Abstract
Middle level managers are expected to play a critical role in translating organizational policies and strategies into practice and action. They have an important role in providing information/input to strategy formulation, and in motivating and energizing employees at lower levels but studies in some large Indian organization in both the public and the private sector show that these managers themselves feel like “victims” and experience a sense of powerlessness in their organizations; they are the ones who express the most negative emotions about any organizational change effort; they feel a sense of stagnation in terms of real personal and professional growth in spite of receiving promotions at fairly predictable intervals; they assume a ‘spectator’ rather than an ‘actor’ stance in the organization; and they do not see themselves as a part of the “real” management. As a result, the middle and senior management performance remains far below the potential. Taking into consideration the importance of middle managers in the organization and a critical review of literature which revealed that the study on work motivation, burnout and intention to leave has not been conducted so far on the middle level managers of garment industry of Delhi and NCR (India), the researcher found a gap to be filled by conducting an investigation on this sample for the variables in question. So the sample of the present study consists of the middle level managers of garment industry of Delhi and NCR (India).Thus, a convenient sampling method was used for drawing the sample from 60 garment export houses of Delhi and 40 of NCR (India).This paper gives a deep insight of work motivation, burnout and intention to leave for the middle level managers of the garment industry of Delhi/NCR (India). In this paper the researcher has checked the relationship of all dimensions of work motivation with the dimensions of burnout and intention to leave and have observed that all dimensions of work motivation have some more or less relationship with each dimension of burnout and intention to leave.
Highlights
Work Motivation perhaps is the single most important factor that concerns each and every executive today
They have an important role in providing information/input to strategy formulation, and in motivating and energizing employees at lower levels but studies in some large Indian organization in both the public and the private sector show that these managers themselves feel like “victims” and experience a sense of powerlessness in their organizations; they are the ones who express the most negative emotions about any organizational change effort; they feel a sense of stagnation in terms of real personal and professional growth in spite of receiving promotions at fairly predictable intervals; they assume a ‘spectator’ rather than an ‘actor’ stance in the organization; and they do not see themselves as a part of the “real” management
Taking into consideration the importance of middle managers in the organization and a critical review of literature which revealed that the study on work motivation, burnout and intention to leave has not been conducted so far on the middle level managers of garment industry of Delhi and NCR (India), the researcher found a gap to be filled by conducting an investigation on this sample for the variables in question
Summary
Work Motivation perhaps is the single most important factor that concerns each and every executive today. The word “motivation” comes from Latin word “movere” meaning to move. Motivation is inner bearing passion caused by needs, wants and desire which propels an employee to exert his physical and mental energy to achieve desired objectives. The industry frequently offers the employee’s external incentives such as pay, and reprimands, these, are less successful than incentives which motivate people internally. External motivation stimulated by pay, praise or punishment is supportive only if it is internalized. Internal motivation is that which starts from ego, needs of the person
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