Management and Motivation System

Comparative analysis of employee motivation system and job design of two private sector companies.
Employee Motivation:
“Employee motivation is a reflection of the level of energy, commitment, and creativity that a company's workers bring to their jobs.”

http://www.the-no-sugar-coach.com/employee-motivation-definition.html

Why is employee motivation important?
You can have a lovely shiny car, but it’s worthless if it doesn’t have the power of a great engine behind it. Your employees are the engines of your organization and like any finely tuned engine your workforce to operate smoothly and effectively. The fact is employee motivation is directly linked to business profits, and the more self-motivated your employees are, the more differentiated and successful you will be as a business.

• Motivated employees look for better ways to do a job.
•Motivated employees care about their customers
• Motivated employees take pride in their work.
• Motivated workers are more productive.

http://www.the-no-sugar-coach.com/employee-motivation-definition.html

Employee Motivation Techniques
Motivating employees is an important skill for supervisors, managers, and business owners to have. When developing motivation plans, it is important to recognize the individual differences among employees and realize that not all motivation techniques will work for everyone. Each employee must be evaluated to determine what motivates them the most. Below are several ideas for motivating employees and preventing job boredom or job overload.
Employee Motivation through Flextime
Flextime allows employees to choose their own work schedule, to a certain extent. For example, if the office is open from 8am until 9pm, the employees can come in at any time during that period to complete their 8 hour.
Employee Motivation through Job Sharing
This is a less common method, but very effective at preventing boredom. It allows 2 employees to share 2 different jobs. They could alternate days or weeks, working 20 hours in each position each week.
Employee Motivation through Employee Involvement
People want to feel like they are a part of something. Letting the employees be more active in the decision-making related to their job makes them feel valued and important to the company and increases job motivation.
Employee Motivation through Variable-Pay Programs
Merit-based pay, bonuses, gain sharing, and stock ownership plans are all great motivators for employees. However, don’t just give them out. Offer them as an incentive or reward for outstanding performance http://cblack.hubpages.com/hub/Methods-for-Motivating-Employees# Job Design:
Work arrangement (or rearrangement) aimed at reducing or overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic tasks. Through job design, organizations try to raise productivity levels by offering non-monetary rewards such as greater satisfaction from a sense of personal achievement in meeting the increased challenge and responsibility of one's work. Job enlargement, job enrichment, job rotation, and job simplification are the various techniques used in a job design exercise. http://www.the-no-sugar-coach.com/employee-motivation-definition.html Importance of Job Design:
Job design is a very important function of staffing. If the jobs are designed properly, then highly efficient managers will join the organization. They will be motivated to improve the productivity and profitability of the organization. However, if the jobs are designed badly, then it will result in absenteeism, high labor turnover, conflicts, and other labor problems.

Motivating through Job Design:
Jobs are often designed in a way that encourages specialization. Work is divided into specific tasks, with the employee assigned to each task becoming very skilled, accurate and efficient at performing it. However, an often overlooked problem with specialization is that it generally has a negative impact on employee motivation.
Whilst an employee may become very efficient and skilled at completing a repetitive task, the lack of variety in their day can lead to boredom and a feeling of detachment from the overall goals and success of the business. They feel that as long as they complete their job satisfactorily, there is no need to be concerned with any other aspect of the business.
A possible solution to this problem involves providing employees with more variety in their work. One technique to do this is introducing job rotation, where employees move between different jobs periodically. Not only will this reduce the monotony of their work, but it will develop a team with a wider range of skills.
Another way to improve employee motivation is through job enlargement. This is where employees are gradually provided with more challenging work and greater responsibility. Whilst you may think this would have the opposite effect, many employees enjoy learning new things and will get more fulfillments from their work if they are given extra responsibility. This also helps you to increase the skill level of your team.
Job enrichment is another motivational technique that you may want to consider. It involves providing employees with more control over the work they do. By providing them with more authority and responsibility, it may encourage them to seek out better and more efficient ways to accomplish their task, leading to a potential increase in productivity. The more interesting a person's job is, the more likely they will be motivated to apply effort and maximize their productivity. The Job Characteristics Model helps to explain the benefits of job design.

