MGT 420

MANAGEMENT

CASE STUDY – MOTIVATION

PRESENT TO:

ROSEAMILDA BT MANSOR

PRESENT BY:

KHARUL AZHAR ESAK 2009810276

MOHD IKHWAN AMIR HAMZAR 2009817698

QUESTION 1

Describe the motivation theory that has application to this case.

Motivation that used in this case is Hezberg’s Two Factor Theory. Because in this case we can look the problem is 1) Employee disclose that they do not have a chance to interact with one another while on the job. 2) They do not receive any recognition for their suggestion, their inputs of ideas for improvement has stopped.

Two factor model provides another way to examine employee needs. In the two-factor model, Herzberg sought to understand how work activities and the nature of one job influences motivation and performance. There have 2 theory 1)Motivator factors 2) Hygiene factors

MOTIVATOR FACTORS

Motivator Factors are related to job content, or what people actually do in their work, and are associated with an individual’s positive feelings about the job. Based on the two-factor model, motivator factors include the job itself, opportunities for achievement and advancement,responsibility, and job challange.

HYGIENE FACTORS

Hygiene Factors are associated with the job context or the environment in which the job is perfomed. Company policy and administration, technical supervision, salary, working conditions, and interpersonal relationship are example of hygiene factors. These factors are associated with an individual negative feelings about the job, but they do not contribute to motivation.

In this case Vince Abdullah is a plant manager and under him have 250 employees to handle so on the meeting he had complaint from staff about the they do not receive any recognition from company also they can’t interact each other while on the job. So i believe in this case they use Herzberg’s Two-Factors Theory.

QUESTION 2

Explain the needs that can satisfy the employee at Berjaya Sdn Bhd in performing their jobs?

Motivation Factors

In Motivator factors what employee needs is recognition in their work achievement. What vince Abdullah want supervisor must recognize individual accomplishment. If boss recognize what their employee accomplishment, employee feel their work appreciated. This meets the needs of their feelings. they will work more diligently to the motivated. productivity would be higher. They praise employees who make suggestion and identify an employee of the month in the company newsletter to recognize outstanding performance. Vince Abdullah strongly support this feature of the program.

Hygiene Factors

In hygiene factors the problem in Berjaya Sdn. Bhd is the employee do no have a change interact with one another while on the job. What Vince abdullah do is he wants employees to continue to interact with one another to solve work problems and share information. to communicate with others, the information would quickly spread. they will know all the new information more quickly. therefore, they will not feel left out because the information directly to them. It will also increase employee motivation. they feel valued and feel part of the company.

QUESTION 3

Describe how bonuses motivated the employees at Berjaya Sdn Bhd. Discuss how money can be the main motivating factor.

After few months Mr Vince Abdullah notices that productivity has increased and that employees are enjoying the bonuses they have earned. This is proved because his employee eager to work after receiving the bonuses. Bonus makes them enjoy and happy.

The issue of whether money motivates behaviour is particularly relevant to managers. Conventional wisdom and the practice at most organizations often centers on money as the primary motivating force. As a medium of exchange, money should motivate to the degree that people perceive it as a meanse to acquire other things they want. Money may also have symbolic meaning. Be a measure of achievement, bring recognition or satisfy some other need. Research does show that money is a motivator when a significant amount of money is clearly tied to desired behaviour. Also money has to be desired by the person engaging in the behaviour, the employee. However, overall, money tends to not be associated with productive behaviour and may even motivate productive behaviour, the reasons usually are

1- Proper (productive ) behaviour has not been defined2- There are poor measures or no measures of productive behaviour3- The amount of money is too small to make a difference

Money may not be motivational when employees believe that a certain amount is an entitlement. Even a raise based on productive behaviour, when added to the base salary for the next period of time, may be seen as an entitlement and therefore ceases to be motivational. Money may motivate behaviour that is not productive for an organization when people perceive that it is tied to the unwanted behaviour.

QUESTION 4

Describe two other rewards besides bonuses that motivate work behavior in this case.

1) Recognition Programs – employee recognition is a powerful element to be considered in motivating employees. Top managers learned from southwest Airlines the power of recognition to motivate employees to elicit positive discretionary behaviour among employees. Southwest separates reward from recognition and celebrates behaviours that reinforce that culture, creating and elaborate yet spontaneous process of positive behavioural feedback. Recognition is done by everyone not just senior managers. This means all levels of supervisors can recognize behaviour , empowering those supervisors but also ensuring that the recognition is timely specific and meaningful to the person who receives it. Example Berjaya Sdn Bhd can built the recognition program into the communication processes and reinforced that values publically. The reward and recognition programs proved to be a great way to instill company values, meet goals , and improve financial performance. To ensure that programs were continuous on going Vince Abdullah can started at the top

2) Particicpative Management – is an umbrella term for programs in which employees have an opportunity for involvement in the workplace beyond the scope of their jobs. Participation management programs may include factors such as the culture and purpose of the company, leadership (especially top leaderships values and how leaderships communicates) immediate supervision , job design , social relationships, codes of conduct, total rewards, opportunities for growth, community involvement, work life benefits and the quality of life in the workplace. So Berjaya Sdn Bhd is an organization that can utilizes participative management. it actively involves large numbers of people in strategy development and day to day operational improvement initiative. So Berjaya have more than 200 workers. Its commitment includes involving more than 40 senior and middle managers directly in the strategy development process as well as process improvement teams focused on driving operational excellence. Participative management has emerged as an important concept underlying workforce motivation and productivity because these programs heighten the personal connection to the organization. The idea draws on and is linked to a number of motivational approaches. Example employee involvement can motivate workers by providing more opportunities for growth, responsibility and commitment in the work itself. Similarly the process of making and implementing a decision and then seeing the results can help satisfy an employees need for responsibility, recognition, self esteem and achievement.