Paper Topic:

Workplace Motivation

Workplace Motivation

A successful performance of a company depends upon its management team and staff . The company under analysis , Ford Motor Company , is one of the world 's largest producers of trucks and cars . Ford Company has entered a new phase of sustained growth which should last for over 10 years According to the survey provided by Ford (www .ford .com ) the quantity of defective articles and spoilage are rather high because many employees feel lack of motivation and job satisfaction to perform a particular type of work . In Ford Company , performance

deficiencies result from motivational problems which are closely connected with lack of enthusiasm . Ford uses current motivational theories to influence employees ' motivation and increase productivity . The main motivational strategies are based on reward and pay motivational factors , and expectancy theory . Management of Ford supposes that money provides the means to achieve ends . Ford uses pay and money for gaining desired outcomes . The values of the rewards to workers in so far as thrill as they satisfy

needs for security , social esteem , autonomy , and self-actualization HYPERLINK "http /www .ford .com " www .ford .com

The main drawback of these strategies is that they increase productivity for a short period of time and cannot be used in achieving long-term goals . Also , money acts as a symbol in different ways for different workers and for the same person at different times - a man 's reaction to money 'summarizes his experience and his current financial status . But mere effort is not enough to increase productivity on a long-term basis It has to be effective effort if it is to produce the desired performance (Fulton , Maddock , 1998

To improve performance , Ford introduces incentive plans to motivate workforce and increase productivity level . Productivity level increases during and after additional payments , but becomes low (including high level of defective articles and spoilage ) when money rewards and incentives are not used . At the same time , each individual needs to feel motivated and believe that he or she will benefit both professionally and personally from involvement in the project in terms of his or her individual contribution and the team 's overall performance . Also , Ford management uses inspection and control charts , flowcharting and trend analysis to see whether adherence to the norm is improving or getting worse . However , these tools are used rather late in the day and are more to do with correcting errors and confirming that what is being delivered is what is required . More emphasis needs to be placed on making sure the correct quality and performance is specified at the outset and clearer recognition of the need for a well-motivated team that clearly understands the tasks . In this very case , training is therefore a key element of improved organizational performance as it increases the level of individual and organizational competence . It can help to reconcile the gap between what should happen , and desire-targets and standards of performance and what is happening and levels of work performance

Many employee resist increasing productivity afraid of the...

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