Employee Motivation Written By Nitin Nohria Management Essay

The rubric of this article is Employee Motivation written by Nitin Nohria, Boris Groysberg, and Linda-Eling Lee. It is published in Harvard Business Review. By and large, this article discuss about the factors which helps to heighten employees ‘ motive. In this article, the writers strongly believe that where companies must please employees with a good benefit and suited motive in order to derive their trueness and work hard for a company. The authors explore that employees is a largest plus for a company, they explain their point of position in the facets of the importance of employees motive and how to carry through the four thrusts such as the thrust to get, the thrust to bond, the thrust to grok and the thrust to support that to actuate employees, increase employees loyalty and derive a good wealth at the hereafter.

Summary:

At one clip, employees were considered as merely another input of production of goods and services. Directors have the most ambitious undertaking of acquiring the best work out of their employees. Through major surveies and research, it was found that employees are non wholly motivated by money entirely but there are four cardinal thrusts that underlie motive. The four basic motives can be categorised as the thrust to get, the thrust to bond, the thrust to grok and the thrust to support.

Based on several surveies, it was found that those administrations that understood and implemented the four thrusts were more successful than others which did non. Basically, the employees all have the desire to get things for their wellbeing and societal position. The thrust to get is built-in in every one of us. This thrust can be satisfied by an administration wages system which reward employees based on their good public presentation. Besides, to be able to keep employment of current employees with a higher wage than that offered by its rivals.

The thrust to bond involves the formation of a strong work civilization among its employees, so that they can place themselves belonging to an administration. Surveies have shown that such a bond encouragement motive tremendously as workers do experience proud of the group they belong to. It is of import to solidify that common trust, friendly relationship every bit good as teamwork and the sharing of patterns among coworkers.

Furthermore, the motive to grok is really the desire for a worker to do a meaningful part in his workplace. In order for an employee to do sense of his working environment, it is indispensable that his occupation is meaningful, interesting and disputing. The solution is for the administration to come up with better occupation designs that are distinguishable and interesting.

Subsequently, the thrust to support is to transfuse within the administration, the feelings of security and assurance among its employees. It is natural for one to support oneself against external menaces. So, this thrust to support is really of import as it allows one to show freely his thoughts and sentiments in the workplace without fright. The administration must increase its transparence in all procedures, stressing on equity and in so making, construct trust among its employees.

The fulfilment of all the four employees ‘ basic emotional motive is indispensable for any administration to be successful in the cultivation of motive. It is the director ‘s duty to recognize and improvize on the facets of the above four basic thrusts as employees expect their directors to make their best to turn to their demands.

Review

We strongly agree on the general jobs and constructs discussed in this article. This is because we found that employees ‘ motive is able to alter employees ‘ attitude towards the company. However, presents it is found that there is a really high per centum of employees who are non satisfied with their occupation. This causes them non to execute their best for the company. In this article, the writers stated the four thrusts to carry through employees ‘ demands which are the thrust to get, the thrust to bond, the thrust to grok and the thrust to support. Although research show that thrust to bond has the greatest consequence for employee to perpetrate themselves, overall employees motivational mark zoom when the four motives are applied at the same time.

Based on this article, the portion where we found it most convincing is where it discusses about the thrust to bond. It enables us to understand the importance of relationships between employees and director. In an organisation, it is better for the director to handle all his employees as friend sometimes. This allows the employees to be more open-minded and take part in all the undertakings. So, by holding a stronger relationship, communicating between persons in a company is more efficient and therefore, work can be done more efficaciously.

The grounds of back uping this statement is the portion where the writer talk about the wages system. Based on the article, the thrust to get is the most easy to fulfill by an organisation ‘s wages system. Organization separate good and hapless public presentation employees, ties wagess to public presentation, this will give the best employee chances for promotion. As for the weak employees, they will seek to better themselves by demoing a better public presentation in their work. Sonoco, a maker of packaging for industrial and consumers goods, was set uping really clears between public presentation and wagess and put a high concern public presentation marks. In 1995, Sonoco instituted wage for public presentation system based on employees single and group prosodies. From a on a regular basis administered internal study, it shows that employee satisfaction and battle are improved.

We think the issues discussed are non well-presented. This is because the writers have provided really small information on their research and study on employees ‘ motive mark. They besides did non advert about the standards and weightage where Markss are given. Formula or ways to cipher the percentile of employees ‘ motive are non provided or mentioned in the article. Therefore, we are non certain how the study was carried out and how they classify employees into ‘motivated ‘ or ‘not motivated ‘ groups. Furthermore, this article is non well-research as there are merely two researches presented in the articles to back up their findings. We found that this is deficient to convert us that the four thrusts ( thrusts to get, bond, comprehend and defend ) have an of import carbon monoxide relationship with employees ‘ motive.

The text construction of the article is rather confusing and mussy. This is because each of the thrust ‘s primary degree and actions to be taken are explained individually from the thrust. The writers have explained the definition of each thrust foremost so merely further on to the primary degree. Since each motives has its peculiar primary degree and it is all related, writers can form the article by explicating the thrust with its ain primary degree and actions together alternatively of dividing them. Besides that, the linguistic communication used in this article is simple. The constructions of the sentences are good constructed and it is clear. Therefore, it is easy to understand even for non-professionals.

Decision

By and large, this is a good article. This article states the demands of an employee and this helps us to understand more about an employee attitude at work, demand and emotion. Through understanding employees ‘ demands, directors are able to foretell and carry through the demands and demands of employees so that they are satisfied with the working system, policy and environment. They feel motivated and comfy therefore, bettering their morale. This is really of import because employees ‘ public presentation straight affect a company ‘s advancement, addition or loss.

Some schemes on how to fulfill employees ‘ emotional demands are discussed in the articles. For illustration, companies may establish a wages system, make some betterment on the civilization, direction system or do some alterations on design of occupations. By making this, employee motives tonss can be additions and therefore, better the productiveness of a company.

We would wish to urge this article to all the directors and those who work in the human resource section because as a director or a member from human resource section, it is their duty to analyze and understand what their employees think about their work. Subsequently on, they should do some alterations or accommodation to make a best on the job topographic point, system and civilization to guarantee employees ‘ best public presentation. By making this, some unneeded misinterpretation and unsated among employees can be avoid excessively.