Human Resource
The First Step towards Motivation at Work
October 12, 2012
0
, , ,

However large or small a company or business is, it is employees at all levels that can make or break it. This holds true not only for the people we hire on a regular basis, but also for temporary and contracted workers. It is as important to research and study the needs, drives, and expectations of people we hire or employ, and aim at responding to and satisfying those, as it is with regard to customers. In actual fact, considering the role each “employee” plays in a company’s success, analyzing and planning an adequate response to employees’ motivations deserves first place in the order of business.

Before going any further, let us shift our approach from grouping people under the generic category of “employee” to individual human beings and term them as “hired workers” or “workers”, acknowledging them as human beings with individual needs, drives, characteristics, and personalities.

Though each person has specific needs, drives, aspirations, and capabilities, at varying degrees of intensity, people’s basic needs are the same, as illustrated by Abraham Maslow in the following model:

MASLOW’S HIERARCHY OF NEEDS

Maslow explains the Hierarchy of Needs as applied to workers roughly as follows:

Physiological Needs

Basic physical needs:  the ability to acquire food, shelter, clothing and other basics to survive

Safety Needs

A safe and non-threatening work environment, job security, safe equipment and installations

Social Needs

Contact and friendship with fellow-workers, social activities and opportunities

Ego

Recognition, acknowledgment, rewards

Self-Actualization

realizing one’s dreams and potential, reaching the heights of one’s gifts and talents.

It is only when these needs are met that workers are morally, emotionally, and even physically ready to satisfy the needs of the employer and the customers.

Worker motivation must also be viewed from two perspectives:

1. Inner drives

2. Outer (external) motivators.

A person’s inner drives push and propel him/her towards an employer, a particular job, career, line of study, or other activity (such as travel or recreation). It is these drives that Maslow delineates in his hierarchy of needs, and which we must understand and internalize, use as guidlines in our efforts to help employees feel motivated. The outer (external) motivators are the mirror image the employer or outside world offers in response to the inner drives. In order to attract the “cream of the crop” of available workers, same as in his/her dealings with customers, the employer not only tries to satisfy these basic needs, but to exceed them – taking into consideration additional extra-ordinary needs individual workers have.

Most workers need to:

1. Earn wages that will enable them to pay for basic necessities and additional luxuries such as the purchase of a home, or travel

2. Save for and enjoy old age security benefits

3. Have medical and other insurance coverage

4. Acquire friends at work

5. Win recognition

6. Be acknowledged and rewarded for special efforts and contributions

7. Be able to advance in life and career-wise

8. Have opportunities for self-development

9. Improve their skills, knowledge, and know-how

10. Demonstrate and use special gifts and abilities

11. Realize their ideal(s).

The employer responds to those needs by offering and providing:

 1. Employment

 2. Adequate pay

 3. Assistance to workers for their special needs (such as child care arrangements, transportation, flexible work schedules)

 4. Job security (to the degree possible)

 5. Clear company policies

 6. Clear and organized work procedures

 7. A stable, just and fair work environment

 8. A safe work environment

 9. Medical coverage and other benefits

10. An atmosphere of team-work and cooperation

11. Social activities

12. Reward and recognition programs

13. Incentive programs

14. Open lines of communication (formal and informal)

15. Systematic feedback

16. Training and development programs

17. Opportunities for promotion

18. Company/ business information

19. Information on customer feedback

20. Sharing of company goals and objectives

21. Information on the market situation and industry

22. Future expectations

23. Plans for the future

24. Guidance and mentoring.

It is important that the employer discover other extra-ordinary needs applicants have before hiring them and know beforehand whether he/she can satisfy those needs or not. An employee may have:

family responsibilities and be unable to work shifts, overtime, or weekends

heavy financial responsibilities which he/she can meet only by working at two jobs, which will lead to exhaustion, “sick leave”, and deficient work performance

a desperate financial need for additional overtime and weekend renumeration

premature expectations of swift promotions.

Some other needs the employer can expect, for which company policies should be planned accordingly: if the company is in a remote location, all employees will have a need for more social activities many single people look for dates and spouses at worksome women may not be ready to work late shifts unless the employer provides transportation back home some workers may have a problem with drug or alcohol abuse.

In addition to needs and drives, adult workers have expectations from their employer – they expect:

A knowledgeable, experienced, expert employer

Clear and fair policies, procedures, and employment practices

Business integrity

Clear job descriptions

Two-way communications

Effective management and supervision

Positive discipline

Good company repute

Good customer relations

Company survival

Opportunities for personal growth

Company growth

A share in the company’s success.

Business owners and managers are under constant scrutiny by the people they hire. Adult workers care beyond the salary – they care to know to whom they entrust their fate, reputation, and security. They consider their work as a major factor that shapes their lives and the lives of those dear to them. Hence the scrutiny. Once they feel confident that the employer and their place of work is what they wished for and expected, they are ready to contribute above and beyond “the call of duty”.

Most of these needs, expectations and aspirations are unexpressed – it is up to the employer to develop a good system of company communications, employee relations, training and development that will lead to an environment of openness, cooperation, team-work, and motivation that will benefit all the parties involved.

Article by: Claire Belilos

About author

Dr Shailesh Thaker

Dr. Shailesh Thaker is a world-renowned management thinker and trainer on organizational behavior and development. He is the CLO of Knowledge Plus Inc., a highly reputed training firm based in Ahmedabad, India, helping organizations to achieve international benchmarks in management practices.

Related items

/ You may check this items as well

drst 6

total luck versus hard skills

what is accountable for your kind success? Luck or...

Read more
IMG_0668

what is the master strategy used by smart talent

to Protect your Energy what do you do.? what I had...

Read more

Life cycle of a uniform – what HR need to know

The design phase always begins with a clear brief....

Read more

There are 0 comments

Leave a Reply

Your email address will not be published. Required fields are marked *

This site uses Akismet to reduce spam. Learn how your comment data is processed.