Motivation can be expressed by the way we react toward certain situations, especially those that can cause a gain. Many times we have to have goals or incentives to be able to motivate. Motivation does not come naturally to everyone; many times we have to seek within ourselves in order to find the drive that will eventually allow an individual to seek the motivation needed to succeed. An individual can be motivated in so many ways, at times it can help the person in a positive way and sometimes it can be negative. One of the most important topics of motivations comes within us and involves our self-esteem.
It is now becoming a strategic issue for organizations, in their pursuit of addressing deficiencies in the performance of employees in a timely manner; channeling employees in the appropriate direction towards performance of specific objectives that are consistent with the work or overall strategies of the organization; and providing employees with appropriate and specific feedback to assist with their career development. Secondly, a performance management system needs to be well conceived so that there is full concurrence on the system and that it is not viewed as a subjective tool to highlight employee weaknesses. Human resource management involves "the development of a consistent, aligned collection of practices, programmes, and policies to facilitate the achievement of the organization's strategic objectives" (Mello 2002 p. 298). Given the fact that there is no single best way to manage people in any one organization, human resource management practices will invariably differ in organizations. The fundamental aspect of human resource management is the implementation of a successful people-management system that is supportive of the orga... ... middle of paper ... ...n cause change to the status quo where issues such as person-job-fit is a consideration or promotion based on merit as opposed to tenure or age.
Such rash decisions could either pose a risk for the company or make it more prosperous. After looking at all possible solutions, managers are then trained to evaluate their options based on internal factors, such as ethics. They have to keep in mind the resources that they have as well as whether or not the decision would be effective and good for the company. Lastly, managers would
Decision-making involves a systematic process of evaluating benefits, losses, and facts. However, the process of decision making becomes more complex as people 's personal, cultural, and organizational values influence the choices they make. Incompatible values, on personal or professional levels, will result in conflict and ethical dilemmas. Ethical decisions can be consistently be made by aligning the facts with values and selecting the action that are best in line with personal cultural preferences,values with those of the organization 's values and objectives. Developing awareness of these values and how they play a role in the decision making process will ultimately mitigate or prevent ethical
At last, administrators make them accessible as an asset to insight and help workers who face moral issues or who suspect an ethical break. Managers are in charge of maintaining ethical norms in their own behavior and choices. Many managers have obligation regarding connecting with outer partners, for example, clients, suppliers, government authorities, or group delegates. In those experiences, administrators may be approached to clarify a choice or an arranged activity as far as moral contemplations. The stakeholders will be intrigued to hear how the association considered morals, and in those cases it is the supervisor 's obligation to talk for the organization 's sake.
How Perception Influences Motivation and Behavior within Organizations There are a lot of factors that affect a person’s behavior or that will influence their motivation. As leaders it is important to try and understand these underlining factors to be able to improve decision making and outcomes for the organization. One area that can have a big impact on behavior and motivation is perception. Perception is described by Gibson, Ivancevich, Donnelly, & Konopaske (2009) as the individual’s need to organize information from their environment in a way that makes sense to them. In addition, different individuals will give their own meaning to events around them resulting in no two individuals perceiving the same events in the same way.
Communicational skills are important to making key decisions for your management team. To address any issues as management, an anylys of information should be reviewed. In a article about ethical issues faced by managers, it states that “Managers act as a link between organizational success and the lives of the individuals whom they manage”—P.J. Dean (Ethical Issues Faced By managers). I Agree with this statement because it explains how the right or wrong decision can effect an organization.
As such, reporting, verification and assurance are important tools to measure whether change has actually taken place, giving interested parties an opportunity to see how well the firm is meeting its commitments and what affect that is having. Reporting is communicating with stakeholders about a firm’s economic, environmental and social management and performance. When done well, reporting should address how societal trends are affecting a firm and, in turn, how the firm’s operations are affecting society. As such, reporting can demonstrate a company’s motivation and willingness to position itself in a broader context. There is a delicate balance between providing sufficient information to be open and transparent, on the one hand, and burdening employees and stakeholders with excessive data, on the other.
Optimistic, Pessimistic, and Emotional Thinking Styles In critical thinking, one of the most important aspects to recognize is the influence of human factors in how thought processing occurs. Factors like enculturation, emotion, stress, ego, and bias all play a pivotal role in how human beings think. Critical thinking requires that a person identify possible factors involved in his or her information gathering and decision making processes to better understand how these factors might alter or affect the critical thinking process and results. These three styles optimistic, pessimistic and emotional thinking involve different aspects that must be recognized by individuals in order to gather information, analyze it, and make a solid decision. The optimist fails to see the bad in everything and everyone, the pessimist fails to see the good, and the emotionalist sees neither.
They also help us to understand what influences the behavior of managers and Human Resources practitioners, what determines success, what problems are faced and how they are overcome and how the ‘story’ of HPW is told and heard in different contexts. Specifically, this research set out to understand: • How decisions by employers to engage with HPW are made; • How managers and leaders shape and influence practice; • To explore the practices themselves and how they affect the experience of work; • To identify barriers to the take-up of HPW and how they are resolved. The findings strongly suggest that the importance of leaders in making HPW the approach of choice is critical. The willingness and desire of leaders to make a difference, to produce excellence and to do this through people, are the hallmarks of HPW. Human Resources (HR) colleagues and operational managers then help to put these ambitions into practice, a process that can be greatly assisted by a coherent HR strategy.