Respected seniors,
i am doing my training in a PSU. i have got the topic of testing the motivational techniques on employees and testing the awareness level of employees about their organisation.
plz help me out to prepare a joint questionnaire on it.
regards
vivek
From India, Valsad
6i am doing my training in a PSU. i have got the topic of testing the motivational techniques on employees and testing the awareness level of employees about their organisation.
plz help me out to prepare a joint questionnaire on it.
regards
vivek
From India, Valsad
Hi Vivek,
Please come out with your study on movitation and awarness of the company, i will help you prepare questionner by your own. I do have those questionner but i want you to do it urself, so that you can enjoy your work and feel good bout the project done by you.
Regards,
RK
From India, Hyderabad
Please come out with your study on movitation and awarness of the company, i will help you prepare questionner by your own. I do have those questionner but i want you to do it urself, so that you can enjoy your work and feel good bout the project done by you.
Regards,
RK
From India, Hyderabad
i am very thankful to you to reply up.
see i am doing training with a PSU. i have to prepare questionnaire on testng employees perception towards organisation which should also help in testing motivational techniques. now i am only doing 1 month training so i hve thought of using only herzberg motivational technique to test it.
now when i am preparing questionnaire then i am geting confused on whether it is a satisfaction questionnaire or a perceptiion testing questionnaire.
plz send me ur mail id so that i can send u the questionaire
regards
plz reply up early.
From India, Valsad
see i am doing training with a PSU. i have to prepare questionnaire on testng employees perception towards organisation which should also help in testing motivational techniques. now i am only doing 1 month training so i hve thought of using only herzberg motivational technique to test it.
now when i am preparing questionnaire then i am geting confused on whether it is a satisfaction questionnaire or a perceptiion testing questionnaire.
plz send me ur mail id so that i can send u the questionaire
regards
plz reply up early.
From India, Valsad
Gentlaman,
Staff surveys are usually very helpful in establishing whether staffs in your company are motivated and therefore performing to best effect. Aside from the information that questionnaires reveal, the process of involving and consulting with staff is hugely beneficial and motivational in its own right, (see the 'Hawthorne Effect'). Whilst your survey will be unique to your company, your staff issues, your industry and culture, some useful generic guidelines apply to most situations. Although not exhaustive, the following ten points may help you cover the relevant subject areas and help towards establishing facts rather than making assumptions about motivation when designing your own questionnaires on employee motivation. Ultimately, motivation must come from within each person. No leader is ever the single and continuing source of motivation for a person. While the leader's encouragement, support, inspiration, and example will at times motivate followers, the leader's greatest role in motivating is to recognise people for who they are, and to help them find their own way forward by making best use of their own strengths and abilities. In this way, achievement, development, and recognition will all come quite naturally to the person, and it is these things which are the true fuels of personal motivation.
Ten tips for questionnaires on employee motivation
1. What is the 'primary aim' of your company?
Your employees may be more motivated if they understand the primary aim of your business. Ask questions to establish how clear they are about your company's principles, priorities and mission.
2. What obstacles stop employees performing to best effect?
Questionnaires on employee motivation should include questions about what employees are tolerating in their work and home lives. The company can eliminate practices that zap motivation.
3. What really motivates your staff?
It is often assumed that all people are motivated by the same things. Actually we are motivated by a whole range of factors. Include questions to elicit what really motivates employees, including learning about their values. Are they motivated by financial rewards, status, praise and acknowledgment, competition, job security, public recognition, fear, perfectionism, results...
4. Do employees feel empowered?
Do your employees feel they have job descriptions that give them some autonomy and allow them to find their own solutions or are they given a list of tasks to perform and simply told what to do?
5. Are there any recent changes in the company that might have affected motivation?
If your company has made redundancies, imposed a recruitment freeze or lost a number of key people this will have an effect on motivation. Collect information from employees about their fears, thoughts and concerns relating to these events. Even if they are unfounded, treat them with respect and honesty.
6. What are the patterns of motivation in your company?
Who is most motivated and why? What lessons can you learn from patches of high and low motivation in your company?
7. Are employee goals and company goals aligned?
First, the company needs to establish how it wants individuals to spend their time based on what is most valuable. Secondly this needs to be compared with how individuals actually spend their time. You may find employees are highly motivated but about the "wrong" priorities.
8. How do employees feel about the company?
Do they feel safe, loyal, valued and taken care of? Or do they feel taken advantage of, dispensable and invisible? Ask them what would improve their loyalty and commitment.
9. How involved are employees in company development?
Do they feel listened to and heard? Are they consulted? And, if they are consulted, are their opinions taken seriously? Are there regular opportunities for them to give feedback?
10. Is the company's internal image consistent with its external one?
Your company may present itself to the world as the 'caring airline', 'the forward thinking technology company' or the 'family hotel chain'. Your employees would have been influenced, and their expectations set, to this image when they joined your company. If you do not mirror this image within your company in the way you treat employees you may notice motivation problems. Find out what the disparity is between the employees image of the company from the outside and from the inside.
