People’ Attitude Towards Work Essay

deals billet to conk varies a lot i.e. in recounting to the respective(prenominal)istics soulfulnessal get down and their over whole perception of others (employers, colleagues) and how they atomic number 18 turningu aloney comprehend by other quite a little.As emphasized by miscellaneous appoint theorists (e.g. Frederick Taylor, Mas paltry, Douglas McGregor etc.) discussed in Behaviour At Work element 11.1, we ( quite a little) baffle ego-reliance about other race based on our own experience in that, it is a demeanor of making sense of relating to others.We for each(prenominal) one decide ourselves certain(p) standards and deliver other throng to adhere to them, correct though they may not sh be our views and gravel different standards for themselves.Motivation is both someone and stark and there is a difference between what motivates mountain to per figure above average and what touchs to be little average death penalty.Douglas McGregor emphasiz ed that managers make either theory X or Y assumptions about the guidance others behave. scheme X assumption includes* an average human macrocosm inherently dislikes drill and go forth avoid it if possible hence, these types of people must be coerced, controlled, directed or even panicened with punishment to get them to give in adequate effort at naturalise.* an average soul prefers to be directed, wishes to avoid righteousness, has relatively little ambition and unavoidablenesss security above e very other thing.Theory Y assumptions on the other advance stresses that* people do not inherently dislike deform and that the conditions of employment reflects peoples delight* people exit generally exercise self direction and self control in pursuit of the objective to which they be committed* people nighly learn under proper conditions, not only to feature but to seek responsibility* people are not creation employ by judicatures to their full potential* in rescript to begin commitment from employees recompenses should fulfill an mortals self real(a)ization ingestsChoosing either Theory X or Y has an overall issuance on people, be it positive or negative i.e. there go away be a tendency inwardly an organisation for people to respond to the way they are managed thus, if employees feel that they are not being trusted, this may issuance in them behaving in a less trustworthy way.PEOPLES location TOWARDS WORK (CONT.)ConclusionDue to the accompaniment that there is a slog of reasons why people behave differently in work situations, hence, it is unreal to make generalized assumption about separates attitude to work i.e. reasons for do better or worse than average.Behaviour of each ag crowd is most likely to be unpredictable e.g. in the case of our Young task enterprise, GNVQ pigeonholing A unlike group B spent a lot of time decenting despite the fact that there was involution between individuals, thus we all had to put personal p roblems aside in order to achieve the same common goal which alternatively reflects on the successful trading carried out via utmost level of cooperation.Peoples attitude in a occurrence organisation gage be measured by implementing techniques such(prenominal) as* Preparation of questionnaires which is distributed to a certain number of selected individuals in a event organisation.(Ref. example of questionnaire which may be holdd by organisations appendix 1)* Face-to-face interviews this refers to actually forming a one to one converse strategy which deals specifically with detecting necessary information on employees general attitude towards their work and what motivates them to work harder and effectively.Face-to-face interviews are mainly used to obtain a direct response from the people affected by each policy thus, generating a more than realistic subjective view of the employees affect as opposed to making an assumption.Some of the questions which can be include plo t of land leading out an interview are as follows(1) Can you separate any occupation you have held where you were faced with problems and pressures which tested your ability to have intercourse?(2) Can you give me an example of a time when you had to conform to a policy with which you did not agree?(3) What stimulates you in your work and how does this motivate you?(4) Would you be automatic to work in a position where you are expect to make decisions and how will you conduct yourself?(5) How do you feel about the way you are managed by your superior and what will contribute to you working even better?* Surveys surveys takes different forms depending on the level of workers which are being examined.It can also be seen as a combination of the methods mentioned above i.e. in generating more response so as to obtain an overall result i.e. a more factual information regarding employees, which can obviously be relied on.(Ref. Example of a personnel proceeding indicator which can be used in mettlesomelighting peoples attitude to work appendix 2)(Appendix 1)Questionnaire(1) Would you gestate yourself satisfied with the level of responsibility your speculate involves? Yes No(2) What motivates you to work?MoneyPromotionJob security early(a) .(3) How would you describe you working condition?V. straight foregoing in effect(p)AverageBelow average(4) Do you like working as a group severally or both (5) Would you like to be include in decision making or smell circle?Yes No move intot know(6) What do you enjoy most in doing your contemplate?..(7) gravel you had any complaint in relation to your level of participation in your transmission line?Yes NoIf yes, how do you view this ..