This process provides employee with recognition for their work efforts. This way supervisor indicates the employees that organization is interested in their performance and development. This recognition has a positive motivational influence on the individual’s how worth and committed they are. Motivation of employees can improve productivity. Employees sees his or her goals, accept challenges and perform accordingly.
Beside employee satisfaction organisation should also focus on customer satisfaction, client satisfaction as well stakeholder satisfaction. Human Resource Management comes with performance management leads for better employee satisfaction. All the HRM activities like strategic or operational have significant impact on employee satisfaction. HRM helps to allocate all the employee working performance and it helps to manage it impact by monitoring and controlling which help to achieve best result. The HRM can allocate best suited education, training and other additional programmes which will increase the better result for he organisation along the satisfaction of employee.
The wellbeing of employees is now being ensured at workplaces. Performance evaluations and commitment of the employeescontribute to the larger chunk of responsible management at workplaces, which are both byproducts of wellbeing. Happiness and wellbeing are the key ingredients ensuring growth, productivity and positivity at a workplace. It is a fact that a happy employees performs better. More or less, it becomes essential to trace the contextual factors as to what contributes towards the happiness quotient of employees.
One is the job characteristic and the dependent factor is psychological empowerment. The plan is to enrich the job characteristics by improving skill variety, identity and significance of the task, employee independency to layout the job function and consistent job feedback which will help to create a feeling of competency and commitment to the work and thus will result in high-quality work performance. The plan is also to encourage technological innovative work and recognition based on the performance which will help to increase employee motivation and high-quality performance and reduced product defects.
Advantages and the Potential Outcome of Delegation Learning to delegate effectively is fundamental to managers’ success in the workplace. A competent delegator can empower others maximizing the organization effectiveness and efficiency. Whitten and Cameron (2007) identifies the following advantages of delegation: time, development, trust, commitment, information, efficiency, and coordination (p.467). Time Delegation can improve managers’ ability to get things done. Delegation increases the discretionary time of the manager” by freeing up some time (Whitten & Cameron, 2007, p. 467).
Smith, D.C, (1996), “Do it all’s loyalty programme- and its impact on customer retention”, Managing Service Quality, Vol. 6 No.5, pp. 33-37. Stauss, B., Chojnacki, K., Decker, A., Hoffman, F. (2001), “Retention effects of a customer club”, International Journal of Services, Vol. 12 No.
Effective reward management is critical to organisational performance Being rewarded and recognised for their work or contribution is what keeps an employee motivated to work towards achieving the organisational as well as personal goals. When the employees is motivated by rewards, they will have job satisfaction consequently increasing the productivity of the organisation. It necessitates the need of managers to pay more attention in understanding their employees and come up with suitable types of reward systems for the organisation so that the employees are intrinsically and extrinsically motivated all the time. The hypotheses that I put forward here is to support this statement that effective reward management is critical to organisational performance as it helps in enhancing operational efficacy and in turn production output. Allen, Takeda, White, & Helms (2004) state that reward practices play an important role in motivating employees and some reward practices are more effective than others in influencing performance.
Good communication flow creates a sense of belonging in the mindsets of the employees. A skills audit should be conducted and it will provide information of requirement for skills updates to STO. Skills development methodologies such as trainings, mentoring etc. With the uplifting of skills, the ability for an employee to perform a task effectively and efficiently increases substantially. This in return delivers business performance and facilitates a positive employee motivation as
Managers should clearly define these terms to create a more efficient and effective work environment. “Your Company” ensures growth and success by establishing strict guidelines and procedures which include these factors of organizational behavior. Organizational behavior is the study of individuals and groups in organizations (Schermerhorn, Hunt, & Osborn, 2008, p. 5). By monitoring organizational behavior on a constant basis the managers in an organization can implement changes as needed to improve the performance of the organization and the individual employees. At “Your Company”, understanding the organizational behavior helps managers implement new technologies and ideas.