Motivation Factor’s for Workers
...” these decisions should be based on qualifications and the best person for the job. Governments regulate the minimum age for employment, minimum wage rates, hours of work, weekly rest days, annual vacations, holidays, termination of employment, and health and safety regulations which create a safe working environment for workers. Social Needs Once a person has met the two lower levels of needs they move into the social needs. These are related to interaction with other people and include belonging to a group and feeling accepted. This process begins with Human Resource planning, where the organization projects future human resource supply to help “achieve organizational goals and objectives”. From there the organization creates a job analysis which determines “work outcomes, work processes, equipment, and tools used, work environment factors and job specifications”. Once this has been established the organization moves towards their recruiting and selection efforts. Recruiting attracts qualified applicants, determines the competitive salary they advertise, and covers the benefits packages offered to workers; and selection “differentiates among applicants to hire those best qualified”. There are many different approaches human resource professionals can take in the recruitment process; however it is best to determine the type of applicant they are looking to hire and to choose the most cost effective method of locating the right employee. Once an applicant has been interviewed and hired they start their orientation and begin with a new organization. The applicant’s need to feel accepted begins with the first interview. They portray their best side and want to impress the organization. Once the applicant receives the job they must go through an orientation process which varies in content and length judging by the size of the organization. Orientation is defined as “the process if introducing new employees to the organization, its philosophy, policies, rules, and procedures”. Another important aspect which relates directly to orientation is the socialization process where the individual is “indoctrinated to understand and accept the organization’s culture - its norms, values, and ways of doing things”. This process can last years until a mutual acceptance is reached where both the employer and employee know what to expect from one another and believe that the “ratio of exchange is fair”. The more trust placed in the employee the better they fit into the group and feel accepted. Esteem / Ego Needs Once a person feels a sense of belonging, the need to feel important arises. Esteem needs may be classified as internal or external. Internal esteem needs are those related to self-esteem such as self respect and achievement. External esteem needs are those such as social status and recognition, attention, and reputation. Internal self-esteem needs of self respect come from the individual being proud of the work they do, and truly feeling they contribute to the organization as a whole. Achievement comes from both internal and external influences. The individual may feel proud and that they have achieved their goals when they complete tasks on time, and they may also feel a greater sense of accomplishment when their boss recognizes they have met or exceeded their goals. Achievement gives an individual a sense of pride and pushes them to work harder to continually achieve more challenging goals. External self-esteem needs such as social status arise from individuals drive to succeed. Recognition for a job well done comes in the form of praise and may be brought up in the individuals annual performance review. A “Supervisor’s appeal to a subordinates’ values or aspirations, increases their self confidence”. Both the individual and the manager spend time accessing the previous year’s accomplishments, goals that have been met and what problems the employee has encountered. If the employee has exceeded the performance expectations of the manager they will receive praise, giving their ego a boost and allowing them to become more confident in taking on greater challenges. Employee attention ties in with recognition, when an individual’s manager or peers pay attention to their performance they will be more apt to recognize the good job the employee is doing. The amount of effort and dedication a person puts into their work determines the reputation they have established for themselves. If a person is constantly exceeding what is expected of them their reputation will be that of hard work. However if a person doesn’t meet the organizations standards and goals, their reputation will be poor and they will not gain the respect of their peers...