Introduction
In most organization, the productivity of employees depends on the level of motivation. Motivated employees are more productive compared to those that are less motivated. Motivation is caused by a series of factors ranging from remuneration to the relationship with the management and the working conditions. The measurement of the level of motivation is done by determining the level of job attitude of employees. Employees’ level of motivation can be changed to the better or worse depending on what the organization does to change the job attitude at work. A case study is an organization where Rohit works as a senior supervisor. The employees have low morale and are resorting to bad behaviour such as rudeness to express their discontent.
The problem
Rohit is an apprentice in the field of management. He has mainly specialized in handling technical issues in the organization rather than managing fellow employees. This has made it difficult for him to address the issues that affect the employees. His emphasis on giving orders and demanding immediate response is a sign of a good manager. However, his human resource management qualities are poor. Rohit addresses his subjects in a manner that is demanding. He wants the employees to do what he wants yet he does not address their problems. This has led to low morale among employees. The employees want salary increments, yet Rohit thinks that is not his responsibility to raise the issue to the management.
Causes of the problem
The low morale among employees as demonstrated in the conversation between Rohit and the operator is caused by three factors. The poor communication skills of the supervisor is a big issue. Rohit’s communication skills are quite poor. He addresses operators in a harsh tone rather than being gentle. This portrays him as a tyrannical leader who ignores the opinion and welfare of his subjects but demand total cooperation when he gives his orders. This can be attributed to the fact that the supervisor does not believe in employee motivation and that he is not a trained manager but an apprentice.
Secondly, employees are not happy with the remuneration they receive from the organization. In the conversation, the employee complains of low payment. However, the supervisor does not express interest in address the issue. Finally, the organization’s working conditions do not seem to be convenient for employees. From the conversation, one can observe that the organization hierarchy is not efficient. It is evident that the plant manager can give orders parallel to those given by the supervisor. This creates confusion and frustration among employees hence; demoralising them.
The attitude
Recommendations
The organization should make several changes in order to motivate its clients
- The supervisor should be either replaced by someone who understands how to motivate employees.
- The employees’ remuneration must be adjusted to meet employee expectations.
- The organization’s hierarchy should revisit the organization’s system of work allocation so that employees know their specific duties to avoid confrontations.
- The organization’s communication approach should be revisited to ensure that employees get proper instructions on time to avoid scenarios where employees do the wrong task.
References
Latham, G. P. (2007). Work motivation: History, theory, research, and practice. Thousand Oaks, CA: Sage Publications.
Pinder, C. C. (1998). Work motivation in organizational behavior. Upper Saddle River, NJ: Prentice Hall.
Sharma, K. (2010, August 21). Case Study on Motivation. Retrieved May 23, 2013, from CiteMan: http://www.citeman.com/10116-case-study-on-motivation.html
