Question

Motivating employee is of key concern to most firms, especially those operating in the
competitive Ghanaian metal industrial environments. To these firm-types, human resource is
considered unique, and the management of employees’ motivational expectations is deemed a
prerequisite for organizational success. This mindset has necessitated the need for such firms
to look for best ways of developing work-motivation systems at their workplaces that are allencompassing
and which can have the potency to satisfy employees’ work-motivational
expectations and create the requisite driving forces in them towards increased performances
and productivities.

Required:
Explain, with examples, the character of such work motivation system, and the benefits it
stands to provide the firms, if it is well designed and managed. Also argue with justifications,
how the design and management of the system should be approached.

Answer 1

Work motivation systems in the mentioned firm types, where human resource is unique should focus on non-monetary based motivation than on monetary based motivation. This is because external motivational factors make work performance dependant on them and the tolerance level keeps increasing. So the external motivation is needed more and more to extract the same performance and it also triggers comparison issues among employees. However monetary based motivation cannot be totally excluded. They should be randomly reinforced so that employees do not feel void of it. The non-monetary based motivation which can be used are genuine appreciation which is work linked, providing ownership of tasks upon exemplary performance, recognizing their abilities and talents and encouraging them, giving yearly awards for consistent performance etc. Such motivations will make people feel appreciated, valued and they will begin to consider the workplace as their own. This will reduce attrition workplace insecurities and problems. Also, the firms should welcome feedback from the employees, involve them in decisions and inculcate their inputs at production.