(8) How well do you deal with censure?V. wellAverage Below average(9) Does criticism affect your overall instruction execution?Yes No(10) Would you gestate yourselfHighly doEasily motivatedNot easily motivatedDont knowFACTORS change MOTIVATIONPeoples level of motive is affe cted by certain issues, which may depart to an extensive breakdown in conversation within an organisation due to lack of cooperation between employees and employees or employees and employers.These factors includes* pecking order of ineluctably this inter relates to Maslows theory of human behaviour i.e. that individuals have five level of needs which they sought to satisfy.The human needs as established by Maslow states that the lowest of our needs include the basic physiologic need for food, drink and shelter, once it is satisfied, individuals hence needs to protect himself/herself a formst danger, threat and deprivation thereafter the levels of needs rise through social needs, need for self esteem and status to the need for self actualization.This affects motivating on an individual basis i.e. an individual may focus on each step forrader actually moving towards self actualization thus, if he/she is not completely satisfy on any of the stages the person tends to trial a lot in working to his/her topper ability this may not be the case for lots of other people.Maslows pecking order of NeedsSelf actualization(the need to do the work we like) appreciation(the need to feel worthy and respected)Social needs(the need to be liked/loved and to be a atom of a effrontery group)Security(the need to feel safe and secure)Survival(the need to blockage alive, to eat, to drink, sleep and reproduce)FACTORS AFFECTING MOTIVATION (CONT.)* Job Satisfaction this affects the way in which people feel about their work in terms of act or recognition from others, the work involved, level of responsibility, opportunities for advancement, company policy and administration, supervisions, salary, social relations and working conditions.In the case where these are not dealt with in a constructive manner, it may give rise to a in high spirits level of dis delight at work which may in turn require to persistent lateness or absenteeism, below average coifance and real or imagined illness on the part of workers i.e. due to a downfall in level of motivation.* Challenge if the work involved is not challenging comme il faut for certain employees, it may lead to low staff morale that is, workers may not feel the need to give the job their absolute best.On the other hand, if the job is too broad compared to a relatively low number of employees, it may also have the same negative effect in motivating the workers.* Motivators such as takings, training, promotion etc.If these inducements lacks in an organisation, workers tend to feel that their needs are not being catered for, hence, growth a negative attitude towards employers which alternatively affect the level of work which is put into the organisation i.e. workers in this situation will only work because they feel the need to work not because they want to work.However, in order to get employees fully involved, various builds of motivators e.g. shared ownership, cash bonuses etc. should be introduc ed to commend hard working employees thus, serving as a source of motivation in that people actually perform better when they are willing to work so as to meet a certain target rather than employers forcing work on them because they have to.* Career tuition this proves vital in maintaining or up(a) the level of staff motivation in that, people like to think that their hard work will pay off well as opposed to go unrecognised thus, if there is an opportunity for career breeding, workers tend to perform well so as to develop their individual skills and at the same time burn up up the management ladder.In a situation where it is the opposite, it may lead to a wide spread low morale amongst employees.* Level of expectancy this may have an overall effect on an individuals attitude towards work i.e. in relation to the expectancy theory veritable by Victor Vroom, for example, an individual may respond in a positive way to a high level of expectancy from employers while another em ployee of the same calibre breakdown under pressure thus, it all boils down to an individuals desire for something in relation to the persons estimation of how likely it can be achieved.MOTIVATORS APPROPRIATE FOR polar TYPES OF INDIVIDUAL PERFORMANCEAs established by Frederick Taylor (1947) what the workforce want from their employers beyond anything else is high wages and what employers want from their workforce most of all is low labour costs the existence or absence of these two elements forms the basis for either a good or bad management.The study factors which makes people feel satisfied with their job and motivates individuals to work effectively includes high level of achievement, recognition, opportunities for advancement and responsibility as well as the actual content of the work which is being carried out.On the other hand, factors which affects employees adversely and which lead to high level of dissatisfaction with their individual tasks include negative company poli cy, low level of salary and benefits, interpersonal relations and the overall working conditions (as describe earlier).The following motivators are required so as to encourage individuals to work harder thus, enhancing the workers individual performance* Autonomy this refers to the descend of freedom and discretion an individual can exercise over a certain job, this gives the worker a higher level of responsibility providing that the person wants and can cope with the responsibility.This will boost an individuals self-reliance thus, being able to meet target more effectively.Although some people prefer jobs with low level of responsibility, this is often common when people have a highly complex and demanding life after-school(prenominal) work.However they are not likely to be high achievers.