Re-Visiting Performance Fundamentals Is Crucial for Avoidance Of Costly Strikes And Mediocrity

This week, there is reason to celebrate especially for those who educate their children in public schools. The government can also sigh with relief after being stretched to the limit by unrelenting teachers. Thankfully, the teachers are at last back to work, after downing their tools for close to one month. Obviously, they managed to get hefty perks from their employer, even though they were demanding more.

About the same time, a World Bank report accorded teachers and nurses a not very pleasant scorecard on their work performance. When not striking, they were particularly accused of absenting from work in pursuance of their own interests or sheer lack of enthusiasm on what they are paid to do. Obviously, that leads to mediocrity, which is unhelpful to the economyThus, many questions are up in the minds of some of us, as we await the re-action of other employees, especially in the public sector. Topmost of the questions include whether the teachers will now be influenced to perform better by the improved perks. Also, shall we be witnessing similar strikes every time teachers want to be heard? Further, what impact does that have on other employees in both the private and public sector?

But, even as we search for the answers to these questions and more, one fact may remain elusive. That money is never a motivating factor anywhere, even though it is treated as such by the majority. On this, we could very seriously be influenced by the various theories of motivation. In mind as of now is a humanities expert, who documented his studies, way back in the 1950s.

Frederick Herzberg indicated that there are two groups of factors that influence work performance. He classified them as satisfiers and disatisfiers. Satisfiers are those that need to be present and favorable for people to perform at whatever capacity they are used to. Call them the very basics that satisfy our routine functions that lead us, into obtaining basic comforts that include food and shelter. Disapproval in those satisfiers, affects work performance adversely. These satisfiers include organizational policies, supervision, relationship with bosses, work conditions, salary and relationship with peers.

On the other hand, it is recognized that employees are likely to perform better upon being influenced by higher level needs else known as disatisfiers. Hertzberg’s theory argues that disatisfiers are the ones which contribute to improved performance. They include expected achievements, recognition by the employer, the work itself, responsibilities, personal advancement and growth.

It may be easier said than done. However, the employer will naturally accord attention to all those disatisfiers based on the results being achieved. So, if there are fundamentals that may be wanting, it is likely that employee performance will more often than not be driven by satisfiers.

When performance is driven by satisfiers, people report to work mainly to justify their pay and therefore ensuring that they remain in employment. By the way, are all teachers and nurses as well as others prone to striking, in their careers by choice or by default? Therein, we find the answers to de-motivation, go-slows and incessant strikes.

If by choice and orientation, they are likely to excel and naturally conquer the whole range of disatisfiers and probably even outperform themselves, as long as all other fundamentals are right. If by default, chances are that they will be satisfier (money and related attributes) driven, therefore never getting far with regard to the range of disatisfiers. It all boils down to the work fundamentals, which are crucial motivating factors, especially in the 21st century. Doesn’t it?

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