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Organizational Behavior: Staff Motivation

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    Whilst most workers are only absent from work for genuine reasons such as injury or sickness, every company has problems with people who take time off work for no particular valid reason, although they’ll almost always come up with a legitimate ‘valid excuse’ A high level of absenteeism is not only extremely costly to employers but it can add to the burden of the rest of the staff and lower morale. Major reason that people tend to take time off work is because of High Stress Levels. That said, it’s rare for an employee to state ‘stress’ as the reason they’re unable to work.

    And, although genuine stress is very real in its severest forms, many people would possibly perceive it as a weakness if they were to own up to feeling stressed, so they simply cover that up with an often less convincing excuse. The reasons people get stressed out because of work can be many and diverse. However, the more common reasons cited have tended to be related to employers and supervisors who are very authoritarian and inflexible. They often don’t listen to the workers, do not communicate very well, and adopt a blame culture when things go wrong, Speak down to workers and generally want things done their way or no way at all.

    This can all result in a high staff turnover, increased absenteeism, Low Staff Morale, employee burnout and genuine illnesses such as headaches which brought on by the stress. So even though workers will usually give another reason for their absence, some kind of stress-related problem will usually be at the root of it. A recent buzzword for organizations has been” strategy” which each expects of the business having their own Strategy while being independent from others, Specially linked between the communications minefields of customer service and human resource management.

    So on paper system should work, but in the real world of the service industries, people dealings with people, management demands consistency. Finally employees are struggling provide results in frustrated staff and angry passengers leaving those at the sharp end to constantly bear the burnt of the results of this revenue versus service conundrum. Considering all above points stress related absenteeism is higher in the airline sector, which Piet is unfortunately acquainted with this phenomenon, faced as he is with a daily stress-related absenteeism of around 25 per cent.

    Motivation is a complex concept to define and is persistently explored not only by psychologists but also by many global organizations. With reference to the Oxford dictionary, motivation is “a reason or reasons for acting or behaving in a particular way”. In contrast to the definition, there are numerous theories that attempt to explain the true nature of the concept. As a result of the diverse beliefs, it is argued that there is no single reliable theory that can be used to solve motivational issues.

    Managers need to understand the principles of the leading theories in order to use motivation techniques effectively. It is perhaps one of the most desirable skills a manager can possess, as they would be able to influence their employee’s behavior where a more satisfied and motivated employee would perform better and are less likely to quit their job. The theories based on this subject can be contrasting and are categorized into, “Need content theory” And Recommending to follow “process / Cognitive Goal theory” theory to full fills the Organization with Motivated staff.

    The case study is about an International Air Passenger Transport Organization who is in front of difficulty since a whilst now, and the systems in which they function have distorted significantly mutually in the approach to satisfactory levels of passengers distress and in the multiplicity and quantity of duties which staff are now predictable to stand out. Joe Public a client purchased an airline ticket and all aspects of flight operations are subject to the accurate cost benefit analysis identified as revenue per kilometer flown.

    This performance of the airline industry has direct to a number of decisions which has kept the customer dissatisfied. Price branding restrictions linked to historical marketing statistics allow airlines to estimate the number of passengers who will fly in a particular flight. Flexibility to price ratio continues up the scale until the top notch ticket is reached. At this stage there remains only one small percentage of passenger statistics to be correlated and here restrictions linked to price again come in to play.

    Poor Recruitments: Piet Andaro who is a manager at this organization faces numerous challenges ue to these tribulations. He wants to find a way to motivate his team who knows that throughout every shift they have to irate passengers and passengers like see the staffs as the acceptable outlet of their outrage at what they perceive as unfair treatment like for Joe Public. Piet faces daily stress related absenteeism of around 25%. Appraisals are built into the systems but they are never carried out due to this the Senior Manager has no feedback on the operational problems. Piet is a self motivator and he needs no praise to show his efforts.

    He never contacts his supervisors with problems and neither does he complain. Robert is only motivated by extrinsic gain. The management look at Robert as a High Flyer and this upsets Piet and his staffs. If the present situation continues it will be a loss from every single aspect when it comes to the outcomes of any of the above.

    According to the case study Piet & Robert cab put under the “Knowledge workers” category. Knowledge workers are applying theoretical and practical understanding of an area of knowledge to produce outcome that have commercial, social or personal value.

    This knowledge worker likely to be drawn from a wide variety of professionally qualified and scientifically trained staff, Managers, Supervisors of knowledge workers who them self have been promoted from being technologist to managers. Motivational researchers and theorists who have studied the motivation of Knowledge Workers agree that the “Expectancy Theory of motivation is the most appropriate of this category of employees Like Piet & Robert. The application of expectancy theory in reward strategies does suggest a very close and intricate link between rewards.

    So the staff & managers should realize that motivational rewards are multi-faceted and usually come in boundless that combine money, achievement, personal and professional growth and self-esteem, Conclusion – Enterprise managers recognize that motivation is personal to the individual. If employees feel that they are being treated fairly, they will be more likely to give their best. Motivation comes from within an individual. Enterprise managers therefore need to find out about the personal goals and aspirations of their employees.

    What motivates one employee will not necessarily motivate another. In addition to ensuring fair pay and conditions, it is also essential for the business to meet the higher order needs of individual employees. These include the need for recognition and fulfillment at work. Enterprise has created the right environment for motivating and engaging its people through the development of good communication channels, appropriate training and honest and timely feedback.

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    Organizational Behavior: Staff Motivation. (2016, Oct 02). Retrieved from

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