STAKEHOLDER SATISFACTION

Company Goals : Stakeholder Satisfaction

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Date of submission Company Goals : Stakeholder Satisfaction

Introduction

Motivation is the catalyst that spurns employees' eagerness to work without pressure. To motivate is to provide employees with a motive to do some tasks. It is to cause or provoke somebody to act either positively or negatively. To say that nobody can motivate employees at work is like saying there are no influential leaders, that there are no effective companies, that there are no motivational speakers, that the psychologists in sports management teams are useless and that motivation is not achievable. Motivation has been used by effective companies to prompt ordinary people to achieve uncommon results in all fields of endeavours. (Williams, 2008: 139)

If you doubt that there is motivation, read "I have a dream", the public speech by Martin Luther King, Jr., when he talked of his ambition for an America where blacks and whites, the poor and the rich, the educated and uneducated, the youths and the old and others would co-exist harmoniously and peacefully as equals on August 28, 1963 from the steps of the Lincoln Memorial. Companies who have been able to motivate their employees successfully realised how easy it is to achieve tasks with motivated employees. (Burger, 2007: 174)

Discussion

People work to survive and live through financial compensation, to make new friends, to have job security, for a sence of achievement and to feel important in the society, to have a sense of identity, and most especially to have job satisfaction. All employees that have job satisfaction are high performers in their respective workplaces. (Drucker, 2008: 45)

Most important motivator of workers is salary and wages when he said that "non-incentive wage system encourages low productivity". He said that if employees receive the same wage irrespective of their individual contribution to the goal, they will work less and that employees think working at a higher rate means fewer employees may be needed which discourages employees to work more. All these analogies affect only the unskilled and "unmotivated" workers in Midvale Steel Company where Taylor worked as a manager.

Taylor worked as an engineer in the production unit. His principle does not apply to administrative and managerial duties where it may be difficult to measure individual performance. Some theorists and writers on motivation of employees concluded it is not possible to adequately motivate employees based on Maslow's "Heirachy of Needs" and Frederick Herzberg's "theory of hygiene needs" or "two-factor theory" because these theories averred that human needs are 'insatiable'. (Covey, 2001: 46)

This analogy is called the Contingency Theory. The contingency theory is a behaviorial theory that says that there is no one best way to manage a company, to lead an organisation or to make decisions. But the critical path analysis, the employees suggestion programs, SMART analysis, analytic heirarchy process etc, are decision making ways that have been proved to work better than others in their categories. The only way to manage an underfunded organisation is to ...