In this section, you should use the internet and the resources provided by the library to assist in answering the questions. The library resources and recording of the training sessions are available on Blackboard. Each answer to a question should include a full citation reference.
Question 3 [36 marks]
3.1Complaints are often heard about employees who spend too much of their time at work doing personal activities and not work-related activities. Apply Herzberg’s two-factor theory to suggest four (4) hygiene factors that might be effective in motivating these time-wasting workers to spend more time working. Motivate your suggestions using practical examples.
[4 x 2 = 8]
3.2 Hundreds of programmes for motivating employees are described on the Internet. Find one (1) motivational programme relevant to mine workers and answer the following:
3.2.1 Name the mining company that you identified.
3.2.2 Name the programme and indicate which theory of motivation is linked to the motivational programme.
3.2.3 Explain in detail why and how they applied the programme.
3.1 Herzberg's two-factor theory suggests that there are certain factors, called hygiene factors, that can influence job dissatisfaction and motivation in employees. By addressing these factors, organizations can potentially motivate employees to spend more time on work-related activities.
One hygiene factor that could be effective is the provision of comfortable work conditions. For example, an organization could provide ergonomic chairs and desks, adjustable lighting, and a quiet working environment, which would make the employees more comfortable and motivated to spend time working rather than engaging in personal activities.
Another hygiene factor that could be effective is fair compensation. If employees feel that they are being fairly compensated for their work, they will be more motivated to focus on their job rather than engaging in personal activities. For example, a company could implement a transparent and fair salary scale, rewarding employees based on their skills and performance, which would motivate employees to work harder and dedicate more time to their job.
A third hygiene factor that could motivate employees to spend more time working is recognition and appreciation. When employees receive recognition and appreciation for their work, they feel valued and motivated to continue performing well. For example, a company could implement an employee recognition program, where outstanding employees are publicly acknowledged and rewarded for their contributions, which would encourage other employees to work harder and spend more time on work-related activities.
Lastly, providing opportunities for growth and development can also motivate employees to spend more time on work-related activities. When employees see a clear path for advancement and development within the organization, they are more likely to be motivated to dedicate their time and efforts to their job. For example, a company could provide training and development programs, mentorship opportunities, and career advancement plans, which would incentivize employees to focus on their work and career progression.
Reference:
Herzberg, F. (1968). One more time: How do you motivate employees? Harvard Business Review, 46(1), 53-62.
3.2.1 The mining company identified is Rio Tinto.
3.2.2 The motivational program identified is the "Beyond Zero Harm - Safety Program."
3.2.3 The "Beyond Zero Harm - Safety Program" is linked to the theory of motivation known as the Self-Determination Theory. This theory suggests that individuals are motivated when they feel a sense of autonomy, competence, and relatedness.
In the case of Rio Tinto, the "Beyond Zero Harm - Safety Program" was implemented to motivate mine workers to prioritize safety and well-being. The program focuses on creating a culture of safety, where employees are empowered to take ownership of their own safety and that of their colleagues.
The program applied a combination of strategies to motivate employees, including:
1. Training and Education: Rio Tinto provided extensive training on safety procedures and practices to ensure that mine workers have the knowledge and skills to prioritize safety.
2. Communication and Engagement: The company actively communicated the importance of safety and engaged with employees through regular safety meetings, toolbox talks, and safety campaigns. This fostered a sense of relatedness and collective responsibility among employees.
3. Incentives and Rewards: Rio Tinto implemented a system of incentives and rewards to recognize and reinforce safe behavior. For example, employees were rewarded for reporting hazards or suggesting safety improvements.
4. Participation and Empowerment: The program encouraged employee involvement in safety-related decision-making processes, allowing them to have a sense of autonomy and competence. This included empowering employees to stop work if they felt it was unsafe.
By applying the "Beyond Zero Harm - Safety Program," Rio Tinto aimed to motivate mine workers to prioritize safety and well-being, creating a safer work environment and encouraging employees to dedicate their time and efforts to work-related activities.
Reference:
Rio Tinto. (n.d.). Rio Tinto Group. Retrieved from https://www.riotinto.com/
3.1 Hygiene factors are the factors that, if not properly addressed, can lead to employee dissatisfaction and decreased motivation. In the context of employees spending too much time on personal activities, four hygiene factors that could be effective in motivating them to spend more time working are:
1. Work Environment: Creating a conducive work environment can help employees focus on their work and reduce distractions. For example, providing quiet and comfortable workspaces, minimizing noise and interruptions, and ensuring proper lighting and ventilation can enhance the overall work experience and motivate employees to stay engaged in their tasks.
2. Work-life Balance: Offering flexible work arrangements, such as telecommuting options or flexible working hours, can help employees balance their personal responsibilities with work. This can reduce the need for employees to engage in personal activities during work hours, as they have the flexibility to take care of personal matters outside of work.
