Managers At Steelentos

1. Motivation should be perceived as an on-going process whereby managers continue to uplift their employees in striving for organisational excellence (Robbin, Odendaal and Roodt, 2003). Managers should intensively stress the significant of perseverance, that even though rewards have been cut, perseverance will lead them to their former financial stability and in turn return those rewards. Managers are to make sure that employees see the same direction that they see and ensure employees that their persistence will enable the organisation to reach required profit margins as in turn continue to pay its customers well. With this being said, Steelentos values on-going motivation as it brings employee and employer on a harmonious agreement whereby
Existence needs are focused on the survival and physical well-being on the individual (Robbins et al., 2009). Managers at Steelentos should reinforce their safety measures and ensure that the correct policies are in play, such as the Basic Conditions of Employment Act. This will allow the teams to work peacefully knowing that they will be compensated it so happens that an accident occurs. Managers at Steelentos should make their teams aware of such policies and also ensure that machinery used at the plant is safe and does not pose a safety threat to anyone at the plant. Relatedness needs are more about interpersonal and social relationships. Managers should stress the need for employees to get along and form small bonds with one another. If a link is found between two parties and more, these parties will enjoy working with one another and perform effectively. Steelentos will benefit as a whole if employees get along. Growth needs focus on an individual’s desire for personal development. Managers should encourage their team to strive for success so that they can in turn reap great benefits. Hard work pays out, if the teams find that need to do better and be better then they will surely develop not only themselves but also the plant as a
This theory suggests that once extrinsic rewards are introduced for work which was well done, then the intrinsic satisfaction of the work will decline (Robbins et al., 2009). Even though Steelontos is experiencing financial hardship which has led to cutting down of rewards, the teams should not see that as a reason to perform effectively. Managers should motivate their teams to take pride in their work. That way when they are faced with a situation, as a reduction in rewards, they themselves will keep on working until that time of hardship is over and the rewards