Organization Behavior Increasing Employee Engagement

Question: Discuss about the Organization Behaviorfor Increasing Employee Engagement. Answer: The use of Key motivational Theories in Increasing Employee Engagement Motivation is the act to empower an individual with rewards towards performing a certain task with excellence. Managers use different types of motivation theories at work to reward employees to increase performance in productivity in a company/ organization. Rewards are internal/ external appraisals given to motivate employees as a sign of appreciation of the good work they perform to a company/ organization. The motivation of employees come from an individual perspective. Best motivation comes within ones self. Managers only cheap in to boost the motivation of an employee who has already motivated themselves and has positive energy to work within a given department. An individual can be motivated by the management team by, rearranging shifts at work to meet an employees personal needs, changing the JD (Job Description), improving the work environment in employees workstation, reshuffling teams and offering financial appraisals. Different factors motivate employees. It is the work of the management team to establish good employee to employer relationship. This fact helps to identify and build a personal relationship with the employee thus, enabling employers to know factors that motivate every individual. Employees who are contented with the motivation they receive from their managers have a high capability of doubling their performance towards achieving a companys/ organization goals and target. In this essay, we are going to study the use of key motivational theories in increasing employee engagement performance. Later we are going to highlight similarities, compare and contrast the results we get from the theories supporting employment motivation at work. There are five major physiological theories developed to help managers to offer best motivational practice to their employees. They include; Hertzbergs two-Factor Theory, Maslows Hierarchy of Needs, Hawthorne Effect, Expectancy Theory and Three-Dimensional Theory of Attribution. (Nordmeyer, B. 2017). These theories explain when and why managers at work should motivate an employee. They also explain some key competence skills a manager should look for in an employee to motivate individuals. The study below summarizes the critical evaluation, compare and contrast the Hertzbergs two-Factor Theory, Maslows Hierarchy of Needs Hawthorne Effect motivational concepts and their application in companies/ organizations. The Two-Factor Theory of Motivation is also known as the motivational- hygiene or the dual- factor of motivating employees. This theory was developed in 1950 by Frederick Herzberg. Frederick Herzberg interrogated over 200 engineers and accountants and asked them possible factors that influence their satisfaction when they are motivated. He found out from his analysis that the morale of employees at work is affected by hygiene and motivational factors. Motivational factors are internal things within the company that affects the morale of the employee towards increasing their work efficiency on a departmental level. They increase employee satisfaction in their workstation and improves employees performance in work listed in their job description. Major examples of motivational factors include; recognition of feelings of employees, opportunity to get internal promotions within the company/ organization and Satisfaction from job listed in an employees job description. Employees who are well motivated stand a chance to work on long term contracts at work. The management team is expected to identify when to motivate employees and keep their positive energy high to increase productivity volume high. Hygiene factors of employee motivation can lead to the satisfaction of employee motivation when present and work. It can also make employees dissatisfied with their work environment if the management team neglects to identify hygiene factors affecting employees in their workstation. Major hygiene motivational factors within companies/ organizations include salary compensation policies of employees, benefits, great relationship between co-workers and employees. Herzbergs findings state that, by practicing a good hygiene motivational practice within a company/ organization, employees stand a chance of becoming completely independent at work and dominate their workstation to create excellence in their performance. Motivation factors increase the productivity of employees in their workstation. However, the absence of this theory to encourage employees does not affect the morale of workflow given by individuals at their workstation. Hertzbergs Two-Factor Theory implies that the management team needs to improve on hygiene and motivator factor within the company or institution. When this theory is implemented in the system of a company/ organization, employers tend to be motivated and work to their best abilities. The best practice by the management team to ensure that their employees are well motivated is ensuring that their employees get support and appreciate their effort at work. (Samiksha, S. 2016). Job dissatisfaction makes employees feel less appreciated and may affect the overall productivity of individuals within various departments at work. Employers should offer their employees best working conditions, flexible shifts and offer them a good pay. By embracing this factor, the employees get motivated and their desire to work on duties assigned to their job description improves with time. A good management team pays close attention to its team's needs and addresses them at the right time. The Maslows Hierarchy of Needs is also referred to as the theory of human motivation. This theory was developed in 1943 by