Analysis of Motivational Strategy at SYNAPSYS

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Introduction

The author has chosen his company SYNAPSYS for the analysis of the assignment. SYNAPSYS is a fully owned subsidiary of the DFCC Bank and considered as the IT arm of the group. It provides IT outsourcing services and financial software Solutions for a wide range of customers internal and external.

The focus of the assignment is to analyse existing practices in motivation and to develop a motivational strategy for the company. The concept of motivation is situational and its level varies from individual to individual at different times. Motivation is to inspire people to work, individually or in groups to produce the best of results.

Identify existing practices in Motivation

Motivational strategies can be categorized in to three basic viewpoints which are Content, Process, and Reinforcement.

The Content point of view suggests that individual needs are the main motivational factors described by Maslow's Hierarchy of needs and Herzberg's Two-Factor theory. These theories are focused on satisfying basic human needs as motivators. This requires jobs that allow us to feel good about ourselves and which allow us to accomplish our potential.

800px-maslows_hierarchy_of_needssvg

Maslow's Hierarchy of Needs - source available at http://en.wikipedia.org/wiki/Maslow_hierarchy

Hertzberg's two factor theory - source available at http://tutor2u.net/business/people/motivation_theory_herzberg.asphttp://tutor2u.net/business/images/herzberg_factors.gif

Process point of view explains why certain behavioral choices are made and how people evaluate their satisfaction after they have attained these goals (Griffin, 2006). This perspective is explained by the expectancy-valence theory, formulated in relation to the workplace by Victor Vroom (1964). This theory suggests that individuals act through self interest and take action that they perceive as maximizing the likelihood of desirable outcomes for themselves.

Finally, Reinforcement Perspective centers on the use of rewards and punishments as motivators and de-motivators (Griffin, 2006). This standpoint can be related to operant conditioning, a behaviorist theory developed by psychologist B.F. skinner. Skinner theorized that human behavior is motivated by external stimuli rewards and punishments. (Strickler, 2006). According to Skinner, operant conditioning is the continuous shaping of a behavior by using a "reinforcer" or stimulus that follows a response that increases the likeliness of the behavior recurring (Pervin & John, 2001).

 

Critical evaluation

The Author's company has satisfied the bottom three levels namely Physiological, Safety and Belonging of the Maslow's hierarchy of needs. However, the top two levels esteem and self-actualization are not yet achieved by most of the employees due to poor leadership skills practiced in the company. In addition, the hygiene factors stated in Hertzberg's two factor theory such as salary, working conditions, relationship with subordinates, company policy, and relationship with the supervisors are satisfactory thus, employees are not dissatisfied. Yet, the motivators such as sense of achievement, recognition, nature of work, personal growth and advancement are merely satisfied creating a non motivational atmosphere. The company is unable to attract quality personnel, develop high productivity with low absenteeism, provide useful training and problem-solving techniques, and strive to retain key people which finally affect the overall company performance.

A growing and diverse workforce requires many different motivational strategies in order to inspire a strong commitment for success. Synapsys has incurred increase costs and almost incalculable losses as a result of not having a proper strategic motivational plan in place to drive a diverse workforce. Synapsys need to attract high value employees, develop a positive corporate culture, encourage high efficiency, and keep the employees committed, loyal and dedicated in the work place to the overall success of the organization. Companies must utilize a broad range of motivational strategies in order to cultivate a staff that is loyal, dedicated and committed to the overall success of the organization.

In addition Synapsys has an urgent need to reward people who perform exceptionally achieving defined goals through frequent evaluations. Considering the type of business the company is into innovation, creativity and customer service are some of the main factors behind the successful companies in this field. Successful companies use theories from all three viewpoints discussed above in order to fulfill wide range of employee needs.  Furthermore, Synapsys require strategies to inspire their employees to meet the company goals. Embrace empowerment and participation, provide alternative forms of work arrangements, develop performance-based reward systems, training and career development.

Motivational Strategy

The author suggests the following strategies to be adapted to improve and develop a highly motivated work force for the betterment of the company.

Develop Empowerment and Participation

Employees are skillful at making decisions that are related to the type of work they do on a regular basis. This element makes them a valuable asset to management. As the "experts" in the area in which they work, employees can provide valuable input that may enhance management's decision-making and overall company development. The experience of taking part in making a decision, executing it, and then seeing the positive results can help to satisfy employee need for achievement, provide recognition, while also enhancing their self-esteem (Griffin, 2006). In an empowered organization, employees consider responsible more than their own job, as they consider the responsibility of making the organization perform.

Provide Alternative Work Arrangements

These arrangements include variable and flexible work schedules, job sharing, and telecommuting. This will help the employees to ease the stresses of not having time to do essential personal activities.

Telecommuting

Advances in technology have paved the way for telecommuting to become another alternative work arrangement. Telecommuting allows an employee to work from home for part or all of their work week while keeping in close contact via email, phone, and other electronic interfaces. Making use of one or more of these special arrangements to motivate, attract, and retain key employees.

Rewarding employees

Develop a rewarding system to appraise the employee efforts by providing financial incentives. It is where a person or a team reaps an award performing an activity. It is "You do this and you get that", sort of attitude. It is the types of awards and prizes that drive people to unleash their potential.

Training and Career Development

It is important for an IT solutions provider to be up-to-date with the latest technological advancements on a day to day basis. To achieve this employees have to be provided with the necessary training to improve their knowledge which intern will enhance performance and lead to career development. Employees may be more likely to stay with an organization if they feel their skills are valued and their continued efforts put them on track for promotion.

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