work across teams and project as well as within their own department and functions too, Example- A project team establish to develop a new product that includes engineers and design specialist along with the one having marking, financial, production skills, so these team can be temporary or permently dependent on the task they are asked to perform.

(d) Traditional planning approach- In this approach instead of developing its interation as you would in agile process , you track change management in sequential phases the team members are suppose to complete each phase before starting the next phase- Example- In the manufacturing or production process until and unless one step is copleted another step cannot be initiated as it follows the same traditional approach of planning.

(e) Direction of communication flow- It refers to the direction of the flow of information within the organisation it can be upwards, downward, horizontal and diagonal in direction example when the information flow from superior to subordinate it refers to downward, when an information flow from subordinate to superior it refers to upwards flow , when an information flows between person at the same level refers as horizontal and so on.