Solving a Motivation Problem
Solving a Motivation Problem
(1) Nature Of CNC Company ’s Contract I am working at the CNC Consulting Engineers Pte. Ltd. as an inspector. Our company has contracted with the ABC Authority to carry out the inspection of road and road facilities structures and giving advice how to do repairing the defects and maintain them to the Authority. Bases on the contract, we need to do normal inspection of the roads according to the daily schedule and inspection for the feedback that public complains. We have to make reports for the captured defects and submit them to the Authority. After that, Authority asks the other contractor to repair the defects.
This is how we are maintaining the road and providing smooth transportation system to users. The contract period is 2 years and can be extended to another 2 years only if the Authority satisfy the company’s performance in which all the staff can do Authority’s requirements of the current contract. (2) Nature Of The Job There are some tough jobs that all the inspectors don’t like to do. According to the job nature, they have to do the inspection and reporting to the Authority regardless of time i. e. even on midnight and early morning upon the Authority’s request.
Inspectors have to be patient on the public complain and are needed to make sure they have checked properly and reported to the Authority. (3) Motivation Problem After 1 year from the starting of contract, our company, however, are facing the problems to extended another 2 years contract. Other than that company got some fined, penalty, demerit points and warning letters from the Authority because of inspectors’ performance. If the same situation continues for another 6 months, we all can’t get next contract. So the company is looking for the solution. During the time, what I noticed is that there are motivational problems.
I think most of the staffs are needed to be motivated. I is because of the following reasons. Since the contract has started, company allowed inspectors to do their paper works in their premises after completion of normal inspection. At the time, what the company’s consideration was that they don’t need to provide facilities such as office room, computers, printers and other office facilities for all 30 inspectors. So they can save a lot of money relating to these facilities. However, all the inspectors can’t be fully controlled as times goes by. The reason is that they do their job individually after reporting to the Authority every morning.
We have to settle our problems individually relating to the jobs and we don’t have internal regular meeting. All the instruction and communication are done by electronically such as email, phone etc. It is not an effective way of communication because inspectors became unwillingness to do the job and avoiding responsibilities. After 1 year, company did not provide gratuity for their performance. Project Manager failed to keep his promise to give bonus at the end of the year. As a consequence, all the inspectors think he may also fail to keep it in consecutive years.
Doing job individually without gratuity based on performance and regular meeting, it looks like we are not working in a company. We don’t have a warm and happy working environment. Then inspectors are working part-time job to get extra money. The main inspection job, therefore, has been affecting. Some people even tried to find another better job and wanted to resign from this company. As a result, we got many comments from Authority and company may not possible to continue another 2 years contract. (4) Application Of Motivation Theories To settle these problems, the following motivation theories should be applied.
First of all, six groups with 5 members should be formed and each group has one leader. 3 groups have one coordinator. So there will be 2 coordinators and 6 leaders for 30 inspectors. And all inspectors must be redeployed to an office room. So, better relationship, union spirit, coordination for the job and sharing experience can be established. It will become easy to control all the inspectors for Project Manager. Moreover, it will start to create a warm happy working environment. Secondly, Project Manager can closely watch each inspector’s performance and define Theory X worker and Theory Y worker.
According to Douglas McGegor, Theory X workers who are lazy, seek to avoid responsibility and dislike work should be motivated by using coercive power, controlling or threating with punishment such as suspending promotion, giving more duty. On the other hand, Project Manager should find X workers’ different personnel needs and make partial fulfilling their needs. Meanwhile, Project Manager may seek Theory Y worker who are creative, seek responsibility, eager to learn and can work under pressure should be awarded and given flexibility with their jobs.
Third, PM may create competitive systems between groups and may ask group leaders to do so. Then he may evaluate and recognize each group, some outstanding inspectors during weekely and monthly meeting. In this way, Theory X workers can be transformed to Theory Y workers so as to get each person’s full efficiency in the job. (5) Possible Achievement After transforming X worker to Y worker, creating a better working environment and fulfilling basic human needs, their physical safety, improving social affairs at work, our company can give better performance to Authority and continue another 2 years contract.
We can also fade out previous comments from the Authority. (6) Conclusion In order to motivate staff, we must recognize that there are different personal needs and goals of individuals. We need to think the flexible in accommodating the cultural differences within a diverse workforce when attempting to motivate workers. We should evaluate and reward employees on the basis of skills, knowledge, experience in the field and behaviours they possess. Motivation of staff should be done not only when the problems come out but also regularly.
University/College: University of Chicago
Type of paper: Thesis/Dissertation Chapter
Date: 19 October 2016
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