Motivation as a Manager Essay Sample
In this ever-changing working environment. motive is basically of import to accomplish the aims of administrations. which are chiefly effectiveness and efficiency.
Motivation as a Manager Essay Sample Essay Example
So. what precisely is motive? Motivation refers to the psychological forces that determine a person’s behavior. and can be divided into two facets – intrinsic and extrinsic. Intrinsic motive refers to motive that is derived from one’s ain interest. while extrinsic motive is derived from behavior that is affected by external forces. such as stuff wagess or to avoid penalty ( Fang & A ; Kant. 2011 ) . Motivation has been defined by many as: the psychological procedure that gives behaviour intent and way ( Kreitner. 1995 ) ; a sensitivity to act in a purposive mode to accomplish specific. unmet demands ( Buford. Bedeian & A ; Lindner. 1995 ) . The simplest. possibly. would be that motive gets employees to work hard for the benefit of the administration. ( Sager. 1979 )
There has been extended research on the subject of motive. which has spawned several theories by legion writers. Harmonizing to Maslow’s Hierarchy of Needs. employees have five degrees of demands which are: physiological. safety. societal. self-importance. and self- realization ( Maslow. 1943 ) . Knowing the demands that employees require. administrations can seek to carry through them in order to better their employees’ public presentation. However. while the demands of the employees are fulfilled by the administration as a whole. it is noted that the motive of employees are dependent on their direct directors every bit good. In a survey. employees place equal importance on the extent of how their administration and direct director fulfil their demands. ( Nohria ; Groysberg and Lee. 2008 ) Therefore. to guarantee organizational efficiency. directors play an of import function in understanding what motivates employees within the context of the functions they perform. ( Lindner. 1998 )
To understand more about direction in the existent universe. an interview was conducted with 3 different directors. With the purpose in head. Manager as a Motivator. we managed to obtain several points worthy of note. These points will be discussed at length in our analysis subdivision on how it corresponds with theories. every bit good as the grounds why if it does non. We will so be looking at the penetrations that we have discovered through these interview. followed by the decision.
Background of Interviewee # 1
Adrian Chye is the General Manager of Mediafreaks Pte Ltd and Chief Operating Officer of Mediafreaks Cartoon Pte Ltd and Character Farm Pte Ltd. which is an award-winning new media and 3D life studio whose clients include large companies such as Energizer and Kraft. He has been closely involved in the development and planning of company schemes traveling frontward. ( Media-Freaks. com. 2010 )
Type of Motivational Methods Used
Adrian Chye defines his direction manner as results-oriented. and will honor or penalize based on virtues and errors. He believes that the chief challenges and troubles a director face is acquiring employees to work smarter and harder. To accomplish this. he uses motive as a type of managerial accomplishments. along with others such as chiseled ends. and clear account of functions and duties for everyone
His motivational methods include pecuniary inducements in the signifier of public presentation fillip. team-building activities to increase coherence and communicating between employees and directors. every bit good as working closely with employees so that he is able to supply self-generated feedbacks and be closely involved with the their preparation.
To accommodate to the new concern clime brought approximately by globalization and technological invention. he believes that goal-setting contributes to effectiveness and efficiency in the company. and that it is best to affect employees in the decision-making procedure. as he feels that this can assist to actuate employees. and on-the-ground feedback means that he as a director can put ambitious ends for his employees.
Having worked in abroad. he has seen cultural differences in footings of the methods used to pull off employees in different states. and believe that it is an of import point to see in footings of the attack used to actuate employees. Particularly with respects to the hiring of foreign endowments in Singapore. he believes that particular attention demands to be taken to guarantee that any clangs in civilization do non estrange these employees.
Last. Chye notes that his company have non used any profiling trial to choose possible employees. and merely feels that there is no demand for it as a simple face-to-face interview would do.
Background of Interviewee # 2
Mr Tan Chew Kwang is a Process Engineering Manager working for Beyonics Technology. Beyonics Technology has several workss around Asia. Beyonics Technology Limited is a taking supplier of advanced contract fabrication services to original equipment makers.