When asked what brought about lack of motivation at work, the majority of people in research carried out by Herzberg blamed 'hygiene factors' such as working conditions, salary and company policy. When asked what motivated them they gave answers such as 'the sense of achievement', 'recognition', 'the opportunity to grow and advance' and 'greater responsibility'.
Now, come to the Facts on PSU:
This is what I discussed about is theory of motivation in principle. But I also worked in PSU’s and I have reservations regarding applicability of these theories of performance based on reward management on the basis of performance.
In all PSU, employees are eligible for salary as per salary scale and stagnation benefits as per their entitlements and after certain period irrespective of performance or even if performance appraisal being done its been followed in harmony with Trade Union Dictate and central tendencies in appraisal because no one want to become enemy of employees and Trade Union influence is beyond management control in such employee issues may lead to industrial relation problem and disputes. Therefore employee motivation is itself has no meaning in Public Sector Undertakings or Public Enterprises run by the governments.
BADLU
From Saudi Arabia
Staff surveys are usually very helpful in establishing whether staffs in your company are motivated and therefore performing to best effect. Aside from the information that questionnaires reveal, the process of involving and consulting with staff is hugely beneficial and motivational in its own right, (see the 'Hawthorne Effect'). Whilst your survey will be unique to your company, your staff issues, your industry and culture, some useful generic guidelines apply to most situations. Although not exhaustive, the following ten points may help you cover the relevant subject areas and help towards establishing facts rather than making assumptions about motivation when designing your own questionnaires on employee motivation. Ultimately, motivation must come from within each person. No leader is ever the single and continuing source of motivation for a person. While the leader's encouragement, support, inspiration, and example will at times motivate followers, the leader's greatest role in motivating is to recognise people for who they are, and to help them find their own way forward by making best use of their own strengths and abilities. In this way, achievement, development, and recognition will all come quite naturally to the person, and it is these things which are the true fuels of personal motivation.
Ten tips for questionnaires on employee motivation
1. What is the 'primary aim' of your company?
Your employees may be more motivated if they understand the primary aim of your business. Ask questions to establish how clear they are about your company's principles, priorities and mission.
2. What obstacles stop employees performing to best effect?
Questionnaires on employee motivation should include questions about what employees are tolerating in their work and home lives. The company can eliminate practices that zap motivation.
3. What really motivates your staff?
It is often assumed that all people are motivated by the same things. Actually we are motivated by a whole range of factors. Include questions to elicit what really motivates employees, including learning about their values. Are they motivated by financial rewards, status, praise and acknowledgment, competition, job security, public recognition, fear, perfectionism, results...
4. Do employees feel empowered?
Do your employees feel they have job descriptions that give them some autonomy and allow them to find their own solutions or are they given a list of tasks to perform and simply told what to do?
5. Are there any recent changes in the company that might have affected motivation?
If your company has made redundancies, imposed a recruitment freeze or lost a number of key people this will have an effect on motivation. Collect information from employees about their fears, thoughts and concerns relating to these events. Even if they are unfounded, treat them with respect and honesty.
6. What are the patterns of motivation in your company?
Who is most motivated and why? What lessons can you learn from patches of high and low motivation in your company?
7. Are employee goals and company goals aligned?
First, the company needs to establish how it wants individuals to spend their time based on what is most valuable. Secondly this needs to be compared with how individuals actually spend their time. You may find employees are highly motivated but about the "wrong" priorities.
8. How do employees feel about the company?
Do they feel safe, loyal, valued and taken care of? Or do they feel taken advantage of, dispensable and invisible? Ask them what would improve their loyalty and commitment.
9. How involved are employees in company development?
Do they feel listened to and heard? Are they consulted? And, if they are consulted, are their opinions taken seriously? Are there regular opportunities for them to give feedback?
10. Is the company's internal image consistent with its external one?
Your company may present itself to the world as the 'caring airline', 'the forward thinking technology company' or the 'family hotel chain'. Your employees would have been influenced, and their expectations set, to this image when they joined your company. If you do not mirror this image within your company in the way you treat employees you may notice motivation problems. Find out what the disparity is between the employees image of the company from the outside and from the inside.
When asked what brought about lack of motivation at work, the majority of people in research carried out by Herzberg blamed 'hygiene factors' such as working conditions, salary and company policy. When asked what motivated them they gave answers such as 'the sense of achievement', 'recognition', 'the opportunity to grow and advance' and 'greater responsibility'.
Now, come to the Facts on PSU:
This is what I discussed about is theory of motivation in principle. But I also worked in PSU’s and I have reservations regarding applicability of these theories of performance based on reward management on the basis of performance.
In all PSU, employees are eligible for salary as per salary scale and stagnation benefits as per their entitlements and after certain period irrespective of performance or even if performance appraisal being done its been followed in harmony with Trade Union Dictate and central tendencies in appraisal because no one want to become enemy of employees and Trade Union influence is beyond management control in such employee issues may lead to industrial relation problem and disputes. Therefore employee motivation is itself has no meaning in Public Sector Undertakings or Public Enterprises run by the governments.
BADLU
From Saudi Arabia
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