How to Motivate Colleagues in Fire and Rescue Management Service - Research Paper Example

how to motivate colleagues in fire and rescue management service Course Name and Code Institution Name Departments Name Insert Your Name Insert Your Number Instructors Name 20 March 2009 Introduction The expression motivation is derived from the Latin word “movere”, which means to move. The word motivation can be defined as the internal desire that activates persons’ behaviour and gives the direction in which the person will achieve a given direction. Thus, motivation can be generally be defined as what determines a person to engage in a given behaviour. The main aim of motivation is to maximize pleasure and minimize physical pain. Motivation brings many factors into play and the resultant aim to get the most benefit from a given task. Motivation plays an important role in the way that the fire and rescue staff are motivated to achieve their aims and goals of the given organization. Thus, it is important for the management of the fire and rescue department to embrace or institute motivational strategies to ensure that the staffs involve their entire capabilities in achieving the goals of the organization. Hence, how can the staff be motivated? There is a Chinese saying that “you can take the horse to the water but you cannot force it to drink”. The horse will only drink the water, if it is thirsty, an approach that motivation plays in human psychology. Motivation will ensure that the workers excel in their tasks whether weight or difficulty that they have to go through. Thus, for any business setting to succeed, they have to embrace and develop ways in which the workers and staff are motivated. These workers will achieve and accomplish the guidelines and requirements of the organization, which are usually stipulated in the mission statements and vision statements of the respective organizations. In the case of fire and rescue department, motivation ensures that the staffs provide their services at whether cost to assist and ensure that the community is safe and the community can accomplish their day-to-day activities. This is the fundamental goal of every governmental organization and various stakeholders including the community people, environmental agencies and community development organizations. Many scientists and authors have developed theories that give guidelines for human motivation, which is the core of organizational behaviour. Sansone & Harackiewicz, (2000) describes motivation in two perspectives, either intrinsic or extrinsic, a view that is supported by many psychologist and other scientists. In the case of intrinsic motivation, Ryan & Deci (2000) view it has coming from within the person and usually affects the behaviour, well being and performance. Moreover, the extrinsic motivation plays an important role in ensuring that the staffs are motivated. However, different literature plays an important role in making these perspectives to clash. The main conflict lies from the perspective of Deci, Koestner, and Ryan’s (1999a), in fact, they state that “tangible rewards tend to have a substantially negative effect on intrinsic motivation” (p. 658). However, Eisenberger et al (1999) view this assertion from another perspective by stating that the views of Deci et al are mistaken and they propose that more research on the topic should be given consideration. Many scientists and authors accept that extrinsic motivation was first since it revolves around material possessions, prestige and rewards. In fact it is traced to the research that was carried out by Thorndike (1911), the study that was carried out by the Minneapolis Gas Company between 1945 to 1965, and even the laboratory experiments such as the one of the Emery Air Freight study (Hamner, 1976). These tries are based on changing the extrinsic motivational factors to shape the motivation capabilities of the person. Thus, manipulating extrinsic motivation factors, Komaki (1982) acknowledges that it as improved on punctuality, productivity and quality of completed work. Intrinsic motivation approach plays an improve role in the way that people are motivated. Intrinsic motivation is acknowledged by behaviourism based approach, which is evident in the accomplishment of authors and psychologists such as Alderfer and Maslow theories. On the same perspective, Hertzberg (1966) describes that intrinsic factors includes, challenge of the task, goal, responsibility and advancement opportunity. Hackman & Oldman (1976) share the same perspective by stating that people are motivated because of task identity, the significance of the task and autonomy of the given task. Therefore, the big question lies on whether intrinsic and extrinsic factors play an important role for the department of fire and rescue to achieve their goals and aims. Two main hypothesis were to be tested including identification of socio-demographic characteristics of the fire fighters and what motivational factors plays an important role in shaping their perception