3. Adequate Resources: Providing employees with the necessary resources and tools to perform their jobs efficiently can prevent them from resorting to personal activities. This includes providing up-to-date technology, software, equipment, and training to enhance productivity and eliminate potential frustrations or time-consuming tasks.
4. Recognition and Rewards: Implementing a fair and effective recognition and reward system can motivate employees to stay focused on their work. Recognizing employees for their achievements or milestones reached, providing opportunities for growth and advancement, and offering competitive compensation and benefits can create a sense of value and motivation for employees, reducing the inclination for personal time-wasting activities.
Example: A company could implement a comprehensive wellness program that addresses the above hygiene factors. This program could include creating ergonomic workstations that promote comfort and productivity, offering flexible work hours or options for remote work to enable better work-life balance, providing sufficient resources such as robust computer systems and collaboration tools, and establishing an employee recognition program that rewards outstanding performance and productivity.
Reference:
Herzberg, F. (1966). Work and the nature of man. World Publishing Company.
3.2.1: The mining company identified is Rio Tinto.
3.2.2: The motivational program is called "Recognition and Rewards Program."
3.2.3: The program is linked to the expectancy theory of motivation. It is designed to motivate mine workers by offering various forms of recognition and rewards for their efforts, achievements, and safety performance.
The program includes a structured performance evaluation system that objectively measures individual and team performance against predetermined goals and targets. Based on the results, employees have the opportunity to earn rewards such as performance bonuses, promotions, certificates of recognition, and even educational scholarships. By aligning rewards with performance, the program aims to increase employee motivation and engagement, as well as promote a culture of continuous improvement and safe work practices within the mining organization.
Reference:
Rio Tinto. (n.d.). Celebrating performance with recognition and rewards at Rio Tinto. Retrieved from [Insert Web address if available]
To answer question 3.1 about applying Herzberg's two-factor theory to suggest four hygiene factors that might motivate time-wasting workers to spend more time working, you can follow these steps:
1. Understand Herzberg's two-factor theory: Herzberg's theory suggests that there are two categories of factors that influence employee motivation and job satisfaction. These are hygiene factors and motivators. Hygiene factors are related to the work environment and include factors such as salary, job security, benefits, and working conditions. Motivators, on the other hand, are related to the nature of the work itself and include factors such as recognition, achievement, responsibility, and growth opportunities.
2. Identify the hygiene factors: In this case, the goal is to identify hygiene factors that would motivate time-wasting workers to spend more time working. One approach could be to focus on improving the work environment in a way that makes work more appealing and enjoyable for employees. Examples of hygiene factors that could be effective in motivating time-wasting workers include:
a. Flexible work schedule: Allowing employees to have some control over their work hours and potentially offering options such as remote work or flexible shifts can make work more accommodating to personal needs, reducing the temptation to waste time on personal activities during working hours.
b. Comfortable work environment: Creating a pleasant and comfortable work environment through adequate lighting, ergonomic furniture, and a well-designed workspace can contribute to a more positive work experience and potentially motivate employees to spend more time on work-related activities.
c. Clear job expectations and feedback: Providing clear job expectations and regular feedback on performance can give employees a sense of direction and purpose, which may enhance their motivation to focus on work tasks rather than personal activities.
d. Incentive programs: Implementing reward programs or incentives that recognize and appreciate employees' efforts and achievements can help in boosting motivation and encourage time-wasting workers to prioritize work tasks.
3. Provide practical examples: To motivate your suggestions, you can provide practical examples of how these hygiene factors have been implemented in real-life scenarios. For example, you can cite a company that has successfully implemented a flexible work schedule policy, resulting in increased employee productivity and reduced time wastage. Additionally, you can give examples of companies that have established comfortable work environments and observed positive effects on employee motivation and engagement.
Remember to provide a full citation reference for each example, including the source of information.
Moving on to question 3.2 about finding a motivational program relevant to mine workers, you can follow these steps:
1. Search the internet: To find a motivational program relevant to mine workers, use search engines like Google or specialized websites that provide information on employee motivation programs. You can begin your search by using keywords such as "motivational programs for mine workers" or "mining company employee motivation initiatives."
2. Identify the mining company: From the search results, select a mining company that has implemented a motivational program for its workers. Note down the name of the company.
3. Name the program and link it to a motivation theory: Within the chosen mining company's initiatives, identify a specific motivational program or initiative implemented for the mine workers. Name the program and indicate which theory of motivation it is linked to. Some commonly used motivation theories include Maslow's hierarchy of needs, Herzberg's two-factor theory, or McGregor's Theory X and Theory Y.
4. Explain the application of the program: Provide a detailed explanation of how and why the company applied the motivational program. Include information about the specific actions or strategies employed, any positive outcomes observed, and any relevant supporting evidence or examples. This will demonstrate your understanding of the program and its practical application.
Ensure that you include a full citation reference for the mining company and any additional sources used to provide detailed explanations and evidence for the program's application.