Dear folks, need your assistance on the following question: Does "Overtime" pay considered as one of the employees' motivational tools? if yes, why?
From Oman, Muscat
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3From Oman, Muscat
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Hi,
As I feel it comes under a motivational tool. Overtime means working after your working hours. It means getting a chance to learn things in a small group, getting a chance to give some extra output which makes your contribution in a different way to the organization by which you'll be recognized in your team, getting a chance to keep your creative ideas, making personal relations with the supervisor, and so on. But the overtime should not be forceful. When it comes under forceful overtime to fulfill the target and to get more productivity, employees feel frustrated, and it acts as a demotivational factor.
It all depends on self-motivation, whether the person is looking for their growth, wants to learn more about the system and process, has creative skills or not, etc.
Prativa
From India, New Delhi
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As I feel it comes under a motivational tool. Overtime means working after your working hours. It means getting a chance to learn things in a small group, getting a chance to give some extra output which makes your contribution in a different way to the organization by which you'll be recognized in your team, getting a chance to keep your creative ideas, making personal relations with the supervisor, and so on. But the overtime should not be forceful. When it comes under forceful overtime to fulfill the target and to get more productivity, employees feel frustrated, and it acts as a demotivational factor.
It all depends on self-motivation, whether the person is looking for their growth, wants to learn more about the system and process, has creative skills or not, etc.
Prativa
From India, New Delhi
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I forgot to mention... If there is a compensation for overtime,people love to work and it counts as motivation Prativa
From India, New Delhi
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From India, New Delhi
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Hi all
There is a flip side to this too...
I have noticed in many organisations, where there is an overtime facility, employees stay back after office hrs even if there is no urgent work. This works against other employees who leave on time (esp women). Slowly, the late-sitting culture seeps into the organisation, where ppl simply wait for claiming overtime.
This puts pressure on genuine employees who work hard but leave on time and they are perceived as "one who leaves EARLY" , "lazy" and "ïrresponsible".
This has been my personal experience too!
Rather I feel, we shud reward employees who complete their work on time and leave!! This will be more of a motivator than overtime!!
What say guys???
Rgds
Deepa
From India, Bangalore
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There is a flip side to this too...
I have noticed in many organisations, where there is an overtime facility, employees stay back after office hrs even if there is no urgent work. This works against other employees who leave on time (esp women). Slowly, the late-sitting culture seeps into the organisation, where ppl simply wait for claiming overtime.
This puts pressure on genuine employees who work hard but leave on time and they are perceived as "one who leaves EARLY" , "lazy" and "ïrresponsible".
This has been my personal experience too!
Rather I feel, we shud reward employees who complete their work on time and leave!! This will be more of a motivator than overtime!!
What say guys???
Rgds
Deepa
From India, Bangalore
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Hi!
In my opinion, money is a temporary motivational tool. How much it motivates and for how long is another matter. My experience has been that you can scratch an itch and relieve the problem for only a short period of time. So, it is not a motivational tool.
SABEETA
From Pakistan, Islamabad
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In my opinion, money is a temporary motivational tool. How much it motivates and for how long is another matter. My experience has been that you can scratch an itch and relieve the problem for only a short period of time. So, it is not a motivational tool.
SABEETA
From Pakistan, Islamabad
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Dear Mr. Waleed,
Yes, it is considered one of the motivational tools for the following reasons:
1. In sum total, employees earn more money.
2. Many companies do not pay for overtime, so when employees compare this with companies that do, they feel motivated.
3. At times, some employees are eager to earn more money by any means, and overtime is the fairest way.
4. Unmarried employees working away from home may have free time after office hours, and they can choose to work overtime for additional income as a 'reward.'
5. Some employees are self-motivated and want to work hard. Regular office hours may not be enough to fully utilize their capabilities, so overtime provides them with extra motivation.
What is your opinion on this?