Core Job Characteristics:
Skill Variety
Task Identity
Task significance
Autonomy
Feedback

Outcomes:
Motivation
Performance
Satisfaction
Reduced Absenteeism
Turnover

Psychological States:
Meaningful
Responsibility
Knowledge of results
The core job characteristics will enhance employees' job satisfaction and motivation, potentially leading to better outcomes for your business.
Well designed jobs that don't invoke boredom and which increase the job satisfaction of your employees may help you to improve efficiency, productivity and morale within your business. In turn, this could lead to less staff turnover, absenteeism and potentially make your business more profitable. http://toolkit.smallbiz.nsw.gov.au/part/8/40/193 COMPARASION BETWEEN Ufone AND TELENOR:
Ufone organizational Structure & Job design:

Different Levels in Ufone:

Job Design and motivation Techniques:

Dispatching of Salary Slips: Vendor prepares the salary slip and dispatch it to the HR department, further HR head office send it to the regional HR departments their concerned employees salary slip and they either give their employees through cash or transfer to their accounts.

Rewards Related to Performance
There is also a reward related to performance of the employees. For “Customer
Facilitation Agents” there 50% pay is based on their performance which is assessing every month by their managers. For other employees like in administration, engineering, finance, marketing, etc their performance is assessed after every six and they get increased Rs.5000 in their salary as a reward. In each case employee have to show consistent performance to win reward next time.
Salary Surveys
Collections of salary and market data, it includes average salaries, inflation indicators, cost of living indicators, salary budget averages. Ufone conducts its own market survey and match its standards with other telecommunication companies specifically with
Mobilink and Telenor.
Increments:
The increments are totally based on the performance of the employees and their seniority level. If the scale is 15000-20000 then the increment is the 20% of the base pay, but if any employee shows the performance then this may increase up to 35% to 50%.

http://www.scribd.com/doc/28383239/Compensation-Structure-of-Ufone

Telenor Job Design and Employee motivation system:
Motivation
As we know Telenor is highly aware of how to motivate its employees in the best way.
This can be judged by the enthusiasm and good spirit that people show in performing their jobs. There is a well-devised system that Telenor follows for the purpose of motivation. It includes both financial and non-financial rewards along with the major
Motivators and Dissatisfies.
The company recognizes the importance of making people drive towards their goals and the basic step towards this is made through recognizing the value of importance that the company gives to its employees. Telenor has a set of financial rewards, medical, dental, vision and life insurance, retirement plan, paid vacation days, family and work life balance benefits and profit sharing plan, Annual bonus opportunities, company cars etc.
Other ways in which employees are motivated are:
Employee Consultation for:
· Everyday residence issues (remodeling, repairs, house-sitting, etc.).
· Legal matters.
· Financial issues
· Education and schooling.
· Parent and child care.
· Resources for seniors and eldercare issues
· Emergency dependent-care reimbursement.
· Adoption assistance.
Employees are safe in knowing that they will be rewarded for any exceptional work.
This reward is not only monetary. It is accompanied by the employee being given recognition and greater empowerment. Employees are given a very beautiful and healthy work environment. Special attention is given to make the physical environment most productive. This is why Telenor offices are considered to be the most well decorated and organized. As we know Telenor has a desire to promote the high achievers from with in the company. Positions are given on merit and are transparent and fair in nature. There is no special treatment. Therefore each employee knows that he can aim for the top and actually get there. This has proved to be a great source of motivation for the employees of Telenor.
Wages, incentives and benefits
Telenor wants to reward the efforts of qualified employees through bonus schemes, wages, options and shares programmes as well as other forms of benefits.
The incentive systems at Telenor are part of the effort to motivate employees to meet
Telenor's principal goal of optimizing shareholder value. The system has both a shortterm and long-term perspective, through introducing annual bonuses as well as share and options programmes. In addition, the incentive systems also contribute by helping to retain and develop the strategic expertise in the Group and attract new expertise. The incentive systems for managers and key personnel at Telenor are based on an overall compensation principle, where wages, bonuses, options and other benefits are comprehensively evaluated.
Extra holidays are a benefit of all employees at Telenor. Additional to the stipulated five weeks, employees of Telenor also have Christmas holidays, Eid holidays and two extra days off. Telenor also offers benefits for maternity leave, additional to those stipulated.
Provide periodic job rotation and job pathing
The best way new employees can test themselves and crystallize their career anchors is to try out a variety of challenging jobs. By rotating to jobs in various specializations from financial analysis to production to human resource, for example-the employee gets an opportunity to assess his or her aptitudes and preferences. At the same time, the organization gets a manager with a broader multifunctional view of the organization.
One extension of this is called job pathing, which means selecting carefully sequenced job assignments.