Beyonics Technology Limited purposes to turn strategic fabricating partnerships with its portfolio of world-class. leading-edge clients. This will be achieved through its supply concatenation leading. vertically incorporate operations. strong client focal point every bit good as the synergisms of its dedicated and motivated direction squad. ( Beyonics. com. 2012 )
Type of Motivational Methods Used
The key to Tan’s direction manner is two manner communicating as he mention that he would wish employee’s feedback and work together with them if they need help to work out issues. He besides mentioned that actuating employees is portion and package of a director occupation and the method used by him in actuating employee is that a director must foremost understand the single demand of an employee before make up one’s minding a suited method to actuate them. In this manner. best consequences can be obtained. His two manner communicating method is one manner in which he can understand his employee by obtaining feedback.
Due to occupation demands. Tan normally travel to China. Due to the cultural difference. he noticed that the people at that place need to be “pushed” in order to acquire the occupation done. This leads to the demand for him to utilize different pull offing methods as compared to what he used when working in Malaysia. There is a demand for the alteration in motive method to guarantee maximal efficiency and effectivity when pull offing the two different states. Another job faced by him is that the chief communicating media is in China is Mandarin. which leads to a small trouble in pass oning with them. Excess attempt is required to guarantee that the right message is pass down.
Tan says that it is of import to put ends in an organisation as this will mensurate an employee part to the organisation. Rewarding will be based on their part as it serves as a measuring of their public presentation.
Tan mentioned that his organisation make usage of profiling trial to choose possible employees. He says that it is an effectual manner to happen out the right employee for the right occupation. To him. profiling trial is a fast and effectual manner to acquire an employee to make full up a place that requires certain particular accomplishment.
In decision. Tan feels that as a middle-line director. he is being sandwiched between the top direction and the staff coverage to him. There is a demand for him to take attention of both degrees. Given a opportunity to better. he would wish to better the manner his organisation work. Presently. his organisation is utilizing the carrot and cane method to honor the employee and he feels that this should be changed as it creates an unhealthy working environment.
Background of Interviewee # 3
Mr Ong Wei Siang is an Authorized Military officer and besides a line director of the Union Bank of Switzerland ( UBS Singapore ) . which offers wealth direction. investing banking and plus direction services. Having being exposed to Investment Banking every bit good as Histories Management for old ages. he has brought the administration and his squad to a greater tallness as a director.
UBS is a planetary house supplying fiscal services to private. corporate and institutional clients. They are present in all major fiscal Centres in more than 50 states. UBS was voted ‘Best Private Bank’ in Asia based on Asiamoney Private Banking Poll 2012. UBS was besides graded figure one in both Taiwan and China across all three plus classs ranked harmonizing to respondents’ assets under direction. and figure one in Hong Kong and Singapore in two of import client sections. ( Asiamoney Polls. 2012 )
Type of Motivational Methods Used
Mr Ong defines his direction manner as holding a Democratic Style of Working whereby he accepts and actively welcomes the feedbacks of his employees. The demands and concerns are being taken into consideration with respects to certain work issues or occupation challenges. He is besides unfastened to different thoughts and suggestions on certain work procedures such that the efficiency of employees will be maximized. He mentioned that communications between higher direction and employees are important in decision-making procedures. Before any determination is being made. he will see the effects and reverberations that may happen at the disbursal of the public assistance of others.
Ong mentioned that directors have to get strong human accomplishments to cover with the challenges at work every bit good as inter-personal relationships within the administration. Having good homo accomplishment will enable him to prosecute in certain human interactions with both his employees every bit good as the markets. This includes acquiring employees to be involved in end-of-year end scenes such that there will be a certain sense of belonging among the employees.
Besides democratic manner of working. Ong besides uses motive as a signifier of managerial accomplishment to guarantee effectivity and efficiency of work procedures. His motivational methods include pecuniary every bit good as public assistance benefits which are surely necessary for employees to endeavor difficult and set in their best attempt for the company. For illustration. there is ‘Eat-with-your family-day’ . which entitles employees a half-day leave. to advance the significance of household adhering to employees. It will actuate the employees as a whole regardless of the hierarchy. This serves as a wages to mean employees’ attempts and parts.
Furthermore. holding been exposed to different working environment in other states such as Hong Kong. Ong realises that there are differences in working and organisational civilizations. Ong mentioned that there is a demand to work out a common consensus on work procedures between the two locations. This will guarantee better work procedures. which enables employees to hold a standardized work flow. This will move as a motive with minimized incompatibility and disagreements. Therefore. employees can entirely concentrate on their occupation Scopess even with the presence of cultural differences.
