Motivation-Improving staff performance

Self-improvement

Content theories which are sometimes called “need theories” which focus on what motivates and individuals. It therefore assumes they have a set of needs which they pursue.  However Process theories which are sometimes known as “extrinsic theories” are concerned with the thought processes that influence individuals’ behaviour. It suggests that individuals are very selective with their goals but choose to achieve their goals through calculation and shrewdness. As a result Process theories look at how these goals motivates individuals.

ServisAir staff motivation techniques 

1.      Shift swapping-ServisAir allows their employees to swap shifts. This is important to the employees because they work unsociable hours. This makes it easier especially for employees who have young children.

2.      Bonuses and overtime rate-One of the benefits of working for ServisAir is the fact that the employees get overtime rate. This is important for the employees as it motivates them to do additional hours. Bonuses are a good way for businesses to reward their employees as it encourages them to work harder.

3.      Staff discounts-ServisAir has negotiate discount form other businesses that operates in the airport for example; the coffee shops. This is important because it makes the employees feel valued and appreciated.

4.      Corporate clothes-By provide their employees with uniform free of charge make the employee look more professional while creating a sense of unity among the work force.

Process Theories

Process theories are sometimes known as “extrinsic theories”. Process theories are concerned with the thought processes that influence individuals’ behaviour. It suggests that individuals are very selective with their goals but choose to achieve their goals through calculation and shrewdness. Below are examples of Process theories;

·         Expectancy Theory

·         Equity Theory

·         Goal Theory

·         Attribution Theory

Equity Theory

The theory that related the most to Airport Agencies was Adams Equity theory. This concept is based on equality. “It focuses on how fairly people think that they are being treated in comparison to others” (Mullins, 2010, P275).  This theory was put forward by John Stacey Adams in 1962. Adams’ stressed the importance of defining motivation as a relative but not the only factor. This theory deals with individual’s perception of the rapport between their employers, work colleagues and their work which influence how well employees are motivated. One of the key points of this theory is that individuals expect certain outcomes in exchange for their contribution. Adams identifies six types of possible behaviour that individuals may take as a result of being treated unfairly.

The first example of how this theory was applied in Airport Agencies; if the employees at Airport Agencies feel they are being treated on fairly it could result in a decrease in productive. In Adams’ theory this is known as “Change input” when employees stop going the extra mile for example doing over time when there are delayed flights. The second example; the interviewee this referred to one incident where one of the member of staff wrote to the manager asking for a pay increase because the employees at Airport Agencies has not have a pay rise in four years as a result their pay was increase by 2%. According to Adam’s theory this is call “Change Outcomes” where employees take matters into their own hands.  The last resort employees have is to ask for a transfer or leave the job permanently if the employees are not able to take the inequality. The interviewee also stated that one member of staff left the organization as a result of being discriminated against. In Adam’s six step illustration this would be the final step which would be “Leave the field”.

Conclusion

Process and Content theories are there to help educate organisation on the best ways to motivate their staff. It is important that organisation understand that the motivated their work force is the more productive they will be.

Reference

Mullins. L. J. Published 1985. Latest edition (9th) 2010.Management & Organisational Behaviour. Essex. Pearson Education Limited