Creating a Positive Work Environment

Discuss about the Organisational Behavior for Journal of Multidisciplinary Studies. 

Motivation is inner state of mind which makes a person to act. It is a process to encourage people to achieve goals. It has a great role behind higher performance of employees. This essay includes the ways of improving motivation of the staff. The differences have been discussed between two types of motivation that is intrinsic motivation and extrinsic motivation. The various examples of motivation have been provided for the house keeping staff. Finally the relevant theory of motivation has been provided.

There are various ways of improving motivation. Out of them one is to create a positive work environment. The employees can be motivated by providing a positive work environment. Idea sharing and team work can be encouraged. It should be make sure that the staff have tools and skills to perform well. The conflicts must be eliminated whenever it arises. The employees should be given freedom to work independently (Coccia, 2014). The continuous feedback provided on immediate basis can help employees to track their actions and performance. It is not possible to remember specific incidents at the time of reviewing performance. The goal setting theory helps in motivating employees by setting goals. It is equally helpful in receiving continuous feedback that where a person stands relative to the goals. The feedback should be always specific.  The employees feel motivated when they are praised publically. The companies celebrate ‘Employee of the month’ to identify efforts of employees publicly. The employees even like to sacrifice their bonus for the public recognition. It influences employees positively.

The motivation can also be improved by correcting employees privately. Some people feel embarrassed by the negative feedback. Some employees prefers to be correct privately in office or a door closed room. It should be considered as learning opportunities to improve performance of employees rather than punitive. It is observed that a majority of performance problems are outside of an employee to control. The mistakes should be presented in such a way to employees that it can be corrected. It is noticed that the most of the employees are motivated by money. Salary is also used to measure the value of employees in a business. The employees should be paid on competitive basis and on the basis of industry rates. Rewarding ideal work also goes on a long way. The monetary rewards can be in the form of commission, bonus and profit sharing. The other item scan also be used as compensation such as gift vouchers, holiday trip and other non-monetary gifts.     

The extrinsic and intrinsic motivation are influenced by other two types of motivation namely, negative and positive motivation. A person’s desire, motive and outcomes are common representation of both types of motivation. The intrinsic motivation exists within a person while extrinsic motivation exists because of the external or outside motivation (Benedetti, Diefendorff, Gabriel & Chandler, 2015). The major difference between intrinsic and extrinsic motivation is the place of origin from where the motivation comes. Both types of motivation motivates a person to achieve goals but in different ways. More extrinsic motivation can lead to reduction in intrinsic motivation.

Goal Setting Theory

The intrinsic motivation is often strong. It requires no outside force. The people with intrinsic motivation are more cooperative and sustain interest for long period of time. The behaviour of person is motivated by an internal desire to participate in any activity. It is individual based and there are varieties of choices. It is motivated by the internal desire to do something. A person does something because it is more like personally rewarding to him. The intrinsic motivation is caused by interest, satisfaction, personal accomplishment, developed skills and core beliefs. The common types of intrinsic motivation are happiness, willingness to learn, physiological or self-esteem needs (Gerhart & Fang, 2015). The extrinsic motivation can be used to motivate people to attain new skills. It is more like a feedback which gives views on performance of people and a standard of performance to achieve. This approach is opposite to intrinsic motivation. The extrinsic motivation helps to earn rewards and avoid punishment. It requires outside motivation to accomplish tasks. The factors of extrinsic motivation are money, rewards, good grades and people around. The negative point of extrinsic motivation is that it comes to end when a person stops receiving rewards. It is also a source of feedback which allows employees to evaluate their performance. The external motivation should not be used in excess as it can lead to reduction in intrinsic motivation. It is beneficial in acquiring new skills. Once the skills have been attained, persons may become intrinsically motivated to pursue activity.

Motivation is something which makes a person to act. The housekeeping staff can be motivated by undertaking practices from their working life like guestroom inspection store. The non-monetary incentive can be offered to housekeeping staff who can achieve an average of 99% score for the week. The prizes may cover gift cards, recognition certificate of hotel, movie tickets, fare passes, preferred space for parking. A cumulative system can also be created where unused incentives can be traded up. It provides greater value including long vacations.

The hotels that do not provide free meals to employees can motivate staff by providing complimentary lunch once in a month. The housekeeping staff could come together and share meal. They can celebrate individual accomplishments and success of housekeeping department (Morgenroth, Ryan & Peters, 2015).  The unannounced rewards can be given to the staff. It is not necessary rewards to contain great monetary value. The small and unannounced rewards can work as appreciation and motivate employees. The housekeeping staff can be rewarded with $3 bill, $6 gift card or $2 for lottery ticket. The small and unannounced rewards can result in long term returns for the managers. It is small but a unique gesture.  The housekeeping staff can be motivated by providing feedback. The positive feedback can improve performance of staff whereas negative motivation can improve skill and knowledge of staff related to particular tasks. The staff can also provide feedback to managers regarding management (Srigley, et. al. 2015). Solving problem of staff by managers can motivate them to conduct their activities properly.      

Extrinsic and Intrinsic Motivation

Frederick Herzberg’s Two Factor Theory is also known as dual factor theory. It was developed by Frederick Herzberg in 1959. As per Herzberg, Mausner & Snyderman, 2010, a proper research should be conducted on the experience of people before propounding this theory (Herzberg, Mausner, & Snyderman, 2010). According to Herzberg, the job satisfaction depends on two factors, hygiene factors and motivational factors (Ataliç, Can & Cantürk, 2016).

