Introduction
The lowly Green Spring Bedding company motivates its employees as the workers displays poor working attitude, and the need to appreciate the work at the company is low. This is because the staff does not participate in program motivation of employ hence the concern for urgent motivation. More so, the attitude displayed by these workers worsens the situation since most of them feel that they are in the wrong working environment. The majority of them do not care whether the company sales increase or not, as they say that only the best workers can get promotions and rewards. Apparently, it is evident that the staff partially contributes to the low motivation level attributed by the employees. There is little working relationship between the staff and the workers. Most of the workers only seem to put more effort to their work if they want to pay rent or settle bills. External factors such as stress, influences their motivation of as some of the workers incorporate personal issues into the company. It is obvious that this company has a long way to go in order to enhance the relationship between the staff and workers. According to Pinder, work motivation is a pack of active forces that starts from within and beyond the individuals being, to instigate work-related behavior and to establish its force, direction duration, and intensity (Pinder 2008). He further elaborates that the relations between the character and the environment psychologically drive motivation.
It is vital to distinguish work and motivation. Performance is the function of the ability that an employer demonstrates. Motivation thus is the domination of performance of an individual. Pinder’s theory clearly explains that motivation of employees comes from within, and for enhanced motivation, the working environment in an organization must be favorable to the workers. Regarding the case, employers of this company in general are poorly motivated and some feel embarrassed when performing their work, for instance, women demoralized when working as they feel embarrassed working in a male crowded environment, especially when men gaze at them as they work on the sewing machines.
The workers have demonstrated that they are not motivated by the working environment as they constantly complain of poor management, hard task assigned to them, poor staff to worker relations and lack of inner morale, and the urge for promotion. In order to explain the behavior of the workers at Green Springs, I detail the concept of the Hierarchy of need theory, where it focuses on the general behavior that complete physical, social, and psychological needs of workers, and details through clear example the basic motivation of individuals in a working environment. The only limitation to this theory is that it does not explain the difference in individual’s motivation, and the intensity of behavior that relates to work (Pinder 2008). This theory explains that individuals only undertake certain actions that they feel are beneficial to them, and which will satisfy their needs. The theory explains that basic needs that are psychological, for instance Food and job security, determine the level of motivation in an individual. This is evident in the Green Springs Company as the case elaborates that motivation in employee depended on these factors, where workers would work hard to meet their rent deadline, and bill payments. The hierarchy of needs theory details the aspect of Self–actualization in individuals, and workers Green Springs lacked this concept. This theory suggests that majority of people have a partiality to focus on the lowly level where they identify a need. For instance, an individual who lacks food will shift their attention to meals, rather than self-esteem or relationship.
In order to understand the response of the workers at Green Springs, the plant manager at Green Springs can adopt a few theories that can elaborate more on the response of their workers while performing their task. Other theories that explain the case at Green Springs are intrinsic motivation theory and extrinsic motivation theory. In each case, they are both crucial to understanding motivation and responses of workers working at Green Springs. Intrinsic motivation comes from within an individual, while extrinsic motivation arises when another person tries to make an individual do something (Woods 2008). The other theory is positive motivation and negative motivation theories, where the latter is motivation towards something, while the former is motivation away from something. The other theory is the dispositional approach theory, which explains the unevenness among individuals in the behavior patterns. This theory holds the quantity and direction of endeavor shown by an individual as the meaning of their makeup. It focuses on internal disposition that certain individuals possesses, such as factors like needs, values, personal traits, and self-concept and the difference in each individual and their response to different scenarios (Pinder 2005).
The finding by Jennifer shows that the human resource department is solely responsible for the low motivation and work behavior demonstrated by the workers. In order to rectify this scenario, I would recommend the plant manager Carl Hines to adopt measure that improves the situation. Some of the changes would be to enhance the communication, coordination and relationship between workers and staff, establish a counseling department that will solely deal with issues concerning stress and anxiety. The manager should also hold regular meetings that discuss the importance of coordination and relation in a working environment, and establish a committee that will be in charge of salary review on regular basis. The manager should adopt policies that gives incentives to workers in order to motivate them accomplish each need in a progressive mode. They should also note that different workers are motivated differently, and each take up their own pace in the hierarchy movement, hence they should diversify their invectives according to the nature of each worker (Hitt 2008).
Conclusion
The study surrounding work motivation has evolved towards a more rich and contextual explanation that is centered on the communions between an individual and the working environment, rather than focusing on job performance and satisfaction. This study has improved the capacity to predict influence and understand motivations of work. The growing of a sensitively vigorous workplace enhances human success that will uplift the image of an organization.
References
Michael A. Hitt, C. C. (2008). Organizational behavior. New York: Wiley.
Pinder, G. C. (2008). Work motivation in organizational behavior. New Jersey: Prentice-Hall.
Steve Woods, M. W. (2010). The Psychology of Work and Organizations. New York: Cengage Learning.
