A Study on Problems in Motivation Techniques: An Approach in Sugar Units
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Figure 1 Employee Motivation Programs Fail
Offering cash as an incentive is a very sales-oriented tactic. Salespeople tend to lean toward it because achieving the goal means a bigger take-home pay. That’s the world they live in. That doesn’t necessarily apply to service or support people
If a company have temporary workers or part-time basis, which are likely to work overtime. Will they get paid for this? If so, how do organizations reconcile that with the full-time employees? (Retrieved on: 21/6/2013 http://staffingtalk.com/skeptics-view-clients-employee-motivation-programs/)
Purpose The rationale of this study was to describe the problems in motivation programmes on certain factors in a sugar unit. Specifically, the study sought to describe the ranked importance of the following ten motivating factors:
Job safety
Understanding with personal problems
Loyalty
Motivating work
Working conditions
Thoughtful discipline
Good take-home pay
Promotions and growth
Feeling of being in on things, and
Appreciation of work done. At the same find out some factors which do not work as motivator for employees as they do not quantify the
importance mathematically.