Do you love your Boss!?

Report about staff motivation within the workplace

Francesca Caprino PPSN 1385247GA Office Administration

TITLE

REPORT ONEMPLOYEES’ MOTIVATION WITHIN THE WORKPLACE

TERMS OF REFERENCE

As requested by the Communication Studies teacher, it is required to produce a report on the following topic: staff motivation within the workplace.

Research is to be collected, findings are to be gathered, followed by conclusions and recommendations if necessary.

METHOD OF PROCEDURE

Research on this topic was carried out in the following ways:

A small questionnaire was distributed to people coming from different work environments and different gaps of age.

Online research was gathered to determine more information about it.

INTRODUCTION

Employees are the biggest resource in every kind of business. More powerful than anything else, they can lead to an increase or decrease of the productivity, depending on a particular factor: their motivation.

Generally speaking, motivation is that positive input that influences people, and in this case employees, in their workplace, leading them to be more active, energetic and full of ideas in their job.

FINDINGS

QUESTIONNAIRE & RESULTS

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75%

25%

Women Men

Beginning the analysis, it is curious to find out that three-quarters (75%) of the interviewed were women. This can actually mean that in Ireland women have good accesses to work environment, compared to the other European Countries.

. The majority of the people interviewed are employees (75%) with an age range of 26 – 40 years old, followed by students (35%) and teachers (10%) with a gap of age between 18 – 25 and 41 – 60 years old

Every single individual confirms that motivation is really important in the work environment. In addition, this aspect becomes extremely important for more than 60% of the interviewed.

In real life is motivation really given an importance and priority?

The 70% of the interviewed is happy about his/her job situation, against a 20% who finds no motivation in the workplace. Through the questionnaire, we have asked to people how much they feel motivated in their recent workplace and in their last one (charts below).

As shown by the charts above, comparing the results, we can notice that most of the people who gave a positive answer to the first question (figure 1), at the same time they answered no to the second question (figure 2).

This could actually mean that low-motivated employees are pushed to look for a change, in order to find a workplace where to feel more motivated.

What does increase or decrease this motivation?

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75%35%

10%

5%

OCCUPATION

EmployeesStudentTeacher Other

70%

20%

10%

Do you feel motivated in your workplace?

Yes No No opinion

60%30%

10%

Did you feel motivated in your last workplace?

Yes No No opinion

Figure no. 1 Figure no. 2

More than money, which covers a 15%, employees are motivated when they feel recognized for their value and all their efforts.

Given responsibilities are really appreciated, because the employee feels considered by his/her employer.

Above all, the employer mainly contributes to increase this motivation when treats people like human beings and not like numbers. This is the evidence for 35% of interviewed who feel really motivated when their employer understands their needs, giving them flexibility, possibility to work on their own and more freedom. Finally, a lovely atmosphere and good relationships with colleagues are also a vital ingredient for high motivated employees. Nights out and company events contribute to create team work and make people more confident and friendly.

15%

25%

30%

20%

20%

10%

35%

What employees prefer

Money Value Recognition ResponsibilitiesGrow possibility AtmosphereOther Good employer

ONLINE RESEARCH

From online research, is widely believed that motivation is one of the most important aspects of Human Resources Management.

It’s useless to say that excellent employees will run an excellent business. To do so, they want to be recognized for their value, they want to feel appreciated and considered reliable and important for the business development. Only in this way they will give as much as they can, even more, and their actions will affect the destiny of the company.

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This is the reason why the management of motivation is, therefore, a critical element of success in any business: with an increase in productivity, an organization can achieve higher output levels.

CONCLUSION

In summary, motivated employees will retain a high level of innovation while producing high-quality work more efficiently. An understanding employer and recognition of the importance which each employee brings in the company is what really motivates people to reach their goals and to support the company.

As noticed from the survey’s results, salary is often enough to keep employees working for an organization, but it’s not always necessarily enough to push them to fulfil their potential and to propel them to increase their productivity and achievement.

RECOMMENDATIONS

It is recommended to managers to understand and respond to individuals’ internal and external motivations. External motives include work environment (e.g. cramped cubicle vs open office, a mother who needs flexibility to take care of her family); internal motivations include thoughts and emotions (boredom with performing the same task over and over vs excitement at being given a wide variety of project types).

There is no downside – i.e. the opportunity cost of motivating employees is essentially zero, assuming it does not require additional capital to coach managers to act as effective motivators.

What the bottom line will be? Fulfil the wishes of your employees and they will fulfil your visions!

BIBLIOGRAPHY

Motivation & Productivity in the Workplace. Available: http://smallbusiness.chron.com/motivation-productivity-workplace-10692.html. Last accessed 09 Jan 2016.

Fulfil the wishes of your employees and they will fulfil your visions. Available: http://www.forbes.com/sites/kevinkruse/2013/05/28/inspirational-quotes/#1b3c25eb6697. Last accessed 02 Feb 2016.

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