THE EFFECT ON PERFORMANCE OF LOW MOTIVATED EMPLOYEES
The major issue that arises from low motivated employees is basically personal or organizational problem and this has been the result of unmet needs. Basic or personal problem of workers can easily be eliminated and resolved, in most cases this is not the Human Resource Management issues but organization problem that arises from basic needs and demand of workers including salaries and wages will definitely result in too many risks in their performance. If employees have shown characteristic of low motivation, the organization should be alarmed and they must do something in order to resolve such issues so that it will not lead into a more complicated situation or destructive and intolerable dispute arising from this condition. The effect of performance of low motivated employees may include any or all of the following:
Human Resource Management problem – this includes insubordination that low motivated employees will work and take time to visit their office and production places but they will not submit to their supervisors or manager, they will only submit in front of them but deep inside there is resistance. They may only work for their basic needs and they may not think about their purpose and quality of work is usually disregarded. They may also exercise absenteeism from work that they do not oblige themselves even if they knew their importance in such position. Low motivated employees are usually neglectful, careless and non- participative on their job and other activities.
Low motivated employees are contagious and bothersome – they may even affect the performance of some workers as for example they were caught sleeping on the job that management and supervisor may bring under control the whole department since they include wholly in productivity as a group and this has been the effect of a single member that the whole team can be held liable in such act. Or if for example one employee has been delaying and neglecting his accounting data input job may result in overtime of the whole department because they cannot balance such account. Later on they have found that the wrong input record has been the problem.
If the above have been experienced in such organization another problem may arise that include fighting and conflict between employees. Less motivated versus highly motivated individual cannot be withdrawn and slowly tension and battle of ideas or work dispute will be brought up that may even complicate or disrupt the workflow but usually this has been the cause and defense of low motivated employees so that they will not be disgusted or blamed from their work. Employee and employer dispute if workers continues to behave the way they does, they may be technically be removed from their position and most of the time the low motivated employees are being the one who demand more from their employer without consideration of their performance.
Less productivity – this is probably the most significant determinant that employees are low motivated they are generally less productive. Just like a salesman who have low moral or degraded. They may not exercise the same capability and enthusiasm unlike the other workers who often try cold calling, good customer services, focused and follow up. Workers, Employees and Salespeople who may have feeling of worthlessness and inadequacy at work may exercise low productivity and unreached quota. Most of the time they can be easily reprimanded for lack of inefficiency at work often they lack the initiative to change their behavior and continue to perform their duty irresponsibly.
In this case the management must take charge to motivate their people shake them up and energize them to be productive. Don’t hesitate to re-train and develop workers to appreciate their job, guide them and teach them the proper skills to perform well, this is probably the most important factor needed for them to learn new skills needed. Give them the right salary they deserved and even give them something to look forward to like bonuses or promotion if needed. Look for their best assets and start appraising them to a position or areas where they can work best or where they are good at.
Allow them sometime to recover by giving them an opportunity to change and discover new things and ideas. They will grow slowly in their work phase as they move along, praise them if they show a little changes or improvement to keep them in charge and updated. Learn to properly initiate and implement the proper rules and regulation regarding their obligation at work and the consequences of their violation. This will basically leverage their performance to be highly motivated and be creative, sooner they will appreciate their work and be successful as a result they will trust the company and give them back the quality of work that they deserved. Remember that: “Nothing great can ever by achieved without enthusiasm, Ralph Waldo Emerson”
Credit:ivythesis.typepad.com
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