Risk Factors of De-Motivated Employees

 

Employees who have lack of motivation in the work places are a risk factor when it comes to executing day to day operations of the business (Reuben, 2017). Some employees are engaged in company equipment and tools on a daily basis, some of which need maximum attention and safety when using. So, it is the responsibility of the organization to have a well-balanced workforce of employees and their emotions as far as work issues are concerned.

1.Operational risks

    Poor quality work: In terms of quality outputs and results, disgruntled employees will not perform at their best hence produce shoddy products or services that will not be competitive in the market thereby costing an organization (Reuben, 2017).

  Toxic work environment: Demotivated employees tend to exude negative attitudes. The same attitudes tend to impact their interactions as well as their work ethics. Therefore, they will begin to be mean towards their colleagues resulting in other employees being offended. The working environment will be tense and therefore making it uncomfortable for other employees to complete their tasks efficiently (Maswabi, 2017).

    Excessive Absenteeism: If employees are dispirited, they do not enjoy going to work and will always be absent from work, resulting in the business under producing on a daily basis. This is very risky to the organization as there will be inadequate staff to perform the absent employee’s tasks therefore, forcing the available employees to do other employee’s work in addition to theirs. (Maswabi, 2017)

    Presenters: This is where by employees are present at work and yet not performing. The employees just come to work just to be seen by the employers but they do not do anything because they are demotivated, these will lead to the organization ‘s time and resources being wasted. Production will go down as the employees will be just in the work place to use the organization resources like, for example, the Internet, electricity, phones and others, yet not producing any outputs (Maswabi, 2017).

2. Personnel Risks

 It is the desire of organization to keep their staff for longer periods of time. Organizations spend a lot of money and time in training their employees. High staff turnover due to unhappy employees will cost the organization of all the spent resources. This will result in disruptions of organization’s operations as replacement of staff will be needed as well as more costs of another training for new employees. Strategic leadership is the critical point in achieving companies’ objectives. The negative side of leaders can jeopardize the firm's operations (Hogan, 2004).

3. Health Risks

Employees who are not entirely happy at work can have health problems including stress. Stress related illnesses will jeopardize wellness efforts in the work place of keeping healthy employees. Stressed and de-motivated employees may cause accidents at work when using machineries and other dangerous tools (Reuben, 2017).

4. Environmental Risks

Poor customer service, Demotivated employees include a lack of follow through, no reasonable and suitable explanations, rudeness when customers complain or enquire about something, ending up creating a bad reputation to the company (Maswabi, 2017). Employees who are not happy with the organization will manifest their dissatisfaction to the outside world. Customers are bound to experience unwelcoming acts of aggression and bitterness emanating from unhappy employees. Poor customer service will be the order of the day among employees which will end up tarnishing the name of the business (Reuben, 2017).

5. Financial Risks

Employees should add value to the organization. If employees do not produce enough work products to pay for their positions, they become an expense instead of an asset. As an organization, it is imperative to financially justify jobs added to the workforce that is, balancing the cost of staff members with the revenue their positions can generate (Maswabi, 2017). 

Many factors could reduce employee performance, such as practices restricted by their superiors the limits company policies and the physical working environment - lighting, temperature, noise or availability of materials (Robescu, 2016). Motivation is very much needed for employees in an organization to be productive, and management or leadership style has an important role to play. Motivation is not always based on financial rewards, but non-financial rewards methods can also be used to derive the best out of employees (Reuben, 2017). 

 In eye care service industry some goals are difficult to achieve and lot of staff get stressed. Also new joiners are left the company without proper informing to the departments due to communication issues and personal attitudes.

References

Hogan, R. And Hogan, J. (2004) Assessing Leadership. A view from the dark side International Journal of Selection and Assessment, pp 40-51.

Maswabi, O.K (2017) Risk Analysis of Operating an Organization with Demotivated Employees. Proceedings of the 14th International Conference on Innovation & Management, pp.790-794.

Robescu, O. and Georgiana, I. (2016). The Effects of Motivation on Employees Performance in Organizations. Valahian Journal of Economic Sciences [Online]. Available from https://www.researchgate.net/publication/309517026_The_Effects_of_Motivation_on_Employees_Performance_in_Organizations/fulltext/58153d7a08ae90acb23d9324/The-Effects-of-Motivation-on-Employees-Performance-in-Organizations.pdf [Accessed 23 March 2022].

Reuben, M. (2017) Theories of Motivation and Their Application in Organizations: A Risk Analysis. International Journal of Innovation and Economic Development [Online].Available from http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.33.2004. [Accessed 23 March 2022].