HRD
ROLE OF MOTIVATORS IN JOB SATISFACTION
The world scenario has changed suddenly over the last six months or so where we find a global financial crisis affecting the lives of everyone. It has led to salary cuts and layoffs in various sectors and finding a dream job has become difficult. A dream job or an ideal job refers to providing opportunities to men and women to work in an environment of freedom, equity, security and human dignity.
The concept not only helps to get the best out of employees but also to build the company’s brand image and retain talent. An ideal job can be defined as one that provides opportunities for work that is productive and delivers a fair income, security in the work place and social protection for families, better prospects for personal development and social self-actualization, freedom for people to express their views and ideas, organize and participate in the decision making process.
There are numerous factors that can effect the productivity level of employees. Some of them are:
(i) The job: Problems arise when a person is unclear about the job and role requirements , there is poor communication with the higher authorities, there is uncertainty about the level of responsibility, no clarity about performance standards required, unrealistic or high expectations and job is not stimulating or challenging.
(ii) Working conditions: The location or place of work is unpleasant i.e. too hot or too cold or messy or disorganized system, poor hygiene levels, bad ergonomics, etc.
(iii) Interpersonal relations at work: There is an unfriendly working atmosphere, office politics, gender discrimination etc.
The main purpose of visualising an ideal job is to enhance the importance of employees rights and the quality of working conditions in order to have motivated and productive employees. This concept of ‘ideal job’ can be ensured by adopting the following work initiatives:
(i) Recognising and fairly rewarding good work.
(ii) Creating an environment where workers are fully informed and consulted.
(iii) Supporting policies that help them balance the demands of work and personal life, for example, having flexible working hours.
(iv) Ensuring that employees understand business goals and feel that they are contributing positively to the system.
(v) Giving them opportunity to participate in decision making that affect their work life.
(vi) Ensuring that the employees are trained on a regular basis so that they are able to move ahead with the times and give their best to the organization.
(vii) Provide opportunities for lifelong learning to enhance their skills and qualifications.
(viii) Poor performance is dealt with promptly through training or ultimately through a fair disciplinary procedure.
There can be socializing with employees during festive seasons which will break all barriers and help in team work which is the key to excellence. Success stories should be shared with employees to motivate them to do better.
On achieving success, the event should be celebrated with the team so that every single person feels rewarded.
Hence we can say that by identifying the factors which motivate a person and embedding them in the job and trying to eliminate the dissatisfiers or de-motivators, we can make the jobs as interesting and productive as desired, and the results will be there for everyone to see. It is the spirit of motivation that leads to better efficiency.
Authored by Prof Sandeep Bhanot,
The concept not only helps to get the best out of employees but also to build the company’s brand image and retain talent. An ideal job can be defined as one that provides opportunities for work that is productive and delivers a fair income, security in the work place and social protection for families, better prospects for personal development and social self-actualization, freedom for people to express their views and ideas, organize and participate in the decision making process.
There are numerous factors that can effect the productivity level of employees. Some of them are:
(i) The job: Problems arise when a person is unclear about the job and role requirements , there is poor communication with the higher authorities, there is uncertainty about the level of responsibility, no clarity about performance standards required, unrealistic or high expectations and job is not stimulating or challenging.
(ii) Working conditions: The location or place of work is unpleasant i.e. too hot or too cold or messy or disorganized system, poor hygiene levels, bad ergonomics, etc.
(iii) Interpersonal relations at work: There is an unfriendly working atmosphere, office politics, gender discrimination etc.
The main purpose of visualising an ideal job is to enhance the importance of employees rights and the quality of working conditions in order to have motivated and productive employees. This concept of ‘ideal job’ can be ensured by adopting the following work initiatives:
(i) Recognising and fairly rewarding good work.
(ii) Creating an environment where workers are fully informed and consulted.
(iii) Supporting policies that help them balance the demands of work and personal life, for example, having flexible working hours.
(iv) Ensuring that employees understand business goals and feel that they are contributing positively to the system.
(v) Giving them opportunity to participate in decision making that affect their work life.
(vi) Ensuring that the employees are trained on a regular basis so that they are able to move ahead with the times and give their best to the organization.
(vii) Provide opportunities for lifelong learning to enhance their skills and qualifications.
(viii) Poor performance is dealt with promptly through training or ultimately through a fair disciplinary procedure.
There can be socializing with employees during festive seasons which will break all barriers and help in team work which is the key to excellence. Success stories should be shared with employees to motivate them to do better.
On achieving success, the event should be celebrated with the team so that every single person feels rewarded.
Hence we can say that by identifying the factors which motivate a person and embedding them in the job and trying to eliminate the dissatisfiers or de-motivators, we can make the jobs as interesting and productive as desired, and the results will be there for everyone to see. It is the spirit of motivation that leads to better efficiency.
Authored by Prof Sandeep Bhanot,
faculty at SIES College of Management Studies (SIESCOMS).
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