Thank you and regards,
Arun Singh
From India, Ahmadabad
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Yes, it is considered one of the motivational tools for the following reasons:
1. In sum total, employees earn more money.
2. Many companies do not pay for overtime, so when employees compare this with companies that do, they feel motivated.
3. At times, some employees are eager to earn more money by any means, and overtime is the fairest way.
4. Unmarried employees working away from home may have free time after office hours, and they can choose to work overtime for additional income as a 'reward.'
5. Some employees are self-motivated and want to work hard. Regular office hours may not be enough to fully utilize their capabilities, so overtime provides them with extra motivation.
What is your opinion on this?
Thank you and regards,
Arun Singh
From India, Ahmadabad
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Hi Arun,
Arun has nicely presented, but the subsequences are also to be considered, viz: personnel may develop habits of working slowly, work only if they receive something extra, and sometimes the extra earned money at some level leads to other bad habits, etc., if not capable of planning expenditure.
According to me, it is the carrot, not the most effective, same as the fear.
Regards,
Hemant (hmkansara)
From India, Surat
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Arun has nicely presented, but the subsequences are also to be considered, viz: personnel may develop habits of working slowly, work only if they receive something extra, and sometimes the extra earned money at some level leads to other bad habits, etc., if not capable of planning expenditure.
According to me, it is the carrot, not the most effective, same as the fear.
Regards,
Hemant (hmkansara)
From India, Surat
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Hi,
Sorry, but I disagree a bit here. Overtime pay is a right of an employee for the extra work he/she has done apart from his/her daily quota/working hours. It cannot be considered a motivational practice. Motivational practices are used to improve performance during regular work. Overtime pay will attract people who need more money to work extra hours.
Seniors, please correct me if I'm wrong.
Regards,
Mrinal
From India, Pune
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Sorry, but I disagree a bit here. Overtime pay is a right of an employee for the extra work he/she has done apart from his/her daily quota/working hours. It cannot be considered a motivational practice. Motivational practices are used to improve performance during regular work. Overtime pay will attract people who need more money to work extra hours.
Seniors, please correct me if I'm wrong.
Regards,
Mrinal
From India, Pune
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Hi,
Overtime is not at all a demotivational factor. However, some employees delay their work to accumulate overtime hours and reap the benefits it offers. This behavior is why some organizations do not encourage overtime practices.
Regards,
Satya
From India, Mumbai
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Overtime is not at all a demotivational factor. However, some employees delay their work to accumulate overtime hours and reap the benefits it offers. This behavior is why some organizations do not encourage overtime practices.
Regards,
Satya
From India, Mumbai
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Overtime can be a motivational factor for some employees, but in the long run, it does harm to both the employee as well as the organization.
Once a routine of overtime is set, slowly people start deliberately delaying tasks in order to do them after office hours. Overtime also is an indicator of inefficiency on the part of the organization (except in the rarest of situations where a task has to be done after defined office hours, but then what are the staggering timings for?). Employees also develop a feeling that sitting late will impress their boss. Some employees get highly disappointed with the company if they have to do overtime regularly because money is not the motivation for all. Overtime also mars the emotional bond of employees with their family in the long run. Additionally, it limits the learning potential of employees as they are left with limited time for self-development.
From India, Madras
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Once a routine of overtime is set, slowly people start deliberately delaying tasks in order to do them after office hours. Overtime also is an indicator of inefficiency on the part of the organization (except in the rarest of situations where a task has to be done after defined office hours, but then what are the staggering timings for?). Employees also develop a feeling that sitting late will impress their boss. Some employees get highly disappointed with the company if they have to do overtime regularly because money is not the motivation for all. Overtime also mars the emotional bond of employees with their family in the long run. Additionally, it limits the learning potential of employees as they are left with limited time for self-development.
From India, Madras
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I do not think that overtime is a motivational tool. In fact, it is a statutory requirement in the Factory Act. However, it is a disease that can kill any industry. It is such a thing that is required but has to be handled very tactfully.
