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BACKGROUND OF STUDY

The working environment of Maldives has become more competitive


than ever. Due to stiff competition and economic uncertainties Motivating
employees to give their best has become more crucial than 5-10 years ago.
The factor that can set apart an organization in this turbulent environment
be it in the public or private sectors is its employees. Therefore establishing
and maintaining a stable workforce is a major concern of every organization.
Gabriele Napolitano defined motivation as an articulation of the forces which
drive an individual to pursue a particular course of action naturally in his
book motivation at the workplace: A Procter and gamble case study.
Organizations seek to employ staffs who have the capability to motivate
their colleagues to work harder towards achieving their assigned goals and
targets. Motivation is one of the main factors in in enhancing the level of job
commitment of employees which will invariably result in higher productivity
of the employees (Barmola, 2011). According to Economic Minster Saeedh 50
percent of the job market is held by expatriates in the Maldives (Nizam,
2015). Which is an indicator that the employers in the Maldives have lower
or inefficient strategies to motivate employees hence the low paid
expatriates in Maldives.

With over 16,000 employees working in the civil service (Civil


Service Commission, 2011) it is crucial to the Ministries when the employee
turnover increases. As the Development projects and central services are
provided by the government training and other costs incurred are to be
provided by the government themselves. Though there are a number of
ministries and Authorities Controlled by the civil Service Commission, the
strategies used in motivating the employees vary from one ministry to
another. The strategies used to motivate employees differ with field/Ministry
they work in.

The following research will be regarded to why and how


strategies are used to motivate employees and where these strategies are
carried out. The research was carried out in two of the largest ministries:
Ministry of housing & Infrastructure and Ministry of home affairs. These two
ministries responsible for two areas of work may use different strategies
suitable for their work. Therefore the aim of this research is to observe the
strategies used in these ministries and evaluate them. By evaluating these
strategies we will have a better understanding about the most effective
strategies. Details of this study is further discussed in this paper.

PROBLEM STATEMENT

When employees are not motivated in the right way it results fall in
their productivity resulting enormous problems. When demotivated,
employees are tend to be more careless doing the work they do resulting
mistakes like tasks been overlooked to arise. Besides, dissatisfied employees
are more likely to get absent for work as they feel less belonging to the firm.
As they does not see the organisation as our organisation they are not
much concerned about how successful the organisation is. These cost
business organisations highly resulting not been able to run the business
operations smoothly, missing opportunities, etc. which lead to losses or fall
in profits.

Moreover, when employees of government organisations like


ministries and authorities are not motivated enough, conducting government
projects like infrastructure projects gets delayed. This may be due to a
careless employee not sending request to order items or maybe not sending
invitations of the event to other ministers. Besides, demotivated employees
will give poor service to the citizens like not talking to citizens in the right
manner, making mistakes in giving them the service, etc. If such problems
arise the popularity of the government itself might fall.

Thus, every organization need the use to motivate their employees


using different strategies. Some of these strategies are efficient improving
employee performance while some are inefficient and just incur more cost
instead of improving employee performance. Therefore the problem
statement is effectiveness of different strategies to motivate employees and
improve employee performance and productivity in Maldives.

Many of the researchers have been studying employee motivation


widely, but the biggest misconception of the most researchers were that
good pay were always the primary motivational factor among employees
regardless of the industry by which they are employed (Khan, 2010). This
generality or supposed knowledge has misallocated frontline managers of
industrial workers for years (Khan, 2010). One of the most difficult and
important duties of the managers have been long effective employee
motivation. Success in this endeavor is becoming more challenging in light of
organizational trends to downsize. Individuals are complex, diverse and often
difficult to predict thus motivation is a complex process (Stajkovic, 2015).
There is No exact theory of motivation that can explain employee motivation
particularly across diverse cultures. The survey is therefore aimed at
researching into the motivational strategies that exist in the public
service/sector civil service in particular.

