Interview Transcript

Transcript for interview session for the topic “if motivation results in employees’ satisfaction or not”

Transcript 1:

1) Interviewer: Do you believe that motivation and employees’ satisfaction is associated with one another?
Interviewee: Yes, I do believe that, an effortful motivation would be quite helpful for an employee to achieve greater level of satisfaction eventually.
2) Interviewer: Do you believe that monetary motivational efforts can be highly impactful in comparison with the motivational efforts that do not engage any money in the process?
Interviewee: Though, motivation can be useful whether in monetary or non-monetary but if, money is engaged in the process this can be the greatest combination of motivation that every employee seeks for, so yes.
3) Interviewer: What would motivate you to dedicate more into the job you’d be offered with, a higher position or a monetary increment?
Interviewee: As both are the key motivational factors that would motivate me, but I would prefer a regular monetary increment than moving up in the organizational structure.
4) Interviewer: How far do you believe according to your experience that motivation can be tool that would amplify organizational production capacities?
Interviewee: Motivation has always been one of the most important tools that organizations use or are still using to motivate their workforce. Considering employee perspective is as necessary as it is to consider organizational objective achievement, it is necessary for organizations to motivate its employees from time to time in order for helping them to enhance their skills and personal abilities. Monetary or non-monetary, motivation does have the potential to boost individual abilities to perform whether in commercial world or personal life. Considering the situation that globalization triggered or created, it is necessary for organizations to develop competence and keep working on it, which would demand an active participation from worker’s end. Motivating employees or workers would definitely be a constructive step forward that would eventually be helpful for organizations to amplify their ability to enhance production in quality and in quantity. This finally would help organizations to achieve the competitiveness they have been longing for.
5) Interviewer: How do you think satisfaction and motivation is associated with one another?
Interviewee: Motivation and satisfaction are closely related with one another. Every employee at certain point of his/her job tenure comes across the grey period, where the individual start becoming dull and cannot perform as he/she used to. It is the time they need motivation, which can be in either of the forms, appraisal or monetary improvement. Appraisal would amplify employee confidence level, which certainly would draw a positive change in the performance level of the particular employee. Monetary motivation on the other hand would include an increment in the regular pay that the individual employee was working with. Often employees get de-motivated with the similar structure of payment he/she has been working with. The management must identify the time that an employee or group of employees must be allotted with a higher remuneration. This eventually would result in an augmented level of satisfaction in the body language of employees.
6) Interviewer: How impactful can the motivational efforts be?
Interviewee: Once satisfied with the motivational efforts from the organizational or management’s end, employees would start performing the way they started at the beginning of their employment tenure. The right set of motivational efforts from the organizational or management’s end would be highly impactful (positive). Employees often become emotionally attached with their organizations and if not paid or satisfied with their job condition they tend to go through a disappointment, which can draw devastating outcomes for the organization. It is necessary for organizations to develop right set of policies for motivating their employees in the most satisfied manner.

Critical Reflection

The interview session has been helpful for me to develop a clear sight regarding how intrinsically motivation and employee satisfaction is related with one another. Upon asking the series of questions to the individuals, I came across various viewpoints regarding the elements and types of motivation that organizations can pursue in order for motivating their employees in the right direction. Personally, I believe that whether venturing within the national boundaries or international, an organization needs to develop competitiveness, which can only be achieved by the employees of the organization. In order for motivating employees of the organization, the management must take initiatives by consulting with the leaders as these individuals do have the accurate knowledge regarding personal performances of every individual. Leaders can help management to emphasize over particular individuals that need continuous motivation along with the individuals that need motivation on priority basis. Leaders would also have to assist management in order for identifying, which individual/employee needs what pattern or type of motivation and for how long. This eventually would help the organization to ensure their success and prosperity throughout the achievement of their organizational goals.

Ethical Checklist

The checklist would include the following points:
v  I would not ask any question that might hurt someone’s sentiments.
v  Respondents would be informed about the kind of the interview and the purpose of the interview session.
v  I would avoid questions that respondents might have to go out of their comfort zone to answer.

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