In the visible radiation of the three interviews that were made with the directors of different organisations. there are surely differences and similarities in their direction manners among them. There are bound to hold difference in working procedures since different organisations possess different civilizations or even aims. However. it is merely logical to presume that most of the organisations would wish to accomplish both efficiency and effectivity as their ultimate purpose.
To get down with. all three directors use motive as one of their managerial accomplishments in the administrations. The methods of motive that were mentioned in the interview includes: pecuniary inducements ; squad edifice activities ; communications and engagement in end scenes.
1. Monetary inducements
Extrinsic wagess such as money inducements by the higher direction will be given to employees as a signifier of wages for their public presentation. Such wagess act as motive to reenforce employees’ positive attitudes towards work. Most of such extrinsic wagess include fillips. clip off. publicities. wagess and many more. Fiscal wagess are an extrinsic motivation factor. and non-financial inducements represent the intrinsic 1. ( Singh. 2012 ) . Incentives act as a signifier of stimulation for greater action or in acknowledgment of accomplishments. to spur employees to work towards a end. In world. it has been recognized that money does non merely fulfill psychological demands but besides societal demands. Hence. money inducement does increase the efficiency and productiveness of the employees. guaranting a higher degree of end product and capablenesss.
2. Team-building activities
As mentioned by Chye. team-building activities were seen to be an of import factor in bettering motive. Team-building activities such as coherence dinners and excursions serve to better the relationship of the employees amongst themselves every bit good as with the directors. When the employees are close with one another. it helps to carry through one of their demands – the demand for adhering. Carry throughing this demand is an of import facet of actuating employees. ( Nohria. Groysberg & A ; Lee. 2008 )
When employees are nearer to their director. they will be more likely to give honest feedback sing state of affairss and events in the workplace. which will let directors to hold a more accurate appraisal of any jobs in the administration. so as to better organizational effectivity and efficiency by doing appropriate and intelligent determinations.
However. it must be noted that directors should endeavor to do employees organize fond regard to the administration as a whole instead than the divisional group that the employee belongs to. This allows for more flexibleness in organizing undertaking groups and be aftering for employee’s occupation range. as employees may be attached to their closest cohort and found it difficult to suit any new alteration in work environment otherwise. ( Nohria. Groysberg & A ; Lee. 2008 )
Communication plays an of import function to guarantee smooth work procedures. maximizing the capablenesss of employees. Particularly for a company with a combination of on-site and practical employees. regular. required communicating between direction and staff—and among peers—is indispensable. ( Zumas. 2012 ) . The different signifiers of communicating all have a common nonsubjective – eliminates barrier and decide jobs. Due to globalization. physical barriers in workplaces are now ineluctable. To extinguish the jobs caused. administrations are to guarantee that there are sufficient and effectual communications nowadays for the employees so as non to impede certain work procedures. For effectual communications to be possible. directors are to guarantee that the communicational tools are up-to-date such that such physical barriers will non impede employees’ work procedures. Therefore. the decrease of such possible communicating jobs originating from physical barriers will in turn motivate employees such that they recognize that there are solutions in topographic point for them in times of demand.
Another signifier of communicating exists between higher direction such as directors or pull offing managers with the employees. Communications may come in the signifier of feedbacks or even sporadically discussion meetings. The presence of communicating will increase the morale of employees. in which they will experience involved and valued as an employee of the administration. By seting frontward feedbacks. suggestions or thoughts with respects to work procedures. employees will surely experience more engaged in the administration.
Furthermore. merely through such active communications will so maximise the potency of administrations to make a greater tallness. Surely. it is apprehensible that merely motivated employees will be willing to prosecute in decision-making procedures. Therefore. by seeking participatory direction where employees’ sentiments and feedbacks are taken into consideration. will surely set up a healthy working environment for both the higher direction every bit good as employees. In the interview with Ong. he besides mentioned communicating is important in decision-making procedures.
4. Goal Puting
All 3 directors that we have interviewed mentioned that their administration practises goal-setting on a regular footing. which they feel that is effectual in bettering public presentation. In add-on. end puting besides serves as a manner in which managers’ spells out what they expect from their employee. In the instance of Tan. he believes that a benefit of end scene is that it helps to mensurate an employee’s part to the administration. and he combines this with pecuniary inducement that are given based on their public presentation degree to guarantee optimum efficiency of his employees.
Harmonizing to Latham and Locke ( 2006 ) . goal-setting is a discrepancy-creating procedure in which a end creates a constructive dissatisfaction with our current public presentation. which makes us strive harder to work to carry through the sensed difference between current and expected public presentation.
