The paper “ Diaco's Organizational Behaviour - Guiding Principles of Rewarding Employee Performance” is a motivating example of a case study on human resources. Workers' motivation is without a doubt the most crucial thing that all organizations should do, but it is very challenging. A motivated worker is expected to work harder, be active in the place of work so as to bring about a work environment that is positive, and that can benefit every company. The perception of in-equitability and equitability according to equity theory is what motivates people to work.
Inequity theory, the focus is mainly on the input as well as the outcome where employees contrast their job inputs with the ratio of the outcome. When inequality is perceived by the employee, he or she may act so as to correct the inequity. Diaco understands that inequality leads to lower motivation as well as productivity, and that is why the company has offered its employees different incentives. In view of this, motivation may be described as the process of employees’ indoctrination with the objective of maintaining a harmonious relationship.
Employees willing to work can be attributed to different forms of motivation, which increases the performance output of the employees leading to high turnover. Therefore, motivation is crucial for the management of the organization and for managers to realize motivation benefits in the organization they must improve their motivational skills. The essay seeks to analyze how equity theory can explain the motivation of employees working at Diaco and discuss the extent to which Diaco’ s approach to employee motivation is consistent with expectancy theory. DiscussionAt Diaco, workers are allowed up to 6 weeks off for environmental groups and for those seeking to pursue their studies, half of their tuition fees are paid by the company.
This leads to motivation as evidenced by equity theory whose foundation is based on individuals desiring fair treatment at the workplace. According to Alawneh (2008, p. 3), every worker desire to be treated equally, and that their effort, time, as well as their commitment to the job should always be rewarded. In nearly all organizations, training is offered only to new workers; but in this case, Diaco has allowed its workers to invest more in developing their skills in order that they can improve their productivity.
Allowing employees to pursue further studies is imperative since it allows them to adapt their everyday routine work consistent with job requirements, which observably are changing rapidly. When employees advance their skills, they consequently, improve their present job performance and get ready for the intended work. As suggested by Zahra et al. (2014, p. 60), to make training process successful as well as purposeful, the leaders of the organization must closely work with Human Resources personnel together with functional department heads so as to pursue a systematic training approach and achieve the sought after outcomes from it.
Principally, Diaco allows its workers to further study so as to improve quality as well as productivity, to increase employee and organizational morale, to motivate workers, to realize financial benefits, and to offer broader awareness to workers that enable them to improve their personal growth. Besides that when employees further their studies they improve the image of the company since they gain knowledge on how to align their skills with the goals and objectives of the company.
Allowing employees to join the environmental groups also motivates Diaco workers since it leads to personal development by assisting workers to develop communication skills, it reduces their fear to carry out new tasks and allows them to manage stress, conflicts and frustration.