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According to Maslow (1943) certain needs in each person is precedence over the others for each of
them is motivated to gain it. In fact, we constantly chase physical survival since it is the most basic need
for us. This one quite explain why we all aware to chase it which motivates behavior. It is also said that
when one level has been fulfilled, we will looking forward what motivates us next.
If Maslow emphasizes on achieving certain needs may possibly motivate behavior, Hastings (1999) has
different idea. He portrays that actually there are four main components system to improve
performance. One of those is paying employee strategically. He states that the worker’s work should be
paid by piece. Let us take a look on an example: individual performances should be determined by ideas,
cooperation, and dependability. If his work is considered satisfying, an annual bonus should be also
concerned for his works. Organization also has to consider how far employee is willing to work
voluntarily to extend production sectors. It should be considered because a company needs to analyze
the proportion of bonus and income. Before applying this method, company should analyze the
consequences as well. The good thing is it makes constant competition in each employee which
determines them to make a few mistake. Yet, it will reduce the number of employee as it happened at
Lincoln which cut about 25 percent employee during the first year.
In relevance with the latest method, there is a theory comes from Lu & Hunt in 2016 which reveals a
terrifying case in China. A rural bank in China publicly announced their employee spank for having a poor
performance. A total of 216 bank staff was divided into 27 teams including men and women. They
spanked in order to reflect their poor performance by the corporate coach.
Furthermore, there are many same horrible cases unfold. Once, there is a company who gave command
to other employee watching their co-workers being humiliated when he read a self-criticizing note. It
could not have been worse when you know if there are many of those who tried to attempt suicide.
Campion, et al (2005) reveals that job design may vary from one company to others. There are many
factors that may determine it: organizational factors and organized task are some of those.
Psychological research and theories of work motivation is the root which possibly improve employee
satisfaction and performance. Consequently, organizational productivity and efficiency will increase
gradually.
Pursuing that organizational productivity and efficiency, Robbins & Coulter proposes several
characteristic to design a well job design:
In respond to characteristic above, it is expected that the outcome from employees are not far from
work output and participation. Even, they are permitted manipulating job characteristic if they gain
productivity and efficiency later on (Harmon, 2003).
Mehtha & Shah (2005) believe that employees’ feedback as important as increasing company efficiency.
Furthermore, Ugboro (2006) adds if it enhances and maintains positive performance for employees.
Creating positive performance may be gained from many activities. Some of organization start
sponsoring such company gatherings, parties like Christmas party. During this period of relaxation, each
of them will make friendship which turns to help them reducing stress at some degree of job
enlargement.