ACTI WHAT PEOPLE WANT FROM WORK 1 was asked by the principal of my university to

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ACTI WHAT PEOPLE WANT FROM WORK 1 was asked by the principal of my university to help form a comm lecturers to discuss holiday dates, student enrolment and ways to check on the quality of lectures. He told us that it was a very important committee, that we would receive recognition for our time and that our views would influence future decisions We had many meetings, agreed and wrote a report and sent it to the principal. We heard nothing back-no feedback, no thanks and no decisions made on our recommendations. I would not do it again if I was asked. Can you understand how demotivated these lecturers were? They had been misled about the degree to which the extra effort they put into attending these meetings would be responded to by the principal. According to Bob Nelson, a reward and motivation guru, giving people what they want from work is quite easy- even though it depends on the type of work situation and on the individual person. He thinks that people want: some control of their work -job enrichment; resposibility for a well-defined task, recognition for achievement to recelve feedback and to understand how managers take decisions-good communications from management and some participation opportunities the opportunity for growth and development-education, career paths, team working leadership-providing clear expectations, structure and appropriate rewards if these expectations are met Of course, money is important, but once workers have satisfied their essential needs from money, they look for other things from work-according to Susan Heathfield http:/humanresources.about.com), Most people want involvement in decisions that affect their work. People who contribute ideas should be recognised and rewarded. True employee involvement is based on the expectation that people are competent to make decisions about their work every single day on the job.' 22 marks, 44 minutes 1. Analyse how the two sets of views can be applied to the work of Herzberg or Pink 2. Discuss how the views contained in the case study could be applied in practice to: a. a hospital b. a clothing factory c. teaching staff at a school or college. Exam tip:. When there is a question about motivational theorists, try to do more than just list their main findings- apply their ideas to the business situation ven.

Explanation / Answer

First, do not link work satisfaction with any one or specific aspect, it depends on many factors and aspects. The level and kind of work satisfaction varies from time to time, place to place, position to position and so on. Hence, do not confine or concern with few activities.

1. There were many theories proposed by experts like Hergberg two factor theory, Maslow need heirarchy theory, Vrooms expectancy theory and so on. All they are true upto some extent, but now we can not connect any one of these to the workers. There are many factors comes into the picture in modern time. If we list out the factors, my preferred list are as follows:

Some of the studies reveals that, most of the employees changing or preferred to change the work places because of lack of recognition from the management and top level. It is like a phenomina, when we were workers, we raise voice support to the workers. When we enters into the zone of management or becomes top level people, suddenly we raise our voice against to the workers. People forget their ground and forget the reality. They miss the logic, what makes change in them. Due to this, most of the people strugles to survive in the same organizations and search for new work places. But they fail, because, the boss for whom you work for years and decades do not respect and identify you. But how can you expect the same from external firms which are new to you. Even if they recruit you based on your talent and expertise, the same conditons repeat after.

Employee satisfaction is the small word but which speaks about much more things. The same missed in the given case. Management assigned a work to the person, he completed the same. But later, they were not given any kind of response to the person. it is most disappointment aspect from the management point of view. Hence they need to avoid this kind of aspects and should maintain good relatioins with all its stakeholders (not only employees).

2. a. when we work for hospital, we need to interact with patients always. for this we need to have more and more patiency to answer them. The people who visit hospitals comes with many problems, frustrations, issues, and so on. It is our responsibility to take care of them and help them to cure from their health related issues.

b. Working for a factory is different from the above aspects, here the work is regular and same kind of activities perform daily. The kind of interaction with others is very limited in nature. They search for new issues and things to discuss and some times it may leads to violation of the work rules. Hence, a different work environment must be create by the management and it is better to apply work rotation to the people here.

c. The most interesting and challanging job is teaching. Catching, developing and transforming raw brains into meaningful ways is the difficult task. Here, the teacher has to be interact with many young brains, educate them, clarify them, provide many inputs about their surroundings, how should they behave, how not to behave, what and how to learn, and so on. The aspect is that, interacting with people about many new issues itself is the great task. The teacher must become multifaceted to mingle and answer the students. It is the motivational aspect to the teacher.

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