Comments On 3-1: Making Job More Motivating

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Motivation at Work
3-1: Making job more motivating
Employees need frequent motivation particularly in the textile industry where productivity is independent of wages. McClelland’s need theory acknowledges the desire from employees to have their performance and productivity appreciated (Kreitner & Kinicki 207). In my opinion, motivating them would require bold steps for instance, increasing their overtime wages. More importantly, offering reinforcement in the form of immediate feedback. As a supervisor, it would be great if the employees’ weaknesses and shortcomings were addressed immediately. Similarly, positive reinforcement should be given as soon as the activity is finished.
On the other hand, Herzberg’s motivator-hygiene theory promotes interpersonal relations from the management with the employees (Mehrad 1491). In this case, it is only right that the employees’ are involved in the primary decision making process of the firm or at least make worthwhile contributions even if it means participating in surveys. This procedure elevates their sense of belonging to the firm.
Besides, various process theories have been advocated to complement the content theories. It is also necessary that employees receive reasonable, but high goals that motivate their productivity. Vroom developed the expectancy theory in which he outlined the relationship in effort, performance, and outcome. In the process of everything, fairness and justice for instance, i...