towards achieving their goals. Methodology In this type of study, the most appropriate method to collect the relevant data was the use of questionnaires. Questionnaires are easily to use and give the accurate and unique state affairs of a given scenario. Strengths of questionnaires Questionnaires are easy to implement, analyze and most statistical software can process them. Moreover, they are cost effective when compared to other methods such as face-to-face interviews due to the cost associated. Questionnaires are familiar since at a time most people could have filled questionnaires ranging from hospital forms to advanced forms. Thus, it makes the respondents less nervous. Questionnaires are less intrusive, if compared with telephone surveys. This is because the respondent gauges the rate to respond on each of the questions. Moreover, utilization of questionnaires eliminates/reduces interviewer bias because all the questions are presented to different respondents in the same strategy. Thus, provision of clues during verbal or visual are reduced, thus the respondent is not influenced in any way. Weaknesses of questionnaires In most cases, mailed questionnaires usually receive low response rates. The low response rate may contribute negative towards statistical analyzes and in most cases may lower confidence level of the results. However, this problem can be solved designing the study well. The transparency and authenticity of the completed mailed questionnaires plays an important role in weakening questionnaires. It is assumed that different respondent with specific questions to be filled are the ones that fill the forms. However, many questionnaires may be filled by people who may not be appropriate for the study e.g. minors or subordinate staff. Another problem is that the questions that are asked are specific. Spaces for comments are not usually left thus they cannot retain the “flavour” and most of the questions are guided by the researchers. Moreover, the people who are filling the questionnaires may not be able to recall the important points and at times may lack self-awareness. Some considerations were put in place when the survey was carried out to ensure that the study is successful and to increase the response rate. The main strategy that used to distribute the questionnaires was through mail to the respondents. The major problem that is associated with survey is the threat towards the response rate. Thus, some measures were incorporated to counter this problem. Some of the measures that were utilized included including a cover letter that introduced the questionnaire itself and a self-addressed stamped envelop was include in the mail for the respondents to send back their filled questionnaires. The questionnaires were distributed to the Leicestershire fire and rescue department via their postal address. The success of the survey depended on the number of questioners that were well filled and returned before the rough guidelines time that was provided. Generally, questionnaires were to be received within three weeks else rejected. 715 persons responded and they returned their questionnaires within the stipulated time among the 835 aimed respondents. Presentation of Results Response rate was 86.63%. Summary of Socio-demographic characteristics of fire fighters Socio-demographic Profile Frequency Percentage Gender Male 510 71.32 Female 205 28.67 Total 715 100 Education level Matriculation or Secondary 120 16.78 Associate degree/college 400 55.94 Bachelors Degree 89 12.4 Other 106 14.83 Total 715 100 Marital status Single 220 30.77 Married 450 62.94 Divorced 45 6.29 Total 715 100 Occupation level Professional level/Managerial 40 5.6 Administrative level 83 11.6 Skilled/technicians 500 69.93 Unskilled 92 12.87 Total 715 100 Summary of Motivational Factors Motivational Factor Mean Value Extrinsic factors 7.5 Intrinsic factors 7.8 Control of duties 5.0 Job satisfaction 4.5 High performance increases chance of promotion 3.5 Analysis of Results Social-demographic data Analysis The survey had a response rate of 86.63%; this is the percentage that is obtained when the responses are compared against the initial number of questionnaires that were mailed. The high level of success that is associated with surveys especially mail indicates the level of sensitivity that the subject in question affects the fire fighters and personnel within the fire and rescue department. This is because questionnaires normally receive a low response rating; in fact, Waltz & Strickland (2004) states that, “It is not unusual to encounter response rates as low as 30%” (p. 263). Thus, the response received from this survey indicates all problems that are associated with questionnaires have been controlled. The socio-demographic information plays an important role in understanding workers in fire and rescue industry and trying to understand what guides their day-to-day activities. Most of the people in the fire and rescue department are men (71.32%) and in most cases are the breadwinners of