Abraham Maslow. The theory explains that individuals develop financial needs that may overload their salary compensations with time. When the salary of an employee is overloaded with bills and the employee remains with almost no money after being paid, such individual might develop stress. Stress at work may affect the productivity of employees at work. When the management team discovers such instances, it is appropriate to organize financial appraisals to such employees if they have recorded good performance in duties assigned in their job description. This fact will intern improve their productivity at their workstations. The hierarchy of this theory is made up of 5 levels which include, physiological, safety, love/belonging, and esteem self- actualization. All these factors improve the motive of an employee and increase the success level of employee performan ce on a departmental level. Physiological needs of employee motivation include offering employees with access to water, food, and shelter. The primary physiological need of an employee is developed at work. A good management team considers how their employees get access to food and water during breaks, lunch breaks and evening breaks for individuals working on night shifts. Companies that are located in locations where employees cannot get access to outside catering of food easily needs to work out a feeding program within the company for the sake of their employees. The management team can opt to create a staff canteen to provide its employees with food and deduct a given amount of money for compensation of their lunch and supper. This factor not only energizes employees to have the right energy to work but also reduce the time that employees might speed during their lunch or evening breaks to look for food outside the company. The management team should also ensure that water dispensers are installed in every department to quench the thirst of an employee when they develop a need to drink water during their normal working shifts. Other than that, the employer should develop an appropriate salary compensation plan that enables its employees to pay for house rent depending on their class and worth to the company. This theory has major employee motivation factor that will increase the commitment and reliability of employees to work effectively at work thus, improves the productivity of employees in departmental level. Employers should also ensure that the safety of their employees is top notch at their workstation. This fact can be achieved when the management team organizes for personal health and financial securities of the employees from trusted health/ financial service providers countrywide. One's casuals are employed in a company/ organization; the management team should work on including such individuals in the companys healthcare programs. It is the responsibility of the management team to research and gets the best healthcare providers to ensure the health of their employees is protected. A small amount is deducted in the salary of employees to cater for their health insurance. On the other hand, the management team is expected to come up with the best pension plan for its employees. Pension plan plays a significant role in employee motivation especially for individuals who are working on long-term contracts or those who are employed permanently. This fact provides security and also makes employees have a sense of belonging to a given company/ organization. The performance of employees is likely to increase at their workstation when they feel appreciated with the management team. Maslows Hierarchy theory also explains that the management team has an obligation to ensure that their employees are loved and have a sense of belonging to the company/ organization. This fact can be embraced by organizing weekly/ monthly meetings with employees on a departmental level. On the meetings, employees should be given an obligation to discuss some challenges they face at work. This fact helps to solve any problem that might hinder an employee from performing their duties with perfection at work. When an employee raises any departmental issue, and the problem is solved at the right time, the moral of such individuals is charged up. This intern increases the productivity of employees within a given department. The management team can show a sense of belonging to their employees by celebrating their birthdays every end month. The company can opt to celebrate their employees birthday by buying individuals cakes as a sign of appreciation. This fact also motivates employees and make them feel part of the family at work. The performance of employees in their departments will improve when they are motivated. According to Maslows Hierarchy theory, the esteem of employees has a significant effect on productivity and performance of employees in their departments. The esteem of employees can be improved through training and acceptance in their departments. The management team is expected to motivate their employees by offering regular training of employees in their departments. Employees who have experience and know their work inside out have high confidence and self-esteem to handle their work. Confidence increases the quality of production on an individual level. The managerial team is also encouraged to ensure that respect is paramount within all departments at work. Employees who respect each other have the ability to form a nice team which will intern increase the performance and productivity of all the departments within a company/ organization. Self-actualization is the last and most importance employee motivational attribute listed on the Maslows Hierarchy theory. For an employee to achieve self- actualization at work, the managerial team needs to offer physiological, safety, love/ belonging and project high esteem to