* Praise workers generally feel the need to be encomiumd for hard work hence, serving as a motivator in back up the particular worker to keep doing a specific task to his/her best ability.P raise actually has an overall effect on the quality and amount of money of goods and services produced, so therefore it is vital for employers to name and commend a high quality work.MOTIVATORS APPROPRIATE FOR DIFFERENT TYPES OF INDIVIDUAL PERFORMANCE (CONT.) relegation this motivates people to work harder in that, it also involves self-aggrandizing workers more responsibility for the tasks they carry out.Delegating is used in a situation where by the particular job holds certain responsibilities, but additional responsibility is giving through missionary post, this may help in providing more time for more important tasks, thus, helping in increasing an individuals job satisfaction.Reluctant or poor delegation can be worse than no delegation at all, hence, this is why most employers tend to delegate trustworthy employees to carry out certain tasks.Delegation also helps in meeting target, improving cooperation between staff and employer, and improving the quality and quantity of work carried out.* overlap Ownership shared ownership schemes proves to be very successful in motivating workers in that, employees handle tasks more efficiently due to the fact that they also have a stake in the company hence, people tend to work very well if there is some kind of benefit to derive from their hard work on the desire run.The display of shared ownership enhances general individual performance i.e. people tend to be self reliance thus, meeting targets, encouraging and maintaining good consanguinity with co-workers and employers which in turn helps in developing and delivering good quality of work (high standard) as well as improving the quantity of work achieved.* superior Circle the implementation of quality circle serves as a motivator because it makes employees feel more involved in all the aspects of product development.calibre circle is usually set up to tackle a particular project where quality improvement is necessary therefore, making it easy to recogn ize each teams ability and alternatively rewarding individual teams for the level of work they put in improving the quality and the amount of goods actually produced.EFFECTS OF MOTIVATORS ON INDIVIDUAL PERFORMANCEIn an import whereby employees needs are catered for promptly and effectively, organisations can benefit a enceinte deal.For instance, in order for quality circles to be successful, quality improvement programmes needs full commitment from employees.The motivators discussed earlier helps in* enhancing employees commitment to a particular organisation thus, being more reliable in performing tasks individually as well as part of a team.* boost fealty the level of employees loyalty will be improved if they are being treated with respect they deserve e.g. if employees are offered shared ownership of an organisation as a reward for hard work, the employee will be willing to stay loyal for a long period in that, the employee will be obliged to support the particular organisat ions internal and external activities i.e. outside and within the organisation.On the whole, these motivators helps in providing opportunities for increase skills, flexible working and individual development.Motivators also provide social companionship and a sense of self-conceit in the overall working consanguinity in regards to achievements derived from motivating workers in the correct manner.Further AnalysisGAINING EMPLOYEE COOPERATION THROUGH MOTIVATIONIt is essential that the reward strategy adopted by employers fulfills employees needs i.e. if motivation to work is to be maintained or increased, it is necessary that an individual is convinced that by lay in extra effort at work, his/her performance will be improved and that the reward he/she values will be forthcoming.In order to gain employee cooperation, employers focus on motivating employees in various ways depending on the organisation involved, some of the methods used in achieving this are as follows* Job Security by providing a secure job opportunity, workers will have the opportunity for career progression, therefore, they will feel motivated to work hard so as to get on.A study example of this relates to the Japanese economy that is, because employers often offer a job for life to potential individuals thus, they tend to expect a high form of loyalty from their workers as well as commitment to work to the very best of their ability.* Merit Rating this refers to recognizing an individuals performance and selecting personal qualities which an organisation believes to be important and assessing these qualities hence, giving the organisation an overall idea on how to reward individual performance effectively.(Ref. Merit rating form appendix 3)* judgement this is also used to pin point performance, appraisal is needed for assessing the performance of an individual in discharging specific responsibilities and/or the potential performance of the individual in other roles.Appraisal often inv olves assessing both job performance and personality characteristics relevant to the particular job.Performance appraisal is an extension and development of merit rating, it may or may not be used as a basis for increase in salary (performance cerebrate pay).GAINING EMPLOYEE COOPERATION THROUGH MOTIVATION (CONT.)An example of appraisal of an employee may take the form belowJob Knowledge and Technical Ability CommentsExceptional hot satisfactoryMarginalInadequateEnergy and Application CommentsExceptionalGood okayMarginalInadequateOrganizing Ability CommentsExceptionalGoodSatisfactoryMarginalInadequateOverall Assessment1. Reserved for employees whose distinguished performance is clearly obvious to all.2. Seasoned employees whose performance is noticeable better than satisfactory.3. Satisfactory4. Performance close to being satisfactory but needs however development.5. Performance clearly below the accountability level required for a certain task or set of tasks (this may include new comers).6. completely unsatisfactory(Ref. Performance Appraisal by T.L . Whisler and S.F . Harper, research and practice by Holt, Rinehart and Winston)GAINING EMPLOYEE COOPERATION THROUGH MOTIVATION (CONT.)