their respective families. Moreover, approximately 70% of the fire and rescue department at one time had been married (married and divorced). Thus, motivational factors will be controlled by the way that their family members are satisfied and whether they obtain most requirements/ needs. The data in terms of educational standards indicates that most people have qualifications that is college or associative degree (55.98%) e.g. diplomas. This shows that the workers had the aim to pursue carriers in fire fighting, hence having the ability to accomplish tasks that they are given. In most cases, the ability to do something contributes towards the way that the person will be motivated. Intrinsic Motivation Analysis Intrinsic motivation is the force that comes inside an individual to try to solve a given problem, accomplish a duty because of enjoyment or because of curiosity. From a range of 1 to 10, the mean was 7.8, which indicates that most fire fighters are interested with fulfilling their goal of ensuring that the community is safe and people can live without inconveniences e.g. fires and accidents. The motivation results from the satisfaction and pleasure that one gets from completion of the task itself or even the sense of working on a given task. Griffin et al (1987) support this view by saying that the result of the task is the core reason that motivates a person to accomplish the tasks and to be ready to tackle problems that are more complicated. From the data collected, most people are motivated because of the reason behind fulfilment and rescuing people and the entire community from any vulnerability. It indicates that well-defined goals, complicated tasks and enjoyment in accomplishing the tasks indicate the power towards accomplishment of tougher duties. Even though most people work to get some rewards e.g. salary or wages, from this data it indicates that most people within the fire and rescue department have an aim of solving a problem and rather than getting the payment. In fact, Kasser & Ryan (1996) view that intrinsic behaviour is derived from satisfaction of psychological needs; needs for competence and autonomy that ensures that a given task is exceptionally completed. Self-Motivation Self-motivation plays an important role in ensuring that a duty or task is completed. From the data that was obtain from the study of Leicester fire and rescue service indicates that control of duties account to a mean of 5 from an initial range of 1 to 7. The same is seen in job satisfaction, which is 4.5 and high performance is the chance for promotion mean of 3.5 indicates the cause of self-motivation. Thus, self-motivation drives and ensures that a given task is completed. To some extent self-motivation can be seen as intrinsic motivation, as seen by expectancy theory that was championed by Victor Vroom. The desires and drives that a person have tend to drive to achieve or fulfil a certain goal. In most cases, drives may be activated by deficiencies, which spark the person to fulfil a certain goal. For example, because of hunger, a person may be motivated to look for food. In the case of fire and rescue department, the internal drive to ensure that the community does not suffer drives them to ensure that the safety standards are maintained and risk factors are minimized. The desire to be satisfied by the deeds, makes the fire fighters to work hard to fulfil a given mission, the desire or drive for promotion motivates the fire fighters to accomplish a given task. Extrinsic Motivation Analysis Extrinsic motivation is the external force that encourages a person to fulfil a given task. Extrinsic motivation can be viewed from two perspectives. The first perspective is the reward or materialistic award, this approach is utilized by most organizations. The second perspective is threat of punishment or coercion. Threats such as been fired or disciplinary actions may force some people to accomplish tasks. In the case of Leicester, extrinsic motivational factors contributed a mean of 7.5 out of ten. This indicates that people are motivated by pay, rewards, appreciation and recognition. A person who is extrinsically motivated accomplishes a given task, even if the person as minimal or no interest but because of the resulting satisfaction e.g. the reward or recognition. Thus, extrinsic motivational factors contribute to the way that the tasks are accomplished within the Leicester fire and rescue department. Conclusion Generally, the survey as indicated that motivation plays an important role in the way that the Leicester fire and rescue department fulfils their duties. A combination of both intrinsic and extrinsic motivational factors ensures that the people within this department fulfil their requirements by ensuring that they utilize the most of their capabilities. Like any other occupation, workers are supposed to be motivated, thus the fire and rescue service are deemed to satisfy their employees needs to gain the maximum benefit. Intrinsic factors such as complexity of the