employees. According to the hierarchy of need for an individual to develop a reputable self- action influence at work all these processes must be embraced when motivating employees. Individuals who are in better financial position, good health, have good shelter, work in a safe work environment, have high self-esteem and feel a sense of belonging to a company/ organization have the ability to improve their performance at work. This theory enlightens manager of the importance of practicing ideas discussed on the Maslows Hierarchy theory towards motivating their employees. The practical application of Maslows Hierarchy theory can be embraced in all companies/ organization. Managers should offer their employees good health care plan to cater for individuals and their families healthcare bills. This fact can be achieved by issuing reliable health insurance plan to their employees. The management team is also expected to identify a reliable financial service provider to save money for a retirement benefit of its employees. The managers should work on a plan to deduct a given percentage of its employees salary and save them in a trusted national retirement beneficiary author. Such funds have significate to financial life of employees at their old age when they can no longer work. The management team should also offer its permanent and employees who are under a contract house allowances to get the best shelter that suits their financial level and worth to the company. According to Maslows Hierarchy theory, the management team is expected to organize flexibl e working schedule for their employees to offer them time to engage in other recreational activities. (Dymond, G. 2014). The salary compensation plan of every employee needs to meet their worth within the company and also be in a position to cater for all their financial needs. Employees are motivated when they realize that the management team is concerned about their wellbeing. Hawthorne Effect is another theory that explains ways of motivating employees. The theory explains that some employees have a tendency of working extra hard when there is no one observing them while they are working on their job descriptions. The Hawthorne Effect was developed in 1950 by Henry A. Landsberger. The theory states that the management team needs to know the capability and mode of work that favors its employees. The manager also needs to differentiate between employees who can only work under tight supervision from employees who can work under minimum supervision. Employees who work under minimum supervision are best described in the Henry A. Landsberger Hawthorne Effect theory. Such employees need to be given privacy in their department ones the management team identifies their potentials. Their performance at work can be measured using weekly, monthly and annual performance score forms. Their weekly/ monthly/ annual performance score is measured using goals and targets d eveloped by the management team towards achieving daily/ weekly/ monthly and annual targets. When such distinct employees meet their target at work, the management team should motivate them by offering financial appraisals or by issuing such employees shopping vouchers and certificates of excellence performance in their profession. A practical application of the Hawthorne Effect indicates that some employees will work better when they are closely observed while other will work hard in the absence of supervision. The management team should work closely with the supervisors to ensure all operational activities runs smoothly in all departments. The managers are also expected to identify the potential for all the employees and project pressure to employees who need thorough supervision for them to work effectively. For the case study of employees who work under minimum supervision, it is advisable for the management team always to remind such individuals that their hard work is being observed. The management team is then required to motivate their employees by offering performance appraisals at the departmental level. This act will improve the relationship between the management team and employees. Employees who are motivated will automatically improve their productivity in performance in their designated departmen ts. By analyzing the Hertzbergs Two-Factor, Maslows Hierarchy of Needs and the Hawthorne Effect theory, we can come to a conclusion that employee motivation is the key towards achieving success in productivity performance of employees at their workstation. Both the three theories explain that employment motivation empowers and motivates employees to get out of their comfort zone to strive for excellence in their career. The three employee motivational theories explain that the success towards running a successful business relies on the employer to employee relationship at work. Good employer to employee relationship at work enables the employees to have peace of mind and improve their performance of jobs listed on their job descriptions (JDs). However, poor employer to employee relationship lowers productivity of employees in their workstation. The tree theories agree that the manager is an intermediary to creating a home away from home environment for its employees at work to ensure tha t they are not stressed while working. The management team is expected to identify hard working employees and use the Hertzbergs Two-Factor, Maslows Hierarchy of Needs and the Hawthorne Effect theory to motivate their employees to increase the success of productivity of employees at their workstations. Lastly, by embracing the use of key motivational theories discussed above, chances of increasing employee engagement performance at work is achievable to all companies/ organizations. References Nordmeyer, B. (2017). Maslow's Theory vs. ERG. 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