In this logic. there exists a additive relationship between the trouble of the end and the resulting occupation public presentation. A hard but come-at-able end leads to a higher occupation public presentation than an easy and general end. ( Latham and Mitchell. 1978 ) Harmonizing to many motivational theories such McClelland’s Need for Achievement and self-actualisation. which is the highest degree of demand in Maslow’s Hierarchy of demand. ambitious ends are important for the development of an person every bit good as his occupation satisfaction and committedness to the administration. ( Fang & A ; Kant. 2011 )
In the interview. Chye mentioned that he likes to affect his employees in the goal-setting procedure. as making so allows him to put ambitious but realistic ends as his employees are able to give direct feedback on the trouble and their competence. In theory. doing a determination in a group helps to better effectivity of the administration in footings of scheme and job resolution. This is because group-decision devising helps to cut down opportunities of prejudices. Besides. it promotes diverseness as different sentiments derived from assorted experience and accomplishments are valued. ( Fant & A ; Kant. 2011 )
5. Cross-cultural Managerial Style
From the interview. an of import factor we observed that all three directors had mentioned was that there is a noticeable difference in footings of work environment and employees’ behavior between states. As Tan mentioned. he recognize that employees in China must be supervised and driven in order to execute their occupation. and that they require different methods of motive as compared to other states. Similarly. he notes that linguistic communication remains an issue in China even in today’s globalised universe. where the use of English is considered as the norm.
In theory. the importance of cultural differences has been noted and as such has been studied extensively. An illustration of such a research would be the Global Leadership and Organisational Behaviour Effectiveness research programme. an international group of research workers analyzing cross-cultural leading in more 60 states. Analyzing cultural differences have many benefits. such as to offer directors singular penetrations into the concern clime of other states. which makes it easier to collaborate with companies from states with differing civilizations. ( Browaeys & A ; Price. 2008 )
From our analysis from the interviews of three different directors. we have noticed similarities and differences with respects to the organizational policies. direction manners and accomplishments. For illustration. Chye’s administration does non rehearse profiling trial while Tan’s administration actively uses this tool to place possible employees that have the accomplishments that the place requires.
Such differences may be due to different constructions of the administrations. Chye’s administration. Mediafreaks Pte Ltd. is a little house which employs functional construction to bring forth its life services ( Media-Freaks. com. 2010 ) . Meanwhile. Tan’s administration. Beyonics Technology. have many production sites world-wide that provide advanced contract fabrication services to assorted states. and as such employs a divisional construction. With the big sum of employees needed in such a big administration. it is natural that Tan sees the demand for profiling as a mean to choose employees ( Beyonics. com. 2012 ) . Even though there are differences in policies and methods employed in the two administrations in inquiry. they should non be compared as both have different ends and are in different provinces of enlargement.
Another interesting point that we wish to foreground from the consequences of the interview was that the on the job manner of directors varies from administration to administration. Chye’s direction manner is results-oriented. while Tan and Ong’s direction manner leans more towards communicating with employees. Therefore. sing the ends of the company. directors must use suited direction manner to better the work public presentations of their employees. To guarantee that employees put in their best attempt during work. there is a demand to see different attacks to actuate them. In world. there are certain ineluctable challenges and troubles that directors will confront in pull offing. Thus. human accomplishments do play an of import function in guaranting that the directors remain flexible in their direction manner.
In order for directors to play the function as a incentive successfully. there is a demand for directors to place the personal qualities that employees possess. To guarantee that this is possible. directors will transport out the profiling trials among employees. An advantage of the profiling trial is to distinguish the different personalities of the employees in order to better apportion the occupation Scopess. This profiling trial will guarantee that the personalities are suited to their allotment of undertakings. As such. there will be minimum clangs and dissensions with respects to occupation procedures.
For case. certain employees may possess better organisational accomplishments or even proficient accomplishments. In such instances. employees are able to work harmoniously and it acts as a signifier of motive for other employees of similar occupation Scopess. Such occupation planing attacks does non merely convey about higher productiveness in work. but besides provides employees with the motive to endeavor for better public presentations. As such. this will guarantee higher degree of productiveness and leads to effectiveness and efficiency.
We have come to a consensus that motive is so necessary for directors to follow as one of their managerial accomplishments. It is extremely indispensable particularly in today’s on the job universe where alterations are inevitable. Hence. to retain employees. directors are therefore required to add values in footings of their managerial accomplishments such that employees will be willing to exhibit organizational citizenship behavior and accomplish extremum public presentations for the administration.
