Problems facing the maxis bank

Problems facing the maxis bankWe come into contact with organization from the cradle to the grave. Indeed, organization regulate and dictate so many aspect of state lives, giving many of population somewhere to bring in, entertaining them, when people be leisure and developing new product and services for their enjoyment. Basic each(prenominal)y, it is not the same contingency for Maxi Bank, which got 30 branches and was established for over forty years. Their new Administration and Project Manager butt who actually replaced their current undertaking manager, who has resigned, graduate(prenominal)lighted some heavy organization problem such(prenominal) as communication problem among the facultys, because of the high turnover since last eight months. The worst and difficult issue that John discover is the lack of pauperism and the hypothecate dissatisfaction. Employers can be made aw be of concerns in the study that would normally go unspoken. Many serious issues in the workplace do not get discussed because they may be uncomfortable or difficult. By increasing the communication channels among staffs for instance participation in the pigeonholing meeting, avoid isolation, motivation and the blood line satisfaction concept within a company, John can more(prenominal) efficiently resolves concerns, lower the staffs turnover, increase employee satisfaction, find a way to solve Annies problem and more accurately assess issues and so on.ProblemsJohn the new Administration Department has noticed some of problems that Maxis Bank have, since he engaged in this company. Starting, with, the pitiable supervision in Maxis Bank. Supervision is an extremely vital part of a workplace that intends to maximize its success potential. It naturally follows, then, that scummy supervision in a workplace is among the primary obstacles to achieving potential successes by a melody.Louis V. Imundo 1993, p 55. For Maxi Bank, a quality supervisory programy ag concourse should be employed and trained to ensure the actually finest results from their individual employee groups. These supervisors should have their own support system, and their importance should be made very clear, to ensure the highest degree of productivity. Or, if the supervisor is not present enough, or is too overbearing, then the reaction from employees forgeting only be fear, resentment, and displeasure in their work Dick Grote 2006 p. 45. The productivity exit not be as good, and the employee turnover will increase.Often having few staffs in an organization, that came from unlike department such as the result study film to poor communications among them and . As in any human relationship, communication is the key to a strong business relationship. This can be the relationship between business and customer, or, equally as important, the versed relationships among different employees within the company. Communication can be improved in virtually every workplace, no matte r the sedulousness or size. After all, it is the only way for information to effectively spread throughout the business so that everybody can be informed to the degree that they take to properly achieve their goals. Luthans1998 p.145An new(prenominal) problem occurred in Maxis is there poor employee morale in the workplace. By facing this kind of problem, there is a high risk of employee burnout and overall dissatisfaction. The cause of the poor employee moral can be structured as first a banish event within the workplace, such as a firing, downsizing, or other dramatic and un wished change , or arguments or other forms of tension among staff members or between staff and wariness. Overwork, or a consistently heavy workload. The odouring of unappreciated or underappreciated for the work done, the conditions of the workplace. The rigid supervision involved in the work being done, and negative or weak supervision that does not offer enough input or guidance Bennett. R, 1997 p.119 This is an extremely expensive way to do business because it leads to poor productivity, isolation and increased absences from work. The high absenteeism in Maxis Bank led to the non submission of their tasks on time. Moreover, staffs in Maxis felt to be underworked, because according to Annie, she complained that her job is monotonous and repetitive.The staffs feel to be underworked for doing uncreative, and repetitive work, which always to high absenteeism and turnover as well Giddens.A, 1971 p.23. .And lastly, the absence of leadership in the Maxis Bank created an issue within the staffs. People want to be guided by those they respect and who have a clear sense of direction. This type of person leads by positive example and endeavors to foster a team environs in which all team members can reach their highest potential, both as team members and as people. They encourage the team to reach team goals as effectively as possible, while also working tirelessly to strengthen the bonds among the various members. Kouzes, Posner, Barry Z. (1987).Good leaders ar made not born. If people have the desire and willpower, they can become an effective leader. Good leaders develop through a never ending abut of self-study, education, training, and experience Burns, 2010, p. 43. Basically, John should hire a good, effective and trust leader who can lead the staffs in a good way for the benefit of the Maxis BankReason why problems occur?For most part of the twentieth century, managers realized that if their employees were satisfied with their jobs, then that satisfaction would translate to working hard. Therefore, happy workers are productive workers. It is true that in the case of Maxis, Annie was not productive, since she claimed that she attended few interviews with other bank. Organizations with more satisfied employees tend to be more effective than organizations with fewer satisfied employees.Dissatisfied employees are more potential to miss work. Although this is tr