From India, New Delhi
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From India, New Delhi
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Hi,
Let's be clear on something - OVERTIME cannot be a motivational tool. At most, one can call it a pacifying measure to get employees to stay and work beyond office hours. Otherwise, no one would really stay at home. In some companies, you are considered inefficient if you stay and work beyond office hours. I agree with Manish that it becomes a very negative aspect of a company's culture.
Why would you call it a motivational tool? Because you pay employees to work late? What are you rewarding? Their output or their staying late?
Regards,
Ryan
From India, Mumbai
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Let's be clear on something - OVERTIME cannot be a motivational tool. At most, one can call it a pacifying measure to get employees to stay and work beyond office hours. Otherwise, no one would really stay at home. In some companies, you are considered inefficient if you stay and work beyond office hours. I agree with Manish that it becomes a very negative aspect of a company's culture.
Why would you call it a motivational tool? Because you pay employees to work late? What are you rewarding? Their output or their staying late?
Regards,
Ryan
From India, Mumbai
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I think at times, overtime by employees at any level may not be avoidable due to the need of the hour. Putting in overtime once in a while makes an employee proud and instills in them the feeling that they are contributors. However, the broader question of whether it is a motivational tool may be far from reality. Overtime often occurs at the end of the day when fatigue has set in, reducing productivity and being an undesirable activity. It should be resorted to only if circumstances require attending to emergent work. Routine tasks should not be chosen for overtime.
From India, Chandigarh
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From India, Chandigarh
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As a general policy, overtime work is to be avoided. Not only is it costly in terms of added salary expense, but it may seriously affect employee morale. Experience has shown excessive overtime to be a substantial cause of resignations. Therefore, it is a major responsibility of management throughout the company to eliminate overtime to the extent possible or when it becomes necessary in the interests of our business, to hold it to a minimum.
The management who discusses overtime policy and procedures with the new employee before an overtime situation arises will have solved in advance most problems overtime work can entail. Care should be taken, however, to include no promise of overtime work as a means of providing added compensation on a regular basis, even though some employees may volunteer to handle any and all overtime work that may arise.
The company operates on a normal workweek of five days, 40 hours (an eight-hour normal workday). Overtime work is paid for on the following basis:
1. Overtime is paid to non-exempt employees at time and one-half the weekly rate divided by 40 for work beyond their regular workday.
2. The company does not, however, begin accruing overtime until an employee has worked one-half hour beyond the regular workday.
3. Once non-exempt employees have worked one-half hour beyond the regular workday, they receive pay at time and one-half computed on actual minutes, for all time over and above the regular workday.
4. In all such computations, meal periods are excluded.
5. Overtime work is authorized by the supervising officer's signature in the designated box located in the lower right-hand corner of The Payroll Time Batch Control Form.
6. Payment for overtime is computed on the same basis, whether the hours worked are in the department to which the employee is regularly assigned or in another department.
John
From China, Shanghai
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The management who discusses overtime policy and procedures with the new employee before an overtime situation arises will have solved in advance most problems overtime work can entail. Care should be taken, however, to include no promise of overtime work as a means of providing added compensation on a regular basis, even though some employees may volunteer to handle any and all overtime work that may arise.
The company operates on a normal workweek of five days, 40 hours (an eight-hour normal workday). Overtime work is paid for on the following basis:
1. Overtime is paid to non-exempt employees at time and one-half the weekly rate divided by 40 for work beyond their regular workday.
2. The company does not, however, begin accruing overtime until an employee has worked one-half hour beyond the regular workday.
3. Once non-exempt employees have worked one-half hour beyond the regular workday, they receive pay at time and one-half computed on actual minutes, for all time over and above the regular workday.
4. In all such computations, meal periods are excluded.
5. Overtime work is authorized by the supervising officer's signature in the designated box located in the lower right-hand corner of The Payroll Time Batch Control Form.
6. Payment for overtime is computed on the same basis, whether the hours worked are in the department to which the employee is regularly assigned or in another department.
John
From China, Shanghai
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Employee Motivation.ppt