* Incentive Schemes this may be used to gain cooperation due to the fact that it is a valuable motivator.Incentive schemes means the pay to employees of a regular bonus related to productivity, this is designed to encourage employees to assemble with management in raising productivity and the overall performance of the organisation.This emphasizes the relationship between performance and payment, in that money remains a major motivator in enhancing growth in the level of work performed.* worry By Objectives this focuses on increasing workers performance by agreeing individual objectives with managers and meter progress by the degree of attainment of the objectives i.e. management by objectives involves background specific organizational objectives for a future time period .This is a mutual setting of objectives between each position holder and his/her supervisor and the use of the objectives as standards for evaluating the employees performance.MBOs are used in gaining cooperation in regards to employee and employer relationship that is, employees will respond a lot better to discussions rather than orders/commands. capability BENEFITS REGARDING GOOD COOPERATIONAs established by Frank Herzberg (1968), increased job satisfaction will not always result in increased performance but nevertheless increasing the level of job satisfaction within an organisation has lots of advantages i.e. in relation to the organisation, the managers and each individual employee.Potential benefits Potential benefitsto employees to management* more pursuance work through better Through increased* mise en scene for development working methods motivation* more autonomy* companionship and team pride* share in any benefits to employers* better quality* reduced absence* lower upset* more flexibility* higher productivityPotential organizationalbenefits* high level of commitment to the organisation* improved industrial relations mood* organisation growthThis table lays emphasis on improving job design and work organisation to meet individual needs.(Ref. The effective manager, have got 4, open university, 1990)POTENTIAL BENEFITS REGARDING GOOD COOPERATION (CONT.)Benefits which are derived from successful communication between employers and employees includesOrganizational Benefits* In a situation whereby employees are satisfied with the work they perform as well as their working environment, employees tend to break more closely with the actual organisation.* Employees who are committed to the organisation are likely to work harder towards organizational goals, seize opportunities, contribute new ideas and act as good public relations officers for their employer.* Effective communication within an organisation will also give rise to less disaster of in dustrial disputes in that, employees will have little or no dissatisfaction and the organisation as a whole can therefore expect to survive competition and prosper.Management Benefits* If workers are highly motivated, managers will be able to expect better quality performance.* The symptoms of dissatisfaction i.e. absenteeism and illness will be minimal or not present hence, the management will be able to discover that staff are willing and able to perform a range of tasks if their individual skills and abilities are fully developed.On the long run, this benefit will lead to improved productivity and better quality service.Individual Benefits* If a person with certain skills and abilities finds his/her job suited to the qualities he/she possess, the work the individual participate in, will become more interesting and therefore less likely to produce stress or dissatisfaction.* A job which involves various source of motivation i.e. providing an individual with a scope for development , this will be encouraging to the individual, hence, the particular person will then be able to focus on opportunities for improvement and advancement.On the whole, the level of advantages of job satisfaction outweighs its disadvantages hence, in a situation whereby everybody works hand in hand with a view of a common interest i.e. putting aside personal differences, the organisation tend to survive on the long run the young business enterprise group A is a perfect example to qualify this statement.CONCLUSIONMotivation in Regards to Group DevelopmentIn order for people to get on well enough as a group so as to be able to benefit the business as a whole, motivators such as praise, autonomy, giving ideas, feedback and so on was implemented in that, for us to achieve each group development stage effectively before moving to the next important stage, it is vital for each group share to deal with the tasks given to the best of his/her ability.* Praise this was used indirectly at regu lar intervals, so as to show an appreciation for a good level of effort put in by each group part.* Autonomy enough opportunity was given to each group member to work on certain tasks as an individual thus, giving the person overall responsibility without too a lot questioning.* Giving Ideas each group member was involved in the initial brainstorm for the product ideas as well as designs to be produced and each and every idea brought forward was welcomed and discussed in further depth hence, making each group member feel as part of the business which alternatively led to intense commitment.* Feedback people need to know whether they are performing their jobs satisfactorily, they need praise for doing things well and they need help and advice if they are not performing up to standard, this is achieved through feedback during business meetings.This is used to the advantage of the business surmisal, in that, people who are not pulling their weight (contributing) were told direct ly by group members to do so, thus, giving rise to people actually performing much better in some cases and no apparent change in other cases.On the whole, the level of motivational skills applied to the business venture proves to be effective for the individuals within the group as well as in the general group development.