ue, other factors also do play a role, for instance organizations that provide liberal sick leave benefits encourage all their employees to take sick days. Hence, satisfied employees have lower levels of turnover while dissatisfied employees have high levels of turnover. Research also suggest that an important moderator of the satisfaction-turnover relationship is the employees level of performance. For better performing employees, the level of satisfaction is less important in ringing turnover. When employees are dissatisfied with their jobs, theyll respond somehow. It is not easy to predict how exactly theyll respond. One might quit, another might responds by doing personal work at the workplace, or may take leave and increase the absenteeism.Workers in any organization need something to keep them working. Most times the pay of the employee is enough to keep him or her working for an organization. However, sometimes just working for salary is not enough for employees to stay at an organization. An employee must be displaced to work for a company or organization. If no motivation is present in an employee, then that employees quality of work or all work in general will deteriorate Herzberg, F., Mausner, B. Snyderman, B.B. 1959, p. 341. Basically, staffs in Maxis Bank are unmotivated and displease that why critical issues in the Maxis arose.Alienation is one of the factor of unhappiness and isolation that workers in hardly feel when theirs works are not a relevant or important part of the workers lifes, that they do not really belong to the work to the work community health (Karl. M, 1971p.59).It is associated with feelings of discontent, isolation and futility. Alienation workers see themselves or powerless and dominated. Work is seen as unrevealed to real life it becomes simply a means to achieve materials ends. Alienation has been observed most a lot on automated assembly lines where work is extremely repetitive and personal relations with others wo rkers are difficult to establish. Great unhappiness can result from estrangement indeed, it can adversely offer the workers mental or physical health. In the case of Maxis, John found that each staff is working in isolation and difficult to establish a relation either professional or friendship with others.2-Some theorists have defined and explained the concept of motivation as a process that account for an individuals intensity, direction, and persistence of effort toward attaining a goal. Many contemporary authors have also defined the concept of motivation. It has been defined as the psychological process that gives style purpose and direction Kreitner. R, 1995 p. 44 a predisposition to behave in a purposive manner to achieve specific, unmet needs Buford, Bedeian, Lindner, 1995, p. 56 an internal drive to satisfy an unsatisfied need Higgins, 1994, p. 78 and the will to achieve Bedeian, 1993, p. 675. Basically motivation is operationally defined as the inner force that drives in dividuals to achieve personal and organizational goals.Why do we need motivated employees? The answer is survival (Smith, 1994). cause employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform Kovach, 1987, p.65. Of all the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employees changes constantly Bowen , Radhakrishna, 1991, p. 62. For example, research suggests that as employees income increases, money becomes less of a motivator Kovach, 1987, p. 72. Also, as employees get older, interesting work becomes more of a motivator.Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne Study results Terpstra, 1979 ,p. 98 The basis approaches that have led to our understanding of motivation are Maslows need-hierarchy theory, Vrooms expectancy theory, and Adams equity theory.According to Maslow, employees have five levels of needs (Maslow, 1943), physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzbergs work categorized motivation into two factors motivators and hygienes (Herzberg, Mausner, Snyderman, 1959, p. 125. Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction.Vrooms theory is based on the belief that employee effort will lead to performance and performance will lead to rewards Vroom, 1964, p. 150. Rewards may be either positive or negative. The more positive the reward the more likely the employee will be highly motivated. Conversel y, the more negative the reward the less likely the employee will be motivated.Adams theory states that employees strive for equity between themselves and other workers. Equity is achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs Adams, 1965. p. 134Basically, the best motivational theory that suits the Maxis Banks case is the payoff theory. This theory can be traced to the work of the pioneering doingsist B.F. Skinner. It is considered a motivation theory as well as a learning theory. Reinforcement theory posits that motivated behavior occurs as a result of reinforces, which outcomes are resulting from the behavior that grounds it more likely the behavior will occur again. This theory suggests that it is not necessary to study needs or cognitive processes to understand motivation, but that it is only necessary to examine the consequences of behavior. In reenforcement theory a combination of rewards and/or punishments is used to reinforce desired behavior or extinguish unwanted behavior. Behavior that is reinforced is likely to continue, but behavior that is not rewarded or behavior that is punished is not likely to be repeated. Skinner, B.F. Science and Human Behavior. 