Hawthorne effect Essay Example for Free

Hawthorne resultant EssayIn todays competitive modality lots of business owners be trying to get more from their lapforce at the comparable measure however their employees be trying to get more from their tradings. punish and acquaintance programmes atomic number 18 unriv in alled expressive style that employers can stir up their staff into changing their key behaviors and work habits, thus benefitting the business. At the same clipping these schemes can also give the employee that little bit extra they are looking for from job.Motivation and vantage are closely linked and in that location render been many credible theories written on the subject. It is astray recognised that human beings see a need to feel valued, both in their home lives and in the work office staff. To keep people motivated they need to be encouraged, rewarded (where appropriate) or recognised in their endeavors. whizz of the most valued of the penury theories was written by Abraham Masl ow from the USA back in the 1950s. As vox of his study into motivation Maslow developed a five tiered hierarchy of ineluctably. He argued that the course to motivate several(prenominal)s in the workplace and indeed in life is to satisfy the need sets 1 by one and in order. The commencement ceremony of the need sets and the most basic are the biological and physiological needs. These are survival requirements ingrained into us and evolved with mankind for tens of thousands of years, things such(prenominal) as food, shelter, warmth etc. In Maslows sham its these needs that need to be satisfied before anything else, for example there is little point in time offering status as a motivator, when the individual has non yet satisfied basic requirements such as achieving a livable prosecute in order to eat, secure shelter etc.Reward SystemsPeformance at Mark-it- galvanic pile Co Ltd is not what it should be and it has been decided between senior mangement and the Human Resources de percentment that the psychiatric hospital of a reward scheme is whats required to motivate the workforce and improve work overall.The aggroup in charge of deciding on the reward system to implement mother come up up with the following suggestionsVariable Pay/Bonus SchemeA scheme of variable pay is one possible solution for the supermarket. In this scheme a portion of the employees pay would be considered at risk. This portion of the wage leave behind be rewarded according to the performance of the company as a whole, on the basis of personal acheivement or found on the results of a department or aggroup up (this would in all probability be the most stiff for this type of commercial business)Targets will be set at the commencement exercise of a specified period (per annum is the common period) at the end of this period depending on the how well the targets realize been met, a percentage or full quantity of the at risk part of their pay will be paid to the individual. This payment could take a few protestent forms, possibly a exchange bonus, a quantity of stock or shares in the business.Whilst monetary reward has been proven to be effective and can encourage to a great extent work amongst a team or individually, it has the disadvantage of impacting on cabbage make by the supermarket, for example if the grocery team meet their target for keeping the produce displays replenished to a defined level, whence the whole grocery team will have earnt the bonus which must be paid from the profits. You also may have a situation where part of the workforce run short demotivated, if their team or they personally have missed out on a bonus.Bonus and pay piddle rewards are considered differently depending on which motivation theory you study. For example in Maslows hierachy of needs, financial remune balancen is exclusively mentioned inside the first tier of the hierachy which covers the most basic and obvious survival needs (physiological needs) Money was not considered by Maslow be a long confines motivator.Frederick Herzberg considered financial reward to be amongst his hygiene factors that is that specie in itself is not a motivator but actually will only act as a dissatisfier if the individual feels that their financial expectations and requirements of the role are not being met.In contrast to Maslow and Herzberg, illusion Stacey Adams exponent have argued that bonus schemes and pay related rewards can indeed be effective motivators. If the individual percieves that they are gettting a mean(a) input to output balance in comparison to their peers eg, works hard (input) for a pay bonus (output) However that motivation through financial reward top executive not last. If the individual learns that a colleague or peer is benefiting from a better input to output ratio (eg doesnt work as hard, but gets paid more) then the individual can quickly become dissatisfied.PromotionThe introduction of a promotion programme could be a v iable option. If the employees are aware that there is a realistic opportunity for them to progress inside Mark It Down Co then they will likely feel motivated towards improving their standard of work in the expect that they will be one of the employees chosen for promotion. Maslows heierachy of needs supports promotion as a motivator, however depending on the person promotion/status as a form of motivation might be quite spirited up on the tiers and as such it would only work if the tiers under have already been satisfied. in that location could be several downsides to this however often with promotion comes a climb on in requital for the individual, which will of course impact on any profit made by the supermarket. There might also be a risk of a culture developing within the company whereby individuals take the attitude that they are out for themselvesEmployee of the MonthOne of the suggested cite programmes is an employee of the monthscheme. The sentiment is that all empl oyees and managers are provided with a brief form to be used to nominate an employee that they suppose deserves recognition (they should also explain the reasons behind there nominating address)Due to the nominations for employee of the month being business wide-cut not only is the playing field for recognition level, but there is the s recognise for recognising excellance in all of the different areas of the organisation. This reward system could be as low or high cost as Mark it Down Co directors see fit. There is support for this type of recognition reward in Elton Mayos Hawthorne Effect theory. Following his studies of workplace behaviour at the Hawthorne coif Chicago in the late 1920s and early 1930s Mayo deduced that emotional factors acted as farther better motivators than economical ones, as such a reward scheme of this nature could be in truth effective indeed, not to mention low cost.On the downside employee of the mon th schemes can have a tendancy to be considered a little cheesy and may require a little effort on the part of the programme managers in order to keep all of the staff motivated to particiate by completing the nomination slips.Pass on PraiseSomething as simple as passing on positive comments you have heard about an employee direct to the individual can have an extremely motivational effect. Again the hawthorne effect supports this belief. The praise could passed on by way of email, copying in managers or even with a take to task to a senior managers office in order to receive thanks directly.The