Doohickeys, Inc. employees show various signs of being unmotivated in the workplace. They practically run to the lunchroom when it’s lunchtime, they aren’t producing products that reflect quality or pride of ownership, and they are showing visible signs of depression in the workplace. On top of the visible signs, they are also overheard talking about unionizing, and how unhappy they are with the company and management. It is apparent that the employees are lacking motivation in the Doohickeys work environment.
Doohickeys, Inc. management believes they are motivating employees while they are actually doing the opposite. They have employed several tactics including various forms of KITA (kick in the pants) motivation, which often has a
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Management within the company uses pressures such as salary, nagging, and firing to try and get their message through to employees, when in reality they should be addressing the issues at a much more fundamental level, communication. Management needs to work toward understanding the needs of employees, and what drives motivation within the organization. According to a Harvard Business Review article, “The growth or motivator factors that are intrinsic to the job are: achievement, recognition for achievement, the work itself, responsibility, and growth or advancement.” Doohickeys, Inc. has proven through poor management styles that a lack of motivation has trickled down through their organization and is …show more content…
Doohickeys, Inc. would do better by their employees if they were to focus more heavily on the achievements of individuals at the factory and lower-levels. Motivating employees through positive communication and reinforcement of a job well done can do wonders for the personal motivation an employee. If they feel appreciated, they will want to continue to work for someone who appreciates them. Individuals are typically more motivated when they know they are performing well, or feel appreciated by their employer. Low pay is only part of the issue surrounding the lack of motivation within the factory. While the management team continuously reminds employees of how lucky they are to be paid so well, they are simply paying the industry average. Dan Pink said, " Pay enough to people so, they do not think about money, but they think about work." While this bit of advice rings true for most work environments, even if a job doesn’t offer the highest pay and doesn’t use incentives surrounding money, there is often a lot to be said for an environment that is inviting, positive, and communicative. Management needs to implement a system where they are openly sharing achievements and kudos to different employees within the company, rather than only focusing on what the employees are doing wrong. They could have these kinds of positive interactions at