According to Miner, 2015, the hygiene factors are essential job factors for the existence of motivation at work place. When these factors are present then they do not have any motivational value. But have de-motivational value when these are not present (Miner, 2015). For instance, salary, status, job security, supervision and interpersonal relations are de-motivational values. The hygiene factors indicate the physiological needs which are wanted by individuals (Ozawa-Meida, Wilson, Fleming, Stuart & Holland, 2017). These factors describe the job scenario. The factors considered by hygiene are salary. The structure of salary should be appropriate. It should be equal or competitive to companies of same industry. The policies and administrative policies of company should be fair and clear. It should not be very rigid. The policies should consist flexible working hours, dress codes, vacations, interval and more (Özduran & Tanova, 2017).  The physical working conditions should be safe, clean and hygiene. The techniques and equipment should be updated and well maintained (Paull & Whitsed, 2018). The employees should be offered benefits like health care plans, employee help programmes and benefits for the family members and more. The status of employees should be familiar and versatile. A person should have all the necessary skills. The organisation is also required to provide job security to it’s employees.  

The motivational factors motivate a person. These factors yield positive satisfaction. As per Herzberg, 2008, the employees can be motivated for the superior performance by using motivational factors. These factors have great role in performing a job (Herzberg, 2008). It indicates the psychological needs. The motivational factors include various factors. Out of them one is recognition. The employees should be given recognition for their accomplishments by the higher authority. They should be praised for their achievements (Taylor, 2018). The employees should be motivated by growth and advancement opportunities. It is helpful in performance of employees. A sense of achievement depends on the job. The employees must have it. There should be great results in the job (Lalwani & Lalwani, 2017). The mangers should give employees responsibility to complete a task. They should have ownership of work. It results in retaining accountability but minimising control (Hashim & Wok, 2014).  The work should have sense means it should be meaningful. It should be equally interesting and challenging for the employees to get motivated.

From the above discussion it can be concluded that Motivation has a great role in routine activities of employees. It creates willingness among employees to perform tasks. In this task various ways of improving motivation have been discussed by providing examples. The difference between extrinsic motivation and intrinsic motivation has been cleared out. Both types of motivation is used as per the condition of employees. The example from working life has been provided to more relate with motivation examples. The relevant theories are also discussed to improve motivation.

References

Ataliç, H., Can, A., & Cantürk, N. (2016). Herzberg’s motivation-hygiene theory applied to high school teachers in Turkey. European Journal of Multidisciplinary Studies, 1(4), 90-97.

Benedetti, A. A., Diefendorff, J. M., Gabriel, A. S., & Chandler, M. M. (2015). The effects of intrinsic and extrinsic sources of motivation on well-being depend on time of day: The moderating effects of workday accumulation. Journal of Vocational Behavior, 88, 38-46.
Kuvaas, B., Buch, R., Weibel, A., Dysvik, A., & Nerstad, C. G. (2017). Do intrinsic and extrinsic motivation relate differently to employee outcomes?. Journal of Economic Psychology, 61, 244-258.

Coccia, M. (2014). Structure and organisational behaviour of public research institutions under unstable growth of human resources. International Journal of Services Technology and Management, 20(4-6), 251-266.

Gerhart, B., & Fang, M. (2015). Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), 489-521.

Hashim, J., & Wok, S. (2014). Predictors to employees with disabilities’ organisational behaviour and involvement in employment. Equality, Diversity and Inclusion: An International Journal, 33(2), 193-209.

Herzberg, F. (2008). One more time: How do you motivate employees. Harvard Business Review.

Herzberg, F., Mausner, B., & Snyderman, B., B. (2010). The Motivation To Work. Transaction Publishers, New Brunswick.

Lalwani, S., & Lalwani, S. (2017). Relevance of Herzberg’s Hygiene Theory in Today’s Context: An Analysis of Motivators and Hygiene Factors in Present Scenario in Indian Context. Singaporean Journal of Business, Economics and Management Studies, 51(122), 1-7.

Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Morgenroth, T., Ryan, M. K., & Peters, K. (2015). The motivational theory of role modeling: How role models influence role aspirants’ goals. Review of general psychology, 19(4), 465.

Ozawa-Meida, L., Wilson, C., Fleming, P., Stuart, G., & Holland, C. (2017). Institutional, social and individual behavioural effects of energy feedback in public buildings across eleven European cities. Energy Policy, 110, 222-233.

Özduran, A., & Tanova, C. (2017). Manager mindsets and employee organizational citizenship behaviours. International Journal of Contemporary Hospitality Management, 29(1), 589-606.

Paull, M., & Whitsed, C. (2018). Why authenticity in corporate and employee volunteering matters for employee engagement: an organisational behaviour perspective. In Disciplining the Undisciplined? (pp. 193-210). Springer, Cham.

Srigley, J. A., Corace, K., Hargadon, D. P., Yu, D., MacDonald, T., Fabrigar, L., & Garber, G. (2015). Applying psychological frameworks of behaviour change to improve healthcare worker hand hygiene: a systematic review. Journal of Hospital Infection, 91(3), 202-210.

Taylor, S. P. (2018). Organisational behaviour, leadership and change. International Journal of Housing and Human Settlement Planning, 4(1), 21-36.A