Traditional organizations used different approaches for motivating employees. Most companies prioritized motivational strategies founded on monetary rewards. Employees who performed exemplary, in different categories, were awarded hefty monetary packages. Some firms were would award employees with a package of benefits that awarded material items such as refrigerators and luxurious cars. Cordis Building Works Company is experiencing unexpected impacts among its teams of employees including; supervisors, technicians, and the construction crew. Monetary rewards are turning out to be ineffective in implementing motivational strategies among employees. Motivation for performance, with positive effects, requires modern strategies that deviate from traditional norms of monetary rewards and competitive salaries.
Employees at Cordis Building Works Company seem demotivated for a number of reasons. For instance, monetary rewards in competitive salaries have lost significance among senior employees. For instance, there is a possibility that supervisors do not approve of replacing human labor with computerized robotics. Moreover, construction crews might be feeling uncomfortable working with machines in a new working environment (Jayaweera 272). Employees at Cordis Building Works Company could also be lacking a team leader from the executive management. The company’s CEO and President are constantly involved in corporate meetings with clients and potential investors. Lack of leadership is a great source of demotivation and employees. Employees lose focus and concentration if a leader is not available to guide their actions. Hefty and competitive salaries appeal to new employees only. However, senior employees at Cordis Building Works Company do not feel the significance and relevance of competitive salaries. Most senior employees such as technicians no longer value competitive salaries as a motivational strategy.
Maslow’s Hierarchy of Needs identifies five distinct levels of human needs which include; psychological, safety, social, esteem, and self-actualization. According to Abraham Maslow, human beings move from satisfying one need to another, from birth to death. The hierarchy of needs notes that employees no longer consider competitive salaries as a source of motivation (Jayaweera, 272). Employees, for instance, could be considering compensation benefits that reward scholarship and mortgage among recognized employees. The Theory of Motivation-Hygiene is another motivational framework which might explain the case of employees at Cordis Building Works Company.
Herzberg notes that physical working conditions are an important source of employee motivation. The working conditions at the company seem a source of demotivation among engineers, supervisors, technicians, and members of the construction crew (Jayaweera, 273). Cordis Building Works Company has been in existence for more than thirty years. The firm’s production processes have changed recently when robotics was implemented for operational services. The new environment might attract a negative perception among employees who no longer feel excited and motivated to contribute to the organization. Mc. Gregor’s Theory ‘X’ and Theory ‘Y’, there is a possibility that some employees lack self-drive to execute their daily roles and responsibilities. Most employees at Cordis Building Works Company require a transactional style of leadership. This is a form of management which entails strict supervision on production activities. Senior employees – engineers, supervisors, technicians and construction crews – in the organization are demotivated since the CEO and President are not present for guidance and leadership.
The CEO and President of Cordis Building Works Company could consider different motivational strategies. For instance, the firm should consider adopting a transformational style of leadership. Employees require close leadership for them to feel motivated. Modern institutions have set up a team of employees which nurture talented individuals since internship periods (Jayaweera, 274). The CEO and President could consider creating a job position which caters for leadership needs among employees. This is a motivation strategy that would increase levels of professional recognition in the firm. Attracting positive reviews and comments from fellow colleagues challenge employees to achieve higher expectations. These expectations would include creating international standards in construction of residential apartments as a means of urbanization.
Similarly, the CEO and President at Cordis Building Works Company should also consider long-term sources of employee motivation. For instance, it is the desire of most employees to own a home once they retire. Few organizations organize for a mortgage loan on behalf of employees. However, most organizations implement mortgage loans which put the firms as third parties. The primary parties a mortgage loan include employees and financial lenders (Jayaweera, 274). The CEO and President should consider offering homes that are complete as rewards to high achievers. Complete homes would be a long-term desire among employees recognized by the organization. This would establish a strong and professional relationship among employees of Cordis Building Works Company. Engineers, supervisors, technicians, and members of the construction crew would all strive to reach performance standards that would award them with complete homes.
Adopting long-term strategies that motivate employees would be effective for modern institutions. Modern professionals are concerned with a secured future while working in an organization. A secure future is a benefit of the relationship between an employee and a firm. Monetary rewards are a short-term solution used in most motivational strategies among employees. Most workers who undertake production operations with the pressure of winning a motivational award; end up leaving an organization before the lapse of their employment contracts. Monetary rewards evoke greed among employees who end up engaging in organizational malpractices such as corruption. Modern institutions should consider long-term motivational strategies that build on professionalism among employees.
Jayaweera, Thushel. “Impact of work environmental factors on job performance, mediating role of work motivation: a study of hotel sector in England.” International journal of business and management 10.3 (2015): 271-275.