Course: Fundamentals of Management & Leadership Institute: ESOFT Venue:ESOFT Kandy The Role of Motivation to Overcome the Problems of Desired Results

Excise Bureau of Special Operations (Central Province) The Role of Motivation to Overcome the Problems of Desired Results

 The Department of Excise comes under the purview of the Ministry of Finance and planning.  Bureau of Special Operations (BSO) - Central Province Operates under the Commissioner General of Excise Department of Excise & BSO Introduction

 Establishment of the problem  Target- 1500detections (Year 2014)  Achieved- 1100detection (73.34% )  The present underperformance  Negative perception towards the Unit & to the Department  Who is responsible  Officer-In-Charge (OIC) plays the role of Manager  Is he really responsible?  Anyway, he needs to motivate his staff towards targets Justification

 BSO targets not being achieved  Govt. revenue targets via Tax & Penalties not sufficiently achieved  Team effort, unity & integration of the unit is under achieved  As a team BSO lets down the vested responsibility by the public  Absenteeism at work is increasing / high Impacts of de-motivation

 “The psychological processes that drive behavior towards the attainment or avoidance of some object” (Clegg et al., 2011)  Importance of Motivation (MSG, 2015);  Puts human resources into action  Improves level of efficiency of employees  Leeds to achievement of organizational goals  Builds friendly relationships  Leeds to stability of work place Motivation Literature Review

Motivation for Flying Military Air Crew In their esteem needs - relate to a persons desire to master his/her own work. Demonstrate competence and accomplishment, built a reputation as an outstanding performer, holder position of prestige and feel self esteem In self actualization – needs reflects and individual desire to develops his / her fullest potential in his scheme (Joseph & Ganesh, 2005) Maslow’s Hierarch of Needs

Hertzberg Two Factors Theory Hygiene FactorsMotivators Company Policy & administration Achievement SupervisionRecognition Interpersonal relations Growth Possibilities SalaryCareer advancement Job securityLevel of responsibilities Personal LifeThe job itself Working Conditions Motivation for Flying Military Air Crew Hertzberg Hygiene factors that can meet physiological, security or social needs. These factors does not motivate but they bring individual to point of no dissatisfaction. (Joseph & Ganesh, 2005)

Intrinsic & Extrinsic Motivation Intrinsic Motivation  Comes from the personal satisfaction of the work it self  In their self determination theory they define intrinsic motivation from within the self and fulfilling the psychological needs for autonomy and optimal challenge (Deci & Ryan, 1985)  Verbal praise often has greater positive impact compared to contingent extrinsic rewards (Deci, 1972) Extrinsic motivation  Comes from the rewards that are linked to the job performance  This typology refers to the levels of regulation ranging from completely external to more self-determined. At the lowest level of external regulation, behavior is engaged in as a result of direct coercion or pressure (Joseph & Ganesh, 2005)

Military Air CrewBSO Working condition Salary Policies & Practices Benefits Desire to master own work Demo. Competences Demo. accomplishments Rapport as outstanding performer Hold a position of esteem Feel self esteem Desire to develop fullest potential Risk factors of job Financial benefits Relationships Social life Anxiety Career growth Recognition Accomplishment Personal growth Freedom to work Innovation Achieve potential Physiological / Safety / Social Esteem Self Actualization Analysis

Hygiene Factors Motivators Military Air CrewBSO Physical working Conditions Salary Policies and Practices Benefits or other features of job content Organizational policy & supervision are very strict Job security very strong Salary not lucrative Personal life is satisfactory Increasing challenge Autonomy and responsibilities Address the higher order needs of esteem Achievement and growth (Joseph & Ganesh, 2005) Unit & individual target achievements Recognition by team members & contribution to the unit Growth possibilities Carrier growth Level of responsibility Delegation of power value to the society

Tasks are not freely chosen Not optimally challenging Tangible rewards for meeting goals Self rewarding / Enjoyable Satisfying / Challenging Exhilarating / Exciting Less task persistence More negative effect Lower levels of esteem Task persistence Task enjoyment Task Performance Extrinsic Motivation Intrinsic Motivators

BSO Extrinsic Hertzberg Hygiene Factors Maslow’s social Needs Maslow’s security Needs Maslow’s Basic Needs Hertzberg Motivator factor Maslow’s self actualization Maslow’s Esteem Intrinsic Motivation Prevent De-motivation

 At the unit BSO, not to de motivate the staff OIC needs to;  Reward staff for their work  Encourage to build relationship with team members  Better to form social groups within the unit as well as outside  Organize more social events  Promote team sports among the staff  To motivate the staff OIC needs to;  Give freedom (delegation & autonomy?) for their duties  Explain the value & importance of their duties to the society  Give due recognition for achievements  Offer guidance for career development  Encourage staff to achieve potential Recommendations

 Clegg, S., Kornberger, M., & Pitsis, T. (2011). Managing and Organizations: An Introduction to Theory and Practice. London: SAGE Publications Ltd.  Deci, E. (1972). The Effects of Contingent and Noncontingent Rewards and Control on Intrinsic Motivation. Organizational Behaviour and Human Performance,  Deci, E., & Ryan, R. (1985). Intrinsic Motivation and Self-determination in Human Behavior. New York: Plenum.  Joseph, C., & Ganesh, A. (2005). Motivation for flying in military aircrew : A review. Indian Journal of Aerospace Medicine,  MSG. (2015). Importance of Motivation. Retrieved 11 22, 2015, from Managementstudyguide.com: References

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