job, goals that are set and curiosity while the external factors such as rewards and recognition ensures that the fire fighters are motivated and will likely achieve their goals. Motivation as the corner store of job satisfaction that includes ability to accomplish a give task e.g. availability of resources that will aid the fire fighters to accomplish their tasks. For example, provision of fire engines, protective clothing and proper strategies to ensure that safety standards are maintained, are the underlying resource related factors that will improve the fulfilment of duty and achieve the goals of the entire organization. Most researchers and scientist have not placed their focus on motivational factors within the fire and rescue department. Common research and studies have revolved on the motivational factors that make people to volunteer in the fire and rescue department. However, application of relevant theories such as those brought forward by Maslow, a theory that indicates that there are some driving forces that makes people to be motivated. He categorically states that there are hierarchal levels that some one has to accomplish so that he is motivated. Maslow (1943) states, the factors that control motivation are self-actualization, love/belonging, esteem, safety and physiological. This illustrates the findings from the survey that was carried and especially regarding the married and divorced fire fighters. The same perspective is the same as that which was championed by Alderfer and Hertzberg (1966). Thus, from this view it is evident that previous research comes handy in the way that the fire fighters are motivated towards achieving the laid down goals and missions of the fire and rescue department. In carrying out this study, the main goal was to ensure for external validity resulting in making tradeoffs against internal validity. The type of survey that was used was static and thus did not incorporate dynamic and precision of motivational factors especially on rewards and outcomes. Moreover, the perceptual measures that was employed was a potential for psychological bias, this is because the interests revolved around person’s perceptions towards personal and the fire and rescue department phenomena. In every study, there are usually limitations and thus appropriate measures should be employed to ensure that these complexities and problems are minimized. However, these limitations were partially offset by the appropriate analytical approaches that ensured a higher external validity. These approaches was further improved by the large sample size of over 835, a variety array of factors, and bringing into consideration socio-demographic capabilities of the research. Moreover, the internal validity was encouraged by statistical methods that shaped the way through analyzing the data. The response rate indicates that the survey defined the real problem that controls the fire and rescue department. This is from the contrary that such studies yields minimal response rate. This sample may be used to imply that the population may be controlled by these motivational factors to achieve their goals and share way to maximize internal capabilities. There are divergent approaches that future study can be used to analyze the way that fire fighters and other people who are involved with fire and rescue department. Factors such as locality and salary should be included in future studies. Encouragement should be championed in ethical consideration such the benefit of the entire humanity and ability to providing the required safety measures to the immediate vicinity of the fire fighters. 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Appendix A: Socio Demographic Profile 1) Specify your gender. a) Male (tick one) b) Female 2) What is your educational level (tick one) a) Matriculation/Secondary b) Associate degree/ College c) Bachelor Degree d) Other 3) Marital status (tick one) a) Single b) Married c) Divorced 4) Fire fighting and service occupational level (tick one) a) Professional/Managerial b) Administrative c) Skilled/ Technician d) Unskilled B: Motivational Factors 1) Do extrinsic factors motivate you? e.g. pay, promotion, recognition e.t.c. (tick one) a) 0 b) 1 c) 2 d) 3 e) 4 f) 5 g) 6 h) 7 i) 8 j) 9 k) 10 Where 0= Not at all motivating 5 =moderately motivating 10=extremely motivating 2) Do intrinsic factors motivate you? e.g. enjoyment, solving a problem e.t.c. (tick one) a) 0 b) 1 c) 2 d) 3 e) 4 f) 5 g) 6 h) 7 i) 8 j) 9 k) 10 Where 0= Not at all motivating 5 =moderately motivating 10=extremely motivating 3) To what do you control and contribute to accomplishment of your duties? (tick one) a) 1 b) 2 c) 3 d) 4 e) 5 f) 6 g) 7 Where 1 = very little and 7 = very much 4) Can you say that your job is satisfying? (tick one) a) 1 b) 2 c) 3 d) 4 e) 5 f) 6 g) 7 Where 1=strongly disagree 7= strongly disagree 5) Does high performance increase the chances of you been promoted? (tick one) a) 1 b) 2 c) 3 d) 4 e) 5 f) 6 g) 7 Where 1= definitely untrue and 7 = definitely true Read More