Workers productivity is the key factor in organizational success

Abstraction

Workers ‘ productiveness is the cardinal factor in organisational success, since they serve as the drive engine for the organisation. Productivity is influenced by workers ‘ motive for work. Motivation has a direct consequence on the productiveness. Therefore, in order to better workers ‘ productiveness, it is imperative that their motive is enhanced. Maslow and Herzberg theories will be used in this survey. These two theoreticians will be used as a study for demands, incentives and demotivators. The research will take topographic point in a Thai Floor tile fabricating company. While demands in Thailand considers low on Maslow due to economic sciences, we will prove the different demands between works workers ( who has lower income ) and office workers. Herzberg ‘s motive theory is one theory that emphasizes that directors should take separate steps to increase workers ‘ satisfaction and diminish their dissatisfaction so that their productiveness may be enhanced. There is demand to look into whether the theory is valid as it compliments about all other theories of motive, that focus their treatment around certain factors and do non categorise factors on the footing of satisfaction or dissatisfaction.

This research will look into the Herzberg ‘s theory of motive by analysing the impact of single factors on the workers ‘ productiveness from their ain position. The research will clearly place the productiveness act uponing factors that are occupation satisfiers and others that are occupation dissatisfiers. This will let the research to come up with a operable scheme that addresses both types of concerns of the workers. In add-on to that, the consequence of environment on the factors act uponing workers ‘ productiveness will be studied by comparing the response of office workers to that of works workers for the same factors. Owing to the great difference between the office environment and the works environment, it is expected that workers ‘ response will greatly change for the same factors, and will yet be consistent within their single classs of office and works. This will let the research worker to invent scheme that takes into history the consequence of environment on the workers ‘ productiveness, so that the practicableness of the scheme can be enhanced.

Research Problem

Herzberg ‘s theory of motive emphasizes upon the demand to take separate steps to better the satisfaction and cut down the dissatisfaction of workers. This research aims at placing methods to better satisfaction and cut down dissatisfaction of workers at the same time so that their productiveness can be enhanced and the quality of their work can be improved.

Besides, this research designs to prove a cogency of Herzberg two-factor theory of motive ( Motivation – Hygiene ) . The Herzberg theory has given a mass of probes and experiments in many industries and different type of organisations around the universe. Consequences do non ever back up, in fact, merely about one in three do so. ( Gardner, 1977 )

Significant of Study

Productivity is one of the most concerns in the province of the art concern patterns. The advancement of any organisation depends upon the velocity of work. Workers ‘ motive plays a decisive function in hiking the velocity of work because they work at the grass root degree. Their productiveness is indispensable for the company ‘s advancement to follow with the agenda. Companies that surpass the deadline make the proprietors incur great fiscal losingss. Liquidated amendss absorb the net income border that non merely decreases the profitableness of concern, but besides serves as a possible disheartenment for the proprietors.

Therefore, workers ‘ productiveness is the cardinal factor that needs to be concentrated upon in order to increase the profitableness of a concern. The extent to which a worker is productive is governed by several factors that include but are non limited to the workers ‘ motive, accomplishment, age, and civilization. For the range of this research, workers ‘ motive will be focused and agencies will be identified to increase their motive so that they may increase their productiveness. Assorted theories of motive have been proposed, each foregrounding a specific facet of motive. One such theory is the Herzberg ‘s motivational theory that emphasizes that workers can merely be motivated for work if directors take steps to both fulfill them and take the factors that dissatisfy them. Such theories are readily being relied upon by both research workers and practicians. There is a demand to look into the cogency of these theories. This research will look into the cogency and practical serviceability of the Herzberg ‘s theory of motive by inventing a scheme based on it that would concentrate on bettering workers ‘ motive for work, and therefore their productiveness.

The research will be really utile for research workers and philosophers that tend to establish their proceedings on the Herzberg ‘s theory of motive. It is the fact that in Thailand, really few research workers are working in this country, it will be really utile to formalize the Herzberg ‘s theory for Thailand, a state which considers as developing economic system, low income and via media civilization. So writer has chosen this country for research that would be helpful for farther research in this field.

If the strategic theoretical account of productiveness sweetening devised in this research brings out positive consequences, it would non merely warrant the serviceability of the Herzberg ‘ motive theory, but would besides supply the proprietors with a well developed strategic theoretical account of productiveness betterment.

