Group 13- OB assignment

Blueprint for employee motivation at IIM Sambalpur

Context
IIM Sambalpur is a Government organization situated in Sambalpur region of
Orissa. It is an academic institution which employee majorly teaching staff for
educational purposes and non-teaching staff for daily maintenance and support
activities.

P/E Fit

What Teaching employees need?

 Start clubs and informal mix of employees
 Autonomy
 Equity
 Performance management system
 Learning incentives
 Satisfaction with pay and promotional opportunity
 Sense of accomplishment and performance feedback
 Treat them as trusted professional

What non-teaching employees need?

Non-teaching staff include administrative staff and cleaning and maintenance staffs.

 Empower them
 Healthy Environment
 Perks
 Setting realistic targets
 Team Huddles
 Rewarding
 Training to keep up to date and focused
 Positive feedback
 Development of conducive Work environment
 Providing work environment facility
Theories Applicable/ Incorporated:
Group 13- OB assignment
Human Relations Management theory: The theory centres around human
interactions and relationships. There were many factors that influence how
employees behave and perform at work. It is important to regularly interact with the
employees, it motivates them to work more efficiently and increases their output.
Theory X & Y: It is important to understand how people use their management style
and how their subordinates perceive certain actions. The differences in
understanding can have a huge impact on the outputs of the team. Theory X
mangers tend to micro manage with the belief that employees will not motivate
themselves to complete their work, Theory Y mangers believe that employees are
inherently motivated to work.
As per the categories of Theory X and Theory Y, Organisation flow and structure
should be maintained.
If theory Y holds here, an organisation can apply the below principles:
 Decentralization and delegation- Reduce the number of levels of management
and managers will have more subordinates and consequently need to
delegate some responsibility and decision making to them.
 Job Enlargement - Broadening the scope of an employee’s job adds variety
and opportunities to satisfy ego needs.
 Participative management - Consulting employees in the decision-making
process taps their creative capacity and provides them with some control over
their work environment.
 Performance appraisals- Having the employee set objectives and participate in
the process of self-evaluation increases engagement and dedication.
Extrinsic Motivators - Extrinsic motivators include status, job security, salary, and
fringe benefits. It’s important for managers to realize that not providing the
appropriate and expected extrinsic motivators will sow dissatisfaction and decrease
motivation among employees.
Intrinsic motivators - Intrinsic motivators include challenging work, recognition,
relationships, and growth potential. Managers need to recognize that while these
needs may fall outside the more traditional scope of what a workplace ought to
provide, they can be critical to strong individual and team performance.