A recent article about university workplace explores an issue of modern employees’ satisfaction with the working process and other indexes of working conditions. A foundation of the article is a conducted survey of six staff members of a non-profit organization, Nova Southeastern University. The authors conclude that establishing productive environment is pillar of employees’ satisfaction and their further working achievements. They also note that providing such atmosphere is urgent in non-profit organizations, where compensations and financial encouragement are rare (De Vito et al. 20).
The theory upon which the survey is based includes classical motivational theories divided into two groups: Content and Process. The first consists of Maslow’s Needs Hierarchy and Herzberg’s Hygiene Factors and the second contains Expectation and Equity Theories (De Vito et al. 21). Each motivating method can be efficient in certain conditions and with different employees. The authors express their opinion on the theories implementation in the following way: to reach a solid encouraging effect, a manager needs to combine the theories constantly. The practical side of the study begins with an analysis of external and internal factors which have an impact on the workers’ outcomes (De Vito et al. 23). The researchers offer the six employees to answer a list of ten questions related to their workplace at the NSU.
The authors demonstrate that the motivational level at the NSU is above average, although there is a lack of professional encouragement due to an absence of internal motivating factors. The respondents notice they enjoy the work but are not satisfied with the workplace (De Vito et al. 26). On the contrary, every employee has a sense of belonging to the university according to Maslow’s Needs Hierarchy (De Vito et al. 28). The research also describes how important creativity stimulation, constant challenging of skills, and feeling of demand are for an employee. Another influential motivating factor is responsive management, as workers display higher performance when they can refer to a competent person in case of an issue. As the results reveal, a low level of motivation forces workers to seek another employment opportunities. In the context of low-budget and non-profit organizations especially, the workers respond better to motivation of relations than financial compensation (De Vito et al. 29). Thus, a successful manager should provide support and take subordinates’ ideas and proposals into consideration.
The main thought provided by the authors is that a combination of motivational theories is preferred over their separate use. For the further development of a sense of Belonging, the institution might need to create a working community that can stimulate its members to develop professionally (De Vito et al. 29). Summarizing, the management strategy should be balanced and include various encouragement methods.
The survey is a valuable source for executives of any institutions who wish to increase the motivation of their subordinates, as it contains both theoretical and practical approaches to studying origins of employee relations. Considering modern competitive environment of any business, maintaining a certain amount of loyal and responsible employees is crucial. The methods given in the research demonstrate managers can achieve this goal by implementing several approaches and their combinations in work encouragement. Although the survey is simple and involves few members of a not-for-profit institution, it has a potential for further investigation and is applicable for various workplaces.
The provided article emphasizes the importance of motivational activity within non-profit organizations. The survey is conducted in a brief manner, involving six employees’ opinion. A proposed questionnaire of ten items might seem inadequate basis, as the information is collected from the institution with narrow specification. Despite that fact, the conclusions are accurate, as the research is complemented by a solid theory and the results are consistent with larger studies in the area. The exploration cover urgent aspects of employee relations and factors to stimulate them and cause their overall satisfaction. Within the analysis, the authors draw various conclusions about the importance of several factors. Those are job security, good example by superior, motivating team environment; considering employees’ emotional and professional needs, providing a possibility to express workers’ ideas. Considering the facts above, the article is valuable because of its possible further development and a wide area of implementation.
Concerning the relevance of the survey, its results might be applied beyond non-profit organizations as a supplement to financial motivation in corporate firms. As the results show, social and career-related ambitions of employees can be prior to pursuit of high compensation, widely considered as the main motive for employment. By using motivational theories, a manager might avoid exceeding expenses, while the extra can funds form a decent compensation for the most active workers’ input as a gesture of gratitude.
In conclusion, the article provides original and applicable information, despite its plain survey foundation. The outcomes raise suggestion about how the methods of encouragement can spread onto any type of organization. Thus, the topic can be explored further to be discovered broader. While nowadays every firm tends to maintain a loyal team of employees, it is necessary to keep them motivated. In accordance with the research, firms may use a combination of encouraging instruments to succeed in creation of a loyal and responsible team.
Work Cited
De Vito, Lynn, et al. (2018). “Employee Motivation Based on the Hierarchy of Needs, Expectancy and the Two-Factor Theories Applied with Higher Education Employees.” International Journal of Advances in Management, Economics and Entrepreneurship. Web.