Aims

The research will accomplish the undermentioned aims:

aˆ? Identification of dissatisfying factors that decline the productiveness of work force.

aˆ? Identification of fulfilling factors that improve the productiveness of work force.

aˆ? Analyzing the influence of environment ( office and works ) on the nature of factors act uponing productiveness.

aˆ? Identification and recommendation appropriate intercession to better motive and productiveness

aˆ? Formulation of a productiveness betterment scheme that at the same time focuses on decreasing the dissatisfaction and bettering the satisfaction among workers.

aˆ? Judgment of the cogency of the Herzberg ‘s theory of motive through consequences of the scheme.

Reappraisal of the literature

Motivation is the cardinal factor in act uponing worlds to work better, so an addition motive will ensue in higher productiveness and more net income. Understanding and holding cognition about motive can assist make a satisfier environment ensuing in accomplishing higher productiveness ( Halepota, 2005 ) . Productivity is straight influenced by an person ‘s degree of satisfaction or dissatisfaction with the occupation. Assorted theories of motive like Maslow ‘s Hierarchy of Needs, Alderfer ‘s ERG theory and the Herzberg motivational theory normally stress upon a demand to turn to workers ‘ concerns on these factors so that their motive for work can be increased. Therefore, workers ‘ satisfaction or dissatisfaction factors can be linked to their motive. Hence, this research would establish the workers ‘ productiveness betterment scheme upon the Herzberg ‘s motive theory. This requires an in depth analysis of the motive increasing methods that are conventionally applied in Thailand.

Before analysing methods in topographic point in Thailand to better workers ‘ motive, it is customary to specify the term “ motive ” . Motivation can be understood as “ the procedure that initiates, ushers and maintains goal-oriented behaviours ” ( Cherry, 2011 ) . Harmonizing to Locke and Latham ( 2004, p. 388 ) , motive: ‘refers to internal factors that impel action and to external factors that can move as incentives to action ‘ . Halepota ( 2005 ) , motive is a factor that significantly influences productiveness. A higher degree of motive can ensue in higher productiveness.

Herzberg presented a alone theory about motive in which he said that factors that cause dissatisfaction among workers in their workplace are non opposite to the factors that inculcate satisfaction in them. In 1959 Herzberg wrote “ We can spread out aˆ¦ by saying that the occupation satisfiers deal with the factors involved in making the occupation, whereas the occupation dissatisfiers deal with the factors which define the occupation context ” . Herzberg ( Herzberg, 1987 ) stated that factors involved in bring forthing occupation satisfaction are separated and distinct from the factors that lead to occupation dissatisfaction. The antonym of occupation satisfaction is non occupation dissatisfaction but no occupation satisfaction and the antonym of occupation dissatisfaction is non occupation satisfaction, but no occupation dissatisfaction. That basically means that if the employers take steps to cut down the dissatisfaction among workers, they may efficaciously prevent all the factors doing dissatisfaction among workers. However, that does non intend that such an effort of the employers would bring forth satisfaction among workers so that they would better their public presentation. There is desperate demand to analyze the relationship between the possible satisfying and dissatisfying factors so that steps taken by employers can be made effectual in pulling the desired consequences by at the same time turn toing both satisfaction and dissatisfaction.

Herzberg ‘s occupation satisfiers and dissatisfiers regards about all other theories of motive, that basically talk about certain specific factors, turn toing which, employers can increase the motive of their workers. For illustration, the Maslow ‘s Hierarchy of Needs theory has identified five specific demands that hierarchically play a function in actuating a worker. Maslow ‘s Hierarchy of Needs and Herzberg ‘s two factor theory can be best explained with the aid of the figure given below:

Figure 1 Maslow ‘s Hierarchy of Needs vs. Herzberg two factors

As can be observed from the figure, Maslow has merely highlighted five demands and has non talked about any satisfying or dissatisfying factors. Harmonizing to Maslow, a worker will merely believe about realisation and self realization if his/her four basic demands of build, security, fondness and regard are met. The similarities of Maslow and Herzberg ‘ theories are that both use hierarchy graduated table, where one phase must foremost completed before progressing to the following phase. Herzberg ‘s hygiene factors ( e.g. salary, work status, security ) are matching to physiological, safety and societal demands of Maslow. Likewise, Alderfer ‘s ERG theory negotiations about the demands of being, relatedness and growing ( NetMBA, 2010 ) . Alderfer has emphasized that directors need to simultaneously take steps to turn to each of the three demands of being, relatedness and growing, and did non stipulate any satisfying or dissatisfying factors.