Do career-oriented performance appraisals
Edgar Schein says that supervisors must understand that valid performance appraisal information is in the long run more important than protecting the short-term interests of one’s immediate subordinates. Therefore, he says, supervisors need concrete information regarding the employee’s potential career path-information, in other words, about the nature of the future work for which he or she is appraising the subordinate, or which the subordinate desires.

Health, Environment and Security
Health, Environment and Security (HES) is here used synonymous with the concept of working environment and comprises all factors affecting the working conditions, be they physical or psychosocial.
The working environment at Telenor shall be distinguished by job-satisfaction, low sickness absence and few injuries. A joint policy, containing relevant procedures and guidelines, has been drawn up to achieve this.
Employment at Telenor shall promote good health. Employees shall not suffer any form of health damage or injuries resulting from their work.
The agreement for a more inclusive working life was signed in 2003. The agreement supports the basic efforts that were made in recent years in the form of follow-up and rehabilitation of people who have been struck by injury or illness. As far as possible, and provided that employees in question are willing, efforts will be made to bring people back to working life as quickly as possible.
For the purpose of preventing sickness absence and of providing follow-up and rehabilitation of employees, focus has been on ensuring good cooperation between managers and employees. This has led to stable sickness absence figures of approximately 5% in Telenor's Norwegian operations. This stability contrasts with the overall development in Norway, where a considerable increase in the sickness absence has taken place in the last few years.
Our efforts to maintain a good working environment are an ongoing process pervading the whole Group. The work shall be organized, implemented, documented and reported to support the principal goals.
Managers at all levels are responsible for planning and implementing initiatives that contribute to a satisfactory physical and psychosocial working environment.
Telenor's employees are also responsible for contributing to the achievement of these goals. Trained HES personnel support managers in systematic efforts in Health,
Environment and Safety in their own units.
Health, Environment and Safety systems (HES systems) are quality systems implemented to ensure that Telenor abides by prevailing laws, regulations and internal directives regulating the working environment. http://www.scribd.com/doc/26961669/Final-Hrm-Project-on-telenor Comparative analysis of Ufone and Telenor:
The Motivation system in Ufone is based on the monetary based incentives and rewards while in Telenor employees are motivated through job design and personal matters support based incentives and facilities. In Ufone the incentives revolves around only the worker and its performance but in telenor care for its workers and their families also so this thing make workers more motivated towards work as they are free from their home life problems which includes children education and schooling, parents and children care, financial problems to the worker etc. Ufone also give some motivating incentives to its employees like minimum pay range, health and medical allowances, Loan insurance, transportation allowances, overtime bonuses etc. These all Incentives are very helpful to motivate the workers. The job design is very flexible and people have to complete their task and then they have no further burden except in software and administration side, they have to work on fix time bases. In case of Telenor the story is different they keep their people motivate by job rotation method and by other social incentives. They give fewer incentives but the provided incentives are according to accurate demands and needs of their employees. They have focused incentives for their workers which make their worker happy even in less budget spend for this purpose.