Employees demotivation factors and Organization
Employee
motivation identified as a more significant factor which utilize for employee
retention. The workplace motivation depends on employee’s willingness of the
engage with job and organization culture. But this motivation levels
consistency depend on what launched as motivation plan or procedure executed by
the company. People’s skills, competency and performance linked with the
organization culture and, more organizations have the impassioned culture within
them to maintain their employee’s motivation (Berinato
2019). Based on these aspects, if the motivation collapsed because of
some causal, it would be affected to the all company process. Hence, as an
organization observing and identifying the demotivation factors is significant
to productive organization. In other way carefully searching and treating these dis satisfactory are important to organization for avoid some conflicts. Because
both process for encourage the motivational factors and discourage the
demotivation factors is more important to agile process (Smithers
and Walker 2000). These demotivation factors could be arise unforeseen
within the employee’s. It could be affected to all organization poetesses
critically unless identified and treated. And this can happen since many
reasons. Even some motivational plan could be go wrong and become as a dis satisfactory. Hence skillful observation of these demotivation facts are
more important to organizations for their agile process (Chamorro-Premuzic
and Garrad 2017).
Demotivation
Factors
Demotivation
factors can appear in many ways. But there are some important organizational
dissatisfying factors which treat carefully. As explained Clerk and Saxburg in
2018. I enclosed here four significant factors which can consequence within
Organization.
Value
Mismatch – When the task not connected with the employee’s value it can be
the demotivate factor. In here the employee desire and job should combined each
other. Unless that would be reason for arise conflict with employee and
organization. Most of phenomenon happened with changing job descriptions and
Job circulations (Ibarra and Scoular 2019).
Lack of Self
Efficiency –This happened when the people felt their inability to engage
with their works. Sometime people couldn’t realized and carryout the assigned
tasks to expected level they demotivate with that predicaments. This kind of
peoples is disfavored to get challenges and new changes. Especially
organization culture could harm by these type employees (Cable
2018).
Disruptive Emotions
– When people get negative emotions like angry, depression or anxiety, they are
they will felt with these troubles based on family problems, Money, personal
feelings, some company process or with more reasons. These uncomfortable people
could avoid rules and regulations within the company and assigned tasks also
not delivered to desired level (Dabirian, Kietzmann and
Diba 2017)..
Attribution
Error – People could go wrong with their works and when they couldn’t
understand that struggles, they could be demotivate. Some people doing their
job with his or her full effort, but based on some reasons could happen from some
issues. At that moment people could demotivate and lost their competencies. Especially
these type people conduced to more time and resource wastage.
Significant
Effects of Demotivation factors
Organization
expectancy is profits, market shares and incidence through the customers. To realize
these intentions, company wants a process. For an uninterrupted effective
process it is important to their work force. Every activity that combined with
organizations work force would affect the common organization goal (Guss and
Dorner 2017). Due to demotivation among the workplace could be arise more harmful
aspects within company (Wu and Wu 2010).
Loss of
Productivity - Dissatisfied employees not contribute their full effort to
the works. And this could be others and spoil the others mind also. Due to this
demotivate among the workplace could arise more conflicts. Hence the quality
and the quantity of organization could be lost (Hamza
and Rosli 2019).
High Turnover
– HR plans always cementation with peoples. All processes linked with them and its
success depends on the employee engagement. But the demotivate people could
leave the company for some reasons and turnover ratio could increase
critically. With that reason all processes could crashed and lost the
organization goal (Hashi 2018).
Decrease reputations
– Employees appear behalf of the company and they are the basic brand ambassadors.
But the demotivated people could affects that scenario and it could be impact
for the business market or value of organization
(Persaud 2020).
Identified
and treating the demotivation factors within the organization which I work
The company
which I work is more sales oriented and this sales process done by the sales
force. Hence involvement of the sales people for set goals is more important to
company. HR people smoothly caring about these dissatisfactory and treat in
proper way to avoid these conflicts. But this treating process might not be succeeding
as expected. Because people have different type of wailings and it could be
mismatch with implemented plan. Sales force is encouraged towards set targets
and this target would be the realistic one for the sales agents, to avoid the
mismatches. And these targets are evaluated in periodically to keep them on
track not to away with HR plan. As well as sales people could felt with loss of
confidences. This happen mainly within law performance and when couldn’t hit
the targets. In here sales people consider for the training needs and these
trainings doing more ways like technical, motivational and skill development.
Through the sales
peoples it is very common have the emotional disruptive also. These very are
critically affected to the day to day business. These disrupts happens based on
family matters, law income, company procedures and management problems. As a
solution the HR people launched a grievances handling system and have a quick
focus for the complaints of sales force. Introducing with new incentive module
for the sales staff, their income level is developed by the company. Organized
family oriented events within the company for their enthusiasm. Also sales force
demotivates with their attribution errors. Mainly miss selling problems,
calculation errors and some attitude problems arise within them these problems
are very critical for the organization culture and also sales people. Sometime it
is very difficult to drag them out from these struggles. But all sales staff
consider as a resource, hence the sales administration structure carefully
handle these cases one by one. More training modules provide them to
development for themselves. And proper compliance procedure established to
barrier these wrong incidents. With that punishment or rewarding is done by the
company based on organization procedures. Proper communication methods using to
avoid spreading wrong massages through work force.
References:
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[online] Harvard Business Review. Available at:
<https://hbr.org/2019/01/mindfulness-is-demotivating> [Accessed 1 June
2020].