main advantage of this inclination is that it costs nothing and is extremely easy to implement, however it may not be enough on its own, I would suggest that this tactic be used in conjunction with one of the other employee recognition schemes.All of the afore mentioned reward options have the potential to be effective, however the success of the chosen scheme could have a lot to do with theindviduals in nbeed of motivation. For instance in McGregors theory, the two employee types, X and Y differ greatly. What might motivate a Y employee ( whateverone that is naturally happy to take on repsponsibilty and excepts work as part of life) might have the opposite effect on an employee of the X variety (someone thats avoids repsonsibility and needs to be heavily supervised. The type of employees to be motivated should be considered before a motivation and reward scheme is decided upon.Monitoring PerformanceThere are various ways to superintend the performance of your workforce. In the supermarket setting of Mark it Down Co, these could bePhysical the recite of sales made, the number of employees served, punctuality or attendance. There can be no disputing these types of performance indicators they are unequivocal and offer a realistic insight into the performance of a team or individual.Qualiative these indicators are based on opinions and judgements (the view of a supervisor or the such like). These indicators are just as pregnant as physical ones but managers should be careful to ensure that any measures of performance are considered fair by both the employees and employers.Goals and TargetsPerformance measurement can also be linked to the companies appraisal system, that is performance can be measured by assessing progress made on targets and goals agreed at the preliminary review. Appraisals are valuable in this respect.In order to effectively monitor performance in this way it is important to ensure that your employees are aware of the difference between target and goal.Goals These are long term ambitions that should relate to the individual aims for progressing within the company.Targets These are the steps taken in order to achieve the goal. There is an acronym that can act as a guide for the criteria that any targets should adhere to. They should be Specific, Measurable, Achievable, Realistic and snip bound. There is little point setting targets outside of these parameters.Monitoring pr ogress towards identified goals and objectives as a way of determining who deserves reward does have its pros and cons though. On the one hand it can be considered an soft measurable method of monitoring performance, but on the other (particularly when the goals and targets have been set for a team or group) it could be argued that the fact that a company/team or individual is achieving its set goals and targets is not a true indication of who has made the most effort towards making that happen and as such is not an effective method for identifying who should qualify for reward. This is an important thing to consider when applying motivation and reward schemes, as an incorrect or ill managed monitoring technique could be costly to a business. For example a company will not want to be handing out cash bonuses to a whole team for reaching a set goal if it transpires that 3 out of 5 team members have made no improvement to their work output and had nothing to do with the teams progress or achievementWhen considering target setting as a way of monitoring progress and establishing where reward, praise or recognition should be given, serious thought should be given to how the company plans on pinpointing exactly who has been trusty for progress, both positive and negative.BenchmarkingAnother way to monitor company performance is to measure its successes and failures against those of other businesses in the same market. For example Mark it Down Co could measure its sales figures against one of its competitors, Lidl for instance. This method is know as bench marking andits all about taking the best practices of the highest achieving businesses in the same market and applying them back in the business in apparent motion.Job EvaluationIts has been brought to management attention that one of the employees at Mark it Down Co believes that he is receiving less salary for the same work as one of his peers. The following two methods can be used to evaluate the jobs of the individuals in question in order to assess whether theses concerns are justified or not.Job RankingJob rank is one of the simplest methods of job military rating. Its considers the job as a whole and ranks it against another whole job within the organisation. This is usually carried out by the raters comparing the jobs using their general knowledge of the roles themselves. The jobs are ranked in order of the difficulty of the job itself or the importance of the role to the company. The procedure is followed for each department and then a comparison of jobs at all levels is made and jobs are given grade levels which define salary groups.The job ranking method is easily understood by all employees and simple to administer, however it does have its disadvantages, this technique is not really suitable for large organisations with complex structures where its is much harder to gain familiarity with all of the job roles. With this in mind it is probably not the solution that should be use d at Mark it Down Co Ltd.Point Factor MethodThe point factor method establishes job values by assigning points to each area within a group of defined factors, below are some examples but there any many different factors that could be defined further and given points in order to be used for job evaluationSkill Within this group there might be points available for, experience or training.Effort The points available for effort might be dual-lane between mental and physical effort.In this method each job is rated using the defined points system. The points are totaled to form the final score for that particular role. From there jobs are grouped into salary grades (jobs with homogeneous points ratings would be placed together in the same salary grade) This method can be clean-cut to meet the needs of specific companies and is suitable for use within larger organisations where there are a large number of jobs to evaluate. Its an easy model to work with once its in place but can be very expensive and time consuming to develop in the first instance. In my opinion the point factor method would be a the better job evaluation model to use for Mark it Down Co. Job ranking is just too simplistic to cope with the amount of individuals roles at this organisation. The factors I think should be used to develop the point system are as follows Skill Experience, Training, Ability, EducationResponsibilities Monetary, Supervisory, ReportingEffort Mental, PhysicalEnvironment Job Location, HazardsIn order to establish if the employee in question has a case for querying the wage he is on in comparison to his colleague. His overall score for the above factors should be calculated in order to establish his pay bracket. If the pay grade is the same as that of his colleague then his concerns are justified and his wage should be brought into line. If it is not and he is in a lower wage group then there is no case for a wage increase. Equally if the individuals wage bracket is determi ned to be high than that of his colleagues then his wage should be adjusted to reflect as much.