1953.The most important principle of financial backing theory is, of course, reinforcement. Generally speaking, there are two types of reinforcement positive and negative. Positive reinforcement results when the occurrence of a valued behavioral consequence has the effect of beef up the probability of the behavior being repeated. The specific behavioral consequence is called a strengthener Iwata, B. A. (1987, p. 67. An example of positive reinforcement might be a salesperson that applies extra effort to meet a sales quota (behavior) and is then rewarded with a premium (positive reinforcer). The administration of the positive reinforcer should make it more likely that the salesperson will continue to exert the necessary effort in the future. In the case of Maxis Bank, according to Annie affirmation she refused to negociate extra job other than her current job scope. If the positive reinforce come into it for instance rewarded her with a reward, she would not refused to handle extra job and the level of the motivation will countermand automatically.Rewards can therefore assume a number of different forms, though there are two main formsextrinsic rewards, which take the form of cash payments and employmentbenefits, like staff discounts,occupational, pensions,health insurance, andcompany cars andintrinsic rewardssuch asjob satisfaction, recognition, personal development, and the social status which may be attached to particular job roles.Negative reinforcement results when an undesirable behavioral consequence is withheld, with the effect of strengthening the probability of the behavior being repeated. Negative reinforcement is often confused with punishment, but they are not the same. Punishment attempts to decr ease the probability of specific behaviors negative reinforcement attempts to increase desired behavior. Thus, both positive and negative reinforcement have the effect of increasing the probability that a particular behavior will be learned and repeated Iwata, B. A. 1987, p. 68. An example of negative reinforcement might be a salesperson that exerts effort to increase sales in his or her sales territory (behavior), which is followed by a decision not to reassign the salesperson to an undesirable sales route (negative reinforcer). The administration of the negative reinforcer should make it more likely that the salesperson will continue to exert the necessary effort in the future.Reinforcement theory suggests to managers that they can improve employees performance by a process of behavior modification in which they reinforce desired behaviors and punish undesired behavior .Moreover, for John case, reinforcement theory will be the best appropriate to motivate his 10 staffs, increase t he desire behavior, or increase the probability of a behavior reoccurring. Consequently, both positive and negative reinforcement have the weight of increasing the probability that a particular behavior will be educated and repetitive. For instance, in Maxis Bank, both positive and negative reinforcement will have the effect of modified or punished the undesirables behavior of the staffs such as the absenteeism, the high turnover, the work isolation and increase the desirable behavior for instance handling extra job, attend all the interviews with the others banks, if bonus or rewards and maybe motivation words are applied.3.Group dynamicsis the study of groups, and also a general term for group processes Ringer, T. M. 2002 p 172. Relevant to the fields ofpsychology,sociology, andcommunication studies, agroupis two or more individuals who are attached to each other by social relationships.Because they interact and influence each other, groups develop a number of dynamic processes t hat separate them from a random parade of individuals. These processes include norms, roles, relations, development, need to belong, social influence, and effects on behavior. The field of group dynamics is primarily concerned with small group behavior. Bass, Bernard 1990, p. 31A group comes together to focus on finding common solutions or building a final project to the organization. This can be very effective to the project or solution because individuals in different roles in the workplace, different backgrounds and different experiences have a variety of points of view that they are able to contribute (Dimock, H.G.1993). works in groups is often more efficient and motivates group members to achieve more in a certain period of time as group members motivate others to do their best and people often feel the need to be competitive (CSU 2009). Bringing out the competitive nature in people centre toward a common goal can often be a very productive strategy.In the Maxis case, the or ganization got employees came from different departments, different roles lead different experiences, but the thing is there is not group team in Maxis Bank. Each employees work in isolation. Some staffs in Maxis Bank are very independent and prefer to work alone rather than in groups. They feel that their best work comes from completing projects individually. (Burgess H. 2007).Dealing effectively with groups of people is a acquisition that will serve us in all areas of our lives. It can also be a challenge- because people as individuals tend to have their own ideas round how they relate to a group, and not all of these ideas work very well in practice. Theres a profound difference between a set of individuals and a cohesive group, and weve all felt that difference- where a group is tightly related and conscious of itself, the group is vastly more capable than the sum of its parts. Where individual members are unconscious to the needs of the group, often the group is weaker than t he sum of the individual members capabilities.Skinner, B.F. Science and Human Behavior. impertinent York Macmillan, 1953.Iwata BA. Negative reinforcement in applied behavior psychoanalysis, pp. 67 68Buford, J. A., Jr., Bedeian, A. G., Lindner, J. R. (1995). Management in Extension (3rd ed.). Columbus, Ohio Ohio State University Extension. p. 56Terpstra, D. E. (1979). Theories of motivation borrowing the best. p. 98Vroom, V. H. (1964). Work and motivation. New York Wiley. p. 150Bennett. R, 1997 Organisational behaviour, 3rd edition, pp.119Karl.M, 1967 The rise of the working class, p.59.Herzberg, F., Mausner, B. 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