As mentioned. motivated employees play a important function in making a company’s sustainable competitory advantage. To win. companies have to happen ways of fosterage and prolonging intrinsic motive. ( Frey & A ; Osterloh. 2001 ) . To guarantee that employees possess motive and the right attitude towards work. directors therefore implement different attacks. harmonizing to single constructions.
From the consequence of the interviews. it can be observed that directors differ in the manner they carry out their motive. Most administrations will follow the pecuniary inducement attack and improved communications. Even though there might be different attacks to actuate the employees. the chief aim of the attacks is to reenforce employees’ behaviors and supply acknowledgment for their good public presentations.
Due to the different degrees of direction. there are bound to be differences in the attack of pull offing accomplishments. For case. the power of control may differ between front line directors and in-between directors or even top direction. Therefore. the differences will take to restraints in which the directors can change their attacks to convey about better motive. In add-on. the 3 interviewees are besides of different organizational civilizations in footings of their sizes of the companies and the strength of work force.
Hence. all these differences may take to a difference in the effectivity of their attacks to convey about motive. For case. as mentioned by Chye. the General Manager of Mediafreaks Pte Ltd has merely 20 employees under his section. which is comparatively small compared to Ong’s section in UBS. As a consequence. there may be certain troubles in implementing attacks to spur motive due to limited resources. Furthermore. pecuniary inducements may non be needfully executable to smaller administrations.
In add-on. the differences in organizational civilizations are inevitable in today’s working universe. The aims of each administration may change. and therefore. may ensue in motivational attacks to be deemed uneffective. As mentioned by Ong. there are differences in working civilizations particularly in cross-location administrations where certain attacks in administration may non work for the other. Therefore. there must be a demand to research the assortments of methods in footings of managerial manners.
Interviewee # 1
Something that Chye mentioned was that he practises merely a few motivational methods. such as pecuniary inducement and forming team-building activities. While these methods are no uncertainty happening success. we feel that it is best to hold more methods. as these two methods merely serve to carry through 2 out of the 5 demands in Maslow’s Hierarchy of Needs. We suggest that his administration can implement medical and old-age insurance so that his employees can experience a sense of security. every bit good as organizing undertakings groups to research on market tendencies and work out jobs so that his employees would be challenged on an rational degree.
Interviewee # 2
One issue mentioned by Tan was that he frequently feels that he is in a hard place between the top direction and the employee under this attention. We feel that this is mostly due to the deficiency of proper communicating between the different degrees in the organisation. Most employees are afraid of what their foreman might believe or state or if they told them half of what they’re thought ( Wofford. 2012 ) . As such. there is a demand for Tan to better in the communicating within the organisation. We suggest that Tan can seek to organize occasional dinner assemblages. so that the top direction and employees have a opportunity to interact by speaking over repasts. therefore increasing the bonding between persons and giving employees a opportunity to supply feedback to the top direction.
Interviewee # 3
One of the challenges faced by Ong is to place the differences in organisational civilizations with respects to cross-location work processes. This is ineluctable particularly in today’s every-changing universe where globalisation revolutionizes working procedures. Even though improved communicating does better ease work procedures. there will still be miscommunications and dissensions. In such instances. possibly the presence of Standard Operating Procedures ( SOP ) will supply a guideline for employees to adhere to. Such SOPs will help employees to break ease their work procedures. Hence. this will guarantee that the productiveness of employees will be maximised. therefore accomplishing efficiency and effectivity.
The consequences of the interview have shown that by and large. the 3 directors whom we have interviewed has made used of the different motive theories in pull offing their organisation. However. due to the different demands of the organisation. the direction methods do differ somewhat as the method they used is deemed as a more efficient method in their organisation. The interview with the directors has besides proved that the assorted motive theories work to a certain extent. Furthermore. the differences in organizational constructions surely make a difference in the type of motivational attack which will give rise to different degree of effectivity.
In decision. for a director to be successful. he or she should do usage of the assorted motive theories and make little amendments to the theory to guarantee that the direction method suits the organisation as eventually. the chief purpose of a director is still to accomplish organisation ends. Directors will so hold to entree the effectivity and feasiblenesss of the attacks as applied to their administration to guarantee maximal degree of productiveness and therefore. holding a comparative advantage over their rival administration.
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