Research Methodology

The research methodological analysis will be based on Action Research on the floor tile fabricating company in Thailand. The size of the company is about 300 people. The range of this research will concentrate merely on one location where works and office operate together. The employees belong to this location is about one hundred sixty people in which 50 % are works workers ( e.g. thirty ) and 50 % are office workers ( e.g. back office, gross revenues, selling ) . The research will be based on 3 phase of Organization Development Intervention, as figure below:

Figure 2 Action Research Approach

The research will utilize both quantitative and qualitative attacks which are questionnaire, interview, and concentrate group workshop. In order to cover the whole scope of factors that may act upon the workers ‘ productiveness, informations will be collected both from workers working in offices and others that work in the works. It is expected that works specific factors that influence productiveness are different from those that are non works specific, and are so office particular. This can be attributed to the fact that the civilization prevalent in a tile fabricating company ‘s office is significantly different from that which is prevalent in the works. By roll uping informations from workers working in both countries, the research will non merely be more realistic, but besides will supply the research worker with an chance to pull a comparing between the office and works specific satisfying and dissatisfying factors. Data will be collected from about 160 people through questionnaires and interview session with director degree.

Research techniques

A two phase study questionnaire will be used as the study instrument. The first set will be based on list of demands ; another will be importance of incentive and hygiene factors to better productiveness. In the 2nd phase of questionnaire, the writer will besides inquire respondents to rate the application and presence of those factors in the company.

For director interview, questionnaire will be used to steer interview procedure. The director will hold to rank the questionnaire on behalf of what worker think and what techniques they had adopted to actuate their workers. The questionnaire will include demographic such as age, old ages with company, place, gender and will be based on Likert graduated table. The common factors will be mentioned and the workers will be asked to rate them as their proviso satisfies them and their deficiency dissatisfies them. Likert graduated table will hold Numberss from 1 to 4 where 1, 2, 3 and 4 would intend “ does non fulfill ” , “ slightly satisfies ” , “ satisfies a batch ” and “ highly satisfies ” severally. Similar graduated table will be used to mensurate dissatisfaction and 1, 2, 3 and 4 would stand for “ does non dissatisfy ” , “ slightly dissatisfies ” , “ dissatisfies a batch ” and “ highly dissatisfies. ”

Anticipated Consequences

Meanss of responses for the ranked factors that were originally normally identified as both satisfiers and dissatisfiers will be found, to see which the most influential factors on the workers ‘ productiveness are. Factors whose satisfying and dissatisfying function is equal will be identified, along with other factors with colored satisfying or dissatisfying function. This will assist corroborate the cogency of Herzberg ‘s theory in Thai fabrication context and will ease the preparation of a scheme that would heighten workers ‘ satisfaction and cut down their dissatisfaction. Their productiveness is expected to increase as a consequence of this.

Another reply will recover from this research is how existing motive tools apply in the company and how effectual it is. In add-on, the cross analysis of workers and directors will assist director understand more in worker ‘s demands and what of import to them in order to make a satisfier environment.

Resource Required

Expense for questionnaire interlingual rendition and questionnaire

The questionnaire will necessitate to interpret into Thai since works people have no accomplishment in English and it will be more effectual and apprehensible to utilize Thai questionnaire. The disbursal of interlingual rendition questionnaire will be required. For questionnaire, the writer has n’t decided which questionnaires to utilize, some might necessitate to purchase a licence to utilize it.

Time and Effort

Study more on literature reappraisal, statistic analysis and old surveies in Thailand motive

Others

Need statistic tool to analyse the consequence of questionnaire i.e. SPSS

Work Agenda

There are 3 cardinal stages:

Phase 1 – Literature Review and Prepare for PhD. Candidate defence ( Key milepost: base on balls the defence )

Phase 2 – Start Data Collection, Intervention execution and Analysis ( Key milepost: complete action research )

Phase 3 – Thesis authorship and Thesis defence. ( Cardinal milepost: base on balls the defence )