How To Increase Employee Satisfactions In Nepalese Organization:-

How To Increase Employee Satisfactions In Nepalese Organization:-      

 

If we look at the government Initiative in HR, it can be traced long way back. The Public Service Commission was established in the early fifties to recruit public servants independently. Post-90, MNCs and development agencies entered Nepal with embedded HR systems. Later, Neal Rastra Bank required all commercial banks to have separate HR department, Despite all these progress in HR Management, the private sector has not been able to practice HR management comprehensively.

 

Frederick Herzberg was a psychologist interested in the correlation between employee attitude and workplace motivation. He wanted to find out what made people feel satisfied and unsatisfied when it came to the workplace. After spending countless hours interviewing employees about what made them feel both good and bad about their jobs. Herzberg developed a theory of workplace motivation called the two-factor theory. This article has been presented to view regarding why there is employee dissatisfaction in the organization.

Model used: - Frederick Herzberg's “Two Factor Theory” model for Motivation.

In this theory, there are two factor namely Hygienic Factor and  Motivating Factor.

a. Hygiene Factor: -    Hygiene factor are those factors do not motivate employee but their absence cause dissatisfaction. Herzberg used the term 'hygiene' to describe factors that cause dissatisfaction in the workplace, are extrinsic (or independent of the work itself), and are linked to things such as compensation, job security, organizational politics, working conditions, quality of leadership, and relationships between supervisors, subordinates, and peers.

 

In context of Nepal, almost Big, Medium and Small organization  (National level or local firm) have problem of giving good compensation to the employee. In Perspective of big (National) Company, they have perception they they have paid best as per industry, however it seems less in context of Inflation as well as job work pressure.

 

 

b. Motivating factor:- These are linked to employee motivation and arise from intrinsic, or dependent, conditions of the job itself. Factors for satisfaction include responsibility, job satisfaction, recognition, achievement, opportunities for growth, and advancement. These factor motivate and provide high level of job satisfaction.

 

In context of Nepal, Respect (मानसम्मान ) is the best example. For example, Manager using words you are doing good, Giving awards in the circle, greeting (Namaskar) to the employee, using positive words, giving positive feedback in group and negative feedback (thing to be improved) in Individual.

 

Since our Hindu religion also belief on Respect more in compare to money, and almost all Nepalese belief on this thing because beliefs (need of respect) have been transfer from parents to us. So manager should understand this factor more. This can be good Tactics to those organizations who cannot pay good compensation to its employee. If looks towards Nepalese Organization Culture, in every Private, Public or Government sector, manager expects Motivating factor more from their lower lever staff.

 

If look towards present Nepalese organization following things can be seen/ observed.

 

a. Some organization gives Hygienic factor more but can’t give motivating factor.

b. Some organization can’t give both the factors

c. Motivating factor is lacking to give. Manager instead of giving motivating factor to the employee, they them-self (manager) are expecting more.

 

 

 

Conclusion:-

So for the motivation of employee and to control employee turnover, both Hygienic and Motivating factor should be given. If organization can’t give Hygienic factor than It should give Motivating factors to its employee more and it can be as a part of Tactics to control employee dissatisfaction. Manager should have empathy regarding self-respect. If a Manager need respect that means his subordinates or lower level staff also need respect. So manager should try to give respect ( Manager using words you are doing good, Giving awards in the circle, greeting (Namaskar) to the employee, using positive words, giving positive feedback in group and negative feedback (thing to be improved) in Individual to his team members. In this way, employee satisfaction can be increased.

 

 

 

References:-

1.      Frederick Herzberg's theory of Motivation

2.      https://www.newbusinessage.com/MagazineArticles/view/2051#:~:text=If%20you%20look%20at%20the,was%20an%20awakening%20for%20us

 

 

By:- Krishna Raj Bhatta

RA

Prabhu Bank Limited

Date :- 2020.03.20

Place :- Dhangadhi