FLEXImobile - About Issues In Employee Monitoring and how to resolve them using Mobile Monitoring Applications

Issues In Employee Monitoring: The Role Of Motivation

The dawn of the Industrial age has led to the creation of mass production of goods and services. Consequently, entrepreneurs with the vision to create products needed in solving problems in human society have the need to employ others in making mass production of these products a reality. Hence, two major problems arose from this entrepreneurial spirit and engaging others to achieve these dreams viz:
  1. Meeting deadline of these mass produced goods and services and the attendant issue of loss of working hours.
  2. Attendant theft of ideas by a deceitful worker in their quest to slice off profits.
To curb these problems, entrepreneurs have to monitor employees to balance the books and achieve the ultimate goal of enterprise management which is profit maximization. Another issue that arises needing monitoring includes expansion of production base and conquering new territories. Therefore, with these identified problems as the background what options are available to the entrepreneur in keeping his/her dream alive? In the 21st Century, the primitive methods of which involves the physical counting of employees, taking notes, etc. have been replaced by monitoring software in employee monitoring. The 21st Century digital world has lead to the digitization, virtualization and increased dynamism of the workplace. Hence the supervisors have to adapt to the changing times. To achieve this goal of increased productivity the manager and supervisors must be wary of not crossing the legal boundaries and infringing on the privacy of the employees in the process of monitoring.

Proposed Paradigm Shift

Achieving this dual objective of monitoring and improving productivity has pushed many-a-supervisors to the brink. One way I have seen to be more efficient than most is the incorporation of a motivation scheme into the workplace rather than investing in the newest gadget to track employees which more than half of the time has adverse effects and leads to profit hemorrhaging by shady managers and supervisors. Don’t get me wrong I am not against the use of monitoring software, but a more robust approach to the traditional method of motivating employees should be understood and implemented by managers in today’s ever-shifting culture of high job turnover. One theory that has stood the test of time with relation to motivation is the Maslow’s Hierarchy of Needs. Supervisors should endeavor to be creative in the ways they approach the needs of employees on the job to increase productivity and decrease lost working hours. Furthermore, this method will improve the employee loyalty, and this improves the general workplace atmosphere.

Issues In Employee Monitoring: The Role Of Motivation

Maslow propounded a five stages model but recently elaborated upon by researchers in which they added three more steps. Two broad categories emerged from these eight steps. The two primary types are the Growth needs and Deficiency Needs. My experience has shown that supervisors should focus more on the Growth Needs which encapsulates (Cognitive Needs, Aesthetic Needs, Self-Actualization and Transcendence Needs).
  • Cognitive Needs: This relates to employees need for knowledge, meaning, understanding, etc. The supervisors should strive to train and retrain workers on the job to keep them self-motivated, improving their need to know but not to the extent of having access to classified information. The supervisors should have the understanding of compartmentalization of knowledge while keeping the curiosity and thirst for knowledge of employees sharp.
  • Aesthetic Needs: At a particular stage in the employment ladder, the necessity of appreciation and recognition of contribution to work supersedes pecuniary emoluments. Supervisors should find ways of extolling outstanding contribution of employees via awards and badge of honor etc.
  • Self-Actualizing Needs: Supervisors should understand that sometimes the need to realize personal potential, self-fulfillment, pursue talent, personal growth, peak experiences, etc. helps in motivating employees to achieve greater heights. In cases where the supervisors notice bright employees, efforts should be made to give them a push on the part towards a brilliant career.
  • Transcendence Needs: Supervisors should resist the urge to micro-manage employees. Therefore, supervisors should find the balance by delegating authority to subordinates, helping others to achieve self-actualization.
In conclusion, supervisors should have a sound knowledge of employee monitoring, and the process should be interactive between the upper echelon of management and the front line workers to achieve the desired goal of achieving maximum productivity at minimal cost.

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