Cable, D., (2018). Why People Lose Motivation — And What
Managers Can Do To Help. [online] Harvard Business Review. Available at:
<https://hbr.org/2018/03/why-people-lose-motivation-and-what-managers-can-do-to-help>
[Accessed 1 June 2020].
Chamorro-Premuzic, T. and Garrad, L., (2017). How To Tell
Your Boss That You’Re Not Engaged At Work. [online] Harvard Business
Review. Available at:
<https://hbr.org/2017/10/how-to-tell-your-boss-that-youre-not-engaged-at-work>
[Accessed 1 June 2020].
Clark, R. and Saxberg, B., (2019). 4 Reasons Good Employees
Lose Their Motivation. [online] Harvard Business Review. Available at:
<https://hbr.org/2019/03/4-reasons-good-employees-lose-their-motivation>
[Accessed 1 June 2020].
Dabirian, A., Kietzmann, J. and Diba, H., (2017). A Great
Place To Work!? Understanding Crowdsourced Employer Branding ^ BH797. [online]
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[Accessed 1 June 2020].
Güss, D. and Dörner, D., (2017). [online]
https://www.researchgate.net/. Available at:
<https://www.researchgate.net/profile/C_Guess/publication/321058666_The_importance_of_motivation_and_emotion_for_explaining_human_cognition/links/5a0b0c3aaca2721a23f9925b/The-importance-of-motivation-and-emotion-for-explaining-human-cognition.pdf>
[Accessed 31 May 2020].
Hamza, M. and Rosli, M., (2019). Identifying Motivational
And Demotivational Productivity Factors In Qatar Construction Projects.
[online] Available at: <https://www.academia.edu [Accessed 3 June 2020].
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On Organizational Performance In Hormuud Telecom. [online]
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Satisfaction And Dissatisfaction In Organizations. [online] Available at:
<https://www.academia.edu [Accessed 3 June 2020].
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effect of the workplace on motivation and demotivation of construction
professionals, Department of Building and Construction Economics, RMIT
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Agreed with the content and you have well described the subject matter. Adding further according to Thomas et al., (2004) Workers who are inadequately motivated tend to make only a minimal effort, therefore reducing overall productivity potential. It is believed that removing certain demotivators will increase motivation without necessitating the addition of motivators.
ReplyDeleteThank you Manuja. In the organization process motivation is the key for the people’s engagement. Unless identified the importance of that key, all organization could be collapsed within their workforce and process. To avoiding these conflicts it is very important to observe the dissatisfaction which exist within the business. These innumerable reasons that cause workplace demotivation and low morale should identified and treat carefully (Sabir, 2017).
DeleteI agreed on your views. According to the Clark and Saxbarg (2019), the key factor caused for the employee demotivation is unavailability of proper strategy in line with employees’ to identify the needs and wants accordingly. Moreover, applying the wrong strategy also further, deteriorated employee motivation and work engagement.
ReplyDeleteThank you Teshan. Human resource is the main resource within the all of organizations. To keep their competency, moral, engagement and skill towards the process, motivation would be the main influence factor. With understanding demotivate factors the HR team is able to provide proper solution for it and avoid those conflicts within organization. The reason which exist within the employee or organization to get them demotivate should understand by the management and should provide proper concrete solutions (Manzoor, 2011).
DeleteI agree with you and as a way to solve demotivation we can use rewards and recognition. Reward and recognition directly affect the performance of employees. Organizations should implement promotion, bonus, increment and appreciation method to retain high performance employees (Ali and ahmed, 2009)
ReplyDeleteAgreed with you Felix. And I want to add some key points to your view. The factors which demotivate people can identify from employees and organization process. But observing and provide solutions for these issues would be the best part for company, because some tiny things could be ruin all the process and ruin the company reputation. So then understanding nature of the demotivation factors is important to HR team for their plans (Ciobanu, Androniceanu & Lazaroiu, 2019).
DeleteI agree with your points, in any organization motivation is the key component that impact on human resources. When an organization expect the best performance from their employees to achieve the organizations objectives, employee motivation should be the most important fact to consider (Ali, et al., 2016). Even in your organization different employees may be having different problems as such the motivation system should base on an individual basis for each employee.
ReplyDeleteThank you Supun. The challenge is the business is retaining their employees and encourages them to do works. All organization used more strategies to do it. But using Motivation factors and reducing demotivation factors this process could full fill easily. Employee engagement directly combined with the motivation and people would not perform well when they demotivated. Hence eliminating of these dissatisfactions organization can improve their productivity and profits (Adhikari & Deb, 2013).
DeleteAgree with you & further I would like to add on outdated motivational patterns utilized to maintain role performance in organizations, Reis and Pena link this with what they maintain is a failure in re-engineering. Although the originators of re-engineering insisted it was about rethinking work, not eliminating jobs, managers equated re-engineering with downsizing. Despite early successes, with each passing year fewer and fewer projects appeared to be producing the desired results and doubts have surfaced about the effectiveness of re-engineering (Mullins 2010).
ReplyDeleteThank you Gayani. Totally agreed with your view. Because the motivation is the main factor which influence people to get achieved their works. With that state could justify the motivation is not influence people only their works but highly engagement, effectiveness and productivity level. Also identifying the facts that could effect to motivation is vital for the agile organization process (Areepattamannil, Freeman & Klinger, 2010).
Delete