The motivation for staying in the current employment position
My motivation to stay at the current employment is intrinsic. This is a motivation that is not based on material benefits or rewards, but on a person’s passion, desire, and interest in something (Thompson, 2003). My intrinsic motivation is the happiness I derive from serving others who are in need. I believe that man was created to serve humankind, which motivates me to serve others irrespective of the quality and quantity of the material gains.
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My workplace management recognizes that employees are motivated by other things apart from payment. In this regard, it provides grants to those employees who are interested in advancing their education in various fields. It also rewards the hard-working employees with promotions, which come with pay increment and fame among those promoted, which makes them stay longer in the organization.
The management process that terminates an employee
In the organization where I work, employees can leave their work either through their wish or through termination by the management. The termination process is depended on the employee’s productivity. When an employee is employed, they are given a grace period of three months, referred to as a probation period. During this period, the employee is paid a constant amount every month as they are oriented in the job. After this period, the management introduces variable pay (Zaccaro, 2001).
The employee is paid depending on how many customers they bring to the organization to get a loan. If the employee fails to bring any customer for two consecutive months, his or her contract is terminated without notice. This is not fair because these employees usually use their resources moving up and down to get the customers, but instead of being acknowledged for that, they get sacked. This makes them feel embarrassed and stressed. If I were in charge, I would ensure that employees get basic payment regardless of whether they have performed or not, plus a certain commission based on how many customers they bring to the organization to get a loan.
Incorrect behavior at the workplace caused by the stress of the situation
One of the things which cause stress to employees is organizational change (Towers, 2008). In the organization where I work, such a situation happened when the organization was undergoing structural changes at the advent of the global economic crisis of 2008-2009. The changes caused the laying off of some staff, which meant that their roles were to be performed by others who were retained. One of the human resource managers was laid off, and his duties were supposed to be performed by the administration department’s head. On assuming the additional roles, the head of the administration department changed his behavior drastically.
He became so unruly, autocratic, emotional, and dictatorial while discharging his duties as a human resource and administration manager. This was caused by the stress associated with being overworked. The stress would have been avoided if the manager was taken for a brief training on human resource management to understand how to manage human resources instead of commanding them.
Thompson, J.D. (2003). Organizations in Action: Social Science Bases of Administrative Theory Classics in Organization and Management Series. Chicago, IL: Transaction Publishers.
Towers, I. (2008). Organizational change: processes, contexts and perspectives. Ottawa, ON K1A 0N4: Library and Archives Canada.
Zaccaro, S.J., (2001). The Nature of Organizational Leadership: Understanding the Performance Imperatives Confronting Today’s Leaders. West Sussex PO19 8SQ: John Wiley and Sons.