In this task according to question I will describe the determination, three different motivational ideas and I choose Ryanair which is battling by the demotivation of his personnel and the high personnel turnover.
Motivation is human psychological characteristic which ultimately shows the amount of commitment towards a specific goal. Motivation implies that how worker think about his job, if he is motivated than efficiency level will be high. Motivation associated with morale as well, if the morale is high it shows employees job satisfaction and they are dedicated and dedicated because of their works. But if morale is low it results low production, absenteeism, and the high staff turnover. In another words performance mainly rely upon motivation.
job performance= desire +ability
Contemporary views on motivation
in this section we are discuss about the three motivation theories which can be an example for the professionals who are fighting the low determination of staff and the high personnel turnover and these theorise can help to understand how to encourage the personnel. we are actually going to talk about three types of theorises:-
1. Need theory
2 Expectancy theory
3 Reinforcement theory
Need theory
Need theory of desire originated by Maslow which in essence focuses on the essential needs of the person. It tells us a person first motivated for food, salary, and shelter. This theory also explains a person is determined when he didn't get a certain level of satisfaction in his life. For instance: - a kid cannot be determined for his category if he didn't take breakfast. According to the theory whenever a person fulfils his basic needs he move to next one.
For example:- someone who don't have basic things for survival like food, shelter so his first top priority will be food. After fulfilling the essential needs he'll looks for job security, cover, love belongings, then he stimulate himself to his self-esteem where he look for his position in culture and in organisation where he is working and living. This theory shows us a person can not be a motivator himself his needs didn't power him to motivate.
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Expectancy Theory
This theory was given by victor vroom. according to this theory every person has his own gaol and his own set of objective. and they can inspire themselves only when they feel that you can find some interconnection between performance and efforts. if this performance results favourable for these people and its gratify the special needs so they can make efforts rewarding. this theory includes more practical solutions somewhat than other ideas.
We can understand this by way of a scenario that in a 5 star hotel tow marketing agents are on promotion level for a marketing manager's job. mike that has a good marketing results in whole calendar year and he always gets a good appraisal and good performance end result. but he's little bit confuse to taking this job because this job requires a lot travel, extended hours working shifts, more stress, and focus on pressure. but in another aspect paul needs this job as well. paul is also possessed a great results in this past year he improve himself. and he feel that he's a suaitable prospect for this job. now matching to Expectancy theory paul is a suitable candidate because of this job because he is encouraged for the promotion and in another part mike is not motivated to get advertising.
This theory is has reversiable process it means when you put any action different outcomes came these results maybe positive or negative or. for example in virtually any organisation when people do overtime and hardwork. for this outcome was included with salary raise, promotions, or new skills however in negative strategy they didn't get time with their social life
Managers can put into action this theory in a several way.
Managers must make sure that staff should increase their performance level to achive their goals.
The dedicated workers must be prize as per their performance
Reinforcement Theory
This theory was presented with by BF Skinner and his associates. this theory is dependant on law and result. this theory says that rewarded behavior should be repeated again and again. but individual's behaviour that includes a negative approach shouldn't be repeated. this theory is the strong solution to control or control the individuals behaviour.
Positive reinforce used to offered a positive response for a person who shows a appropriate behavior for example:- when you ask your any staff to cover some other employees shift who is not approaching because of sickness. and your employee has their own plan nevertheless, you ask him and he prepared to work do immediately praising. or all of your employee is very nice to customer just praise him on the spot that you done a great job.
Negative reinforce or punishment is made for unsuitable behavior which is not assume to be at the work place for example:-any of your employee was rude to the customers. he must be punished or should be released a warning
When implement encouragement theory managers ensure that do not encourage all empoloyees in a same manner. they must tell every person that you do well this section however, not here.
In this section I will be describe Ryanair determination problem in every cabin team and ground staff members. rayanair is a cheapest air travel in Europe. corresponding to deputy general of irish trade union, Ryanair has a very high staff turnover in every section like pilots cabin crews, and the ground staff. its because that the employees need to pay some cash for company because of their own uniforms, meals, and training session. Instead of the corporation have to pay for them for everything and provide traning.
Because of this a lot of employees left the job and now they have to recruit the new individuals, so they recruit peoples from the firms, and they weren't good. from then on they ask pilots that pay for their retraining. A cabin staff person in Ryanair writes touch upon a site where he had written: " Ryanair will not care about its cabin team and just calls for the most they possibly can squeeze out of us. After having a twelve hour day with out a break, I don't have the energy to be nice to passengers or be sure my nail polish is still on. Come on Ryanair start valuing what we do because without us you cannot fly".