OBJECTIVE OF THE STUDY

This study focuses on the strategies used to motivate employees by


3 main Ministries: Ministry of Housing and Infrastructure, Ministry of
Education and Ministry of Home affairs. There are numerous objectives which
obligatory to considering while carrying out this study. They are as follows.

How motivated the employees of Maldives are.


Classifying the factors that encourage affirmative motivational
behavior among employees
Studying the importance of interrelation between Motivation and
Productivity.
Observe the attitude towards job satisfaction and motivation of staff by
the organization.
Measuring the Degree of Moral among the employees.

MOTIVATION TO CHOOSE THE TOPIC

Having insight of the work in Civil Service it has always driven me in


examining the high no. of Demotivated employees in the civil service. My
experience in the civil service have exposed me to the environment where I
have personally felt motivated and demotivated during different
circumstances. While I hold a leader role in my area of work I always feel the
need to encourage and motivate my subordinates. When a manager is
educated well on motivational strategies the employees working under their
control would be happier which would result in benefiting the company as a
whole.

With the Large employee base in the public sector of Maldives, This
topic is applicable to all disciplines and has the potential to impact all
different kinds of work from the highest career levels, to the entry level jobs.
The survey could also be further used to study the strategies in motivating
the employees.

LIMITATION OF THE STUDY

The research is conducted at 3 Ministries of Male.


Questionnaires were filled by random workers from these ministries.
Employees from different levels were also interviewed. Since the survey is
carried out in male only, the results may not be widespread to other cities as
well as other Islands of Maldives. Moreover when interviewed some
respondents may have the tendency to exaggerate or provide responses
deemed to be desirable by others, instead of giving honest responses
(Mharajan, 2017). Also, as the survey is carried out between only 3 ministries
there could be some strategies which are absent. As there is the possibility
that other ministries could be using different set of strategies missed by the
selected ministries.

SCOPE OF STUDY

The present survey is carried out to evaluate the employee


motivational strategies used by 3 ministries in male. It would have been
precise if the survey was carried out between all the ministries in Maldives as
a whole, but due to time and other restrictions, the researcher chose to focus
the study on selected 3 ministries in male only. Random samples as well as
interview were taken from the selected 3 ministries. .. No.of questionnaires
were filled by .. Employees. These . Employees were selected from a
random sample of .. A total of 980 staff are employed at Ministry of
Housing and Infrastructure (Razeen, 2016). A Random sample of .. was also
taken from Ministry of Home affairs. According to the Assistant Director of
Home Ministry a total of 935 staff are employed at the Ministry. From the
1000 employees (Anon., 2016) employed at Ministry of Education .. No. of
Samples were taken.

The scope of this study is to identify and evaluate the strategies used in
these 3 ministries. Also how they are Implementing and the effectiveness of
these strategies are also to be examined. In Addition to the questionnaires,
information were also used from the interviews conducted with Head of
Departments. A total of . Interviews were taken from each Ministry. The
interviews were from Selected and willing Directors from each Ministry.
Though the interviews were less in number than the questionnaire samples,
More Accurate and precise data were collected during the interviews.
REFERENCE
Anon., 2016. Assistant Director [Interview] (30 December 2016).
Barmola, S. K. S. &. K. C., 2011. Role of Motivation in higher Productivity, s.l.:
SMS Varanasi .
Civil Service Commission, 2011. Maldives Civil Service Statistics. [Online]
Available at: http://en.csc.gov.mv/
[Accessed 4 January 2017].
Khan, J. R. K. a. Z., 2010. Money is not the best motivator. [Online]
Available at: http://www.forbes.com/
[Accessed 3 January 2017].
Mharajan, P., 2017. Strengths and limitations of interviews. [Online]
Available at: https://www.businesstopia.net
[Accessed 4 January 2017].
Nizam, H., 2015. http://vnews.mv/37182. [Online].
Razeen, A., 2016. Director General [Interview] (28 December 2016).
Stajkovic, A., 2015. How to Predict Employee Performance and Satisfaction.
[Online]
Available at: https://bus.wisc.edu
[Accessed 4 January 2017].

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