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    Employee Motivation: at Mrs. Banarjee's Company

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    Intishar Avik
    I would focus on intrinsic motivators like recognition, empowerment and growth opportunities rather than just extrinsic factors like money and benefits. Some specific things I would do: 1. Implement a system to recognize outstanding work publicly with awards and bonuses so effort is linked to rewards. 2. Survey employees to understand what motivates each person and tailor responsibilities accordingly, empowering them with autonomy, variety and challenges. 3. Offer training programs and promote from within so employees see a path for growth and feel invested in the company long-term. 4. Set clear expectations for tasks but allow flexibility in approach so work remains interesting. Address concerns promptly through an open-door policy to boost morale. In summary,

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    Employee Motivation: at Mrs. Banarjee's Company

    Uploaded by

    Intishar Avik
    65 views14 pages
    I would focus on intrinsic motivators like recognition, empowerment and growth opportunities rather than just extrinsic factors like money and benefits. Some specific things I would do: 1. Implement a system to recognize outstanding work publicly with awards and bonuses so effort is linked to rewards. 2. Survey employees to understand what motivates each person and tailor responsibilities accordingly, empowering them with autonomy, variety and challenges. 3. Offer training programs and promote from within so employees see a path for growth and feel invested in the company long-term. 4. Set clear expectations for tasks but allow flexibility in approach so work remains interesting. Address concerns promptly through an open-door policy to boost morale. In summary,

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    Employee Motivation

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    I would focus on intrinsic motivators like recognition, empowerment and growth opportunities rather than just extrinsic factors like money and benefits. Some specific things I would do: 1. Implement a system to recognize outstanding work publicly with awards and bonuses so effort is linked to rewards. 2. Survey employees to understand what motivates each person and tailor responsibilities accordingly, empowering them with autonomy, variety and challenges. 3. Offer training programs and promote from within so employees see a path for growth and feel invested in the company long-term. 4. Set clear expectations for tasks but allow flexibility in approach so work remains interesting. Address concerns promptly through an open-door policy to boost morale. In summary,

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    65 views14 pages

    Employee Motivation: at Mrs. Banarjee's Company

    Uploaded by

    Intishar Avik
    I would focus on intrinsic motivators like recognition, empowerment and growth opportunities rather than just extrinsic factors like money and benefits. Some specific things I would do: 1. Implement a system to recognize outstanding work publicly with awards and bonuses so effort is linked to rewards. 2. Survey employees to understand what motivates each person and tailor responsibilities accordingly, empowering them with autonomy, variety and challenges. 3. Offer training programs and promote from within so employees see a path for growth and feel invested in the company long-term. 4. Set clear expectations for tasks but allow flexibility in approach so work remains interesting. Address concerns promptly through an open-door policy to boost morale. In summary,

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 14

    Employee

    Motivation
    At Mrs. Banarjee’s Company
    NAME ID

    Intisher Ahmed Chowdhury 2015210000115

    Shakil Ahmed 2015210000047

    Farhana Jerin 2015210000104

    Al Mahmud Ador 2013010000322

    Sourov Rezwan 2016010000399


    Case Summary
     
    The case shows that workers are getting highest payment, fine working
    condition and fringe benefit is excellent as well. But they are not motivated. The
    workers on hourly basis are not working up to their full potential, they filled
    their days with unnecessary and unproductive activities .One fine morning, Mr.
    Banarjee (CEO of the company) contacted the Personnel Manager and enquired:
    “What is the problem with the workers on hourly basis? What do they require
    really?” The Personnel Manager gave the following reply: “money, working
    conditions and benefits are not enough. Other things are equally important.
    Hard work and efficiency go un-noticed and un-rewarded in our organization.
    Our promotion and benefit plans are tied to length of service. Even the lazy
    workers, accordingly, enjoy all the benefits in the organization, which, in fact
    according to workers, should go only to those who work hard.” Mr. Banarjee
    then wanted the Personnel Manager to look into the problem more closely and
    find out a solution to the problem of workers on hourly basis.
    The word 'motivation' derives from the Latin word for movement 'movere'. In
    motivation literature different definitions for motivation are given. All these
    definitions emphasise the fact that motivation relates to the factors that give
    rise to certain behaviour, channel this behaviour, and sustain it in order to
    achieve a certain goal.1 It is often seen as a construct, because it is assumed to
    be a process that cannot be localised. It is intangible, invisible, hard to measure
    and extraordinarily difficult to control. This relates to the question of why
    people will or will not make an effort for something. In this context motivation
    can be seen as a force that generates energy. This energy ensures that
    employees take action.
    Herzberg’s Two Factor Theory
    Hygiene factors- Hygiene factors are those job factors
    which are essential for existence of motivation at
    workplace. These do not lead to positive satisfaction for
    long-term. But if these factors are absent / if these
    factors are non-existant at workplace, then they lead to
    dissatisfaction. In other words, hygiene factors are those
    factors which when adequate/reasonable in a job, pacify
    the employees and do not make them dissatisfied. These
    factors are extrinsic to work. Hygiene factors are also
    called as dissatisfies or maintenance factors as they are
    required to avoid dissatisfaction. These factors describe
    the job environment/scenario. The hygiene factors
    symbolized the physiological needs which the individuals
    wanted and expected to be fulfilled.
    Q-1) Explain the motivational problem in this case by relating to Herzberg’s
    theory.
    (Q.2) What would be your response to Banerjee’s Statement,
    if you were the Personnel Manager of the company?
    If I were the Personal Manager, According to the ‘Banarjee’s statement’ my response
    would be:

    According to Frederick Herzberg, two factors, also called(motivational hygienic theory) are
    related with the job satisfaction. These are:-

    1. Intrinsic Factors

    2.Extrinsic factors
    (Q-3) If you were the manager, how would you motivate
    the employees so that they work better?

    If I were the manager, I would motivate the employees so that they work better in the
    following ways:

    1. Let Them Know I Trust Them


    2. Set Smaller Weekly Goals
    3. Offer incentives
    4. Give My Employees Purpose
    5. Radiate Positivity
    6. Be Transparent
    (Q-3)If you were the manager, how would you
    motivate the employees so that they work better?

    7. Motivate Individuals Rather Than the Team


    8. Learn What Makes Each Employee Tick
    9. Reward Based on Feedback
    10. Have an Open-Door Policy
    11. Let Them Lead

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