The Ryanair cabin staff member are not nice with traveler, we can see why thses are not loyal with them in the statement of a crew member on website. because the employees work hard nevertheless they aren't treat as per their performance. they certainly the long shifts with no break for that reason they become very anxious and it make sure they are rude with the passengers. because of this there is a high staff turn over and Ryanair losing more passenger and its totally rely upon staff motivation
According to Taylor's "scientific management" theory people inspire by profit other words pay or salary. but in Ryanair compare to their employees effort, long shifts and the working enviorment, salary and salary aren't good that they should have for. its true that Ryanair is an inexpensive airline but a great many other low cost providers are not facing this kind of personnel turnover and their workers are receiving good pay.
Ryanair boss need to be understand that without any dedicated and smart employees they will be no more in this industry and without the break working in long shifts is inhuman and spending money on their outfits, food and even for training when you gaining a less is not satisfactory.
For this issue ryanair's human learning resource team should follow the Maslow's hierarchy of needs theory when i discuss before that if rayanair will fulfil the basic needs of the employees like good wages, friendly working environment, and good training and development. the employees will be determined to work and it will good for company's reputation as well as employees morale and after that they can provide in good manner for people.
Selection and recruitment process
In this section I'll express that what the procedure should be follow during hiring people. Recruitment and selection process should be achieved in an effective way because recruiting an incorrect person can be harmfull for orgnistion to increase cost, labour turnover, and demotivating the morale of the exiting employees
Shortlisting - when company request applications for any job there are a lot software and the CV send by prospects. the first method is shortlisting based on the requirements of the work, education and skills of a candidate.
Forms of assessments - for some jobs individuals may ask for a written test or making a display. its be based upon the job profile. for example- for a engineer post a technological exam should be try find out about the applicants knowledge.
Interview - the goal of performing the interview is to learn more about the applicant, to learn about the ability to get the job done and to get some personal information.
Reference investigations - this is the most crucial part of the selection process. which information you accumulated from interview beside from this you can get information form guide check to guarantee the suitable applicant is appointed. you can also validate the information which you got from interview Basicly effective job depend on the recruitment and selection process. If you follow the correct process and also you find a suitable candidate to execute the job in line with the needs of the job.
it will be a good sign for organisation as well as for prospect as well because person will be determined and he will do the job in appropriate way. but if you choose a wrong prospect it be considered a loss for company that committing money for his training, high staff turnover, and low staff morale for working employees and for candidate that he will be demotivate to got a another job.
Your selection process should be reasonable enough since when you select candidates there should not be discrimination in the bottom of sex, years, religion or opinion. it means you should provide a equal chance to all. because if discriminate people your existing may be demotivate. And in another area if you consistently choosing the incorrect candidates for the wrong job, so they can be leaving the company period to time
it can be bad impression of company in your employees or may be exterior as well same like Ryanair they choose the simple way of selection, because of this they couldn't find the nice candidates to perform the responsibilities and then personnel was demotivated and staff turnover was high.
For example:- A five stat hotel choose a applicant who haven't any experience in hotel industry for a front office associate job and the hotel provided him training and develop his personality in a single time, now when enough time came to get back the investment which hotel invest to give training and development, the applicant left the company because he think that there is absolutely no future for him in this company. It was just because of lack of motivation. it cost a lot for organisation in economically and its demotivate the existing staff members
Second example:- A air travel appoint a fresh candidate as a cabin staff member and offer him an exercise by investing big money but after sometime because of some reason flight copy him in surface personnel in a good position but because he was trained for cabin crew, he have no idea anything about the ground staff jobs. so his morale become low and he kept the work and for that reason airline lost a lot of money. and the other workers demotivate.
By these two example we can understand that by by using a right approach to selection, we can minimise the price tag on company to selecting people. And we can provide a right job for right applicant according to his skills, interest, and capability.
Conclusion
From the above assignment i have figured if any business is following a appropriate way of recruitment and selection when i wrote before, there will be no desire problem will be happen in the company and the managers can put into practice any drive theory to encourage his staff. Also to reduce the personnel turnover, organisation must be fulfil the employees needs and give them right job for right person matching to their capability and the performance level. Managers also must make sure that they provide appraisal to all employees time to time so they can check themselves as their performance basis.
