Productive workers concoct new plans and strategies to empower the organisation get by in this tumultuous economic sate . According to Robinson (2004), productivity is an execution measure that incorporates both effectiveness and viability. Effective and high performing "organisations have a society that supports employee inclusion thus employees are additionally ready to get included in objective setting, choice-production or critical thinking exercises that brings about higher worker execution" (Rob... ... middle of paper ... ...hat, but because they have passion and commitment towards the task. All this can only be achieved if companies can take the initiative and involve employees in decision-making, goal formulation and policy formulation of the company. Employee commitment is vital for mangers and they should free to manage without interference.
The purpose of this paper is to evaluate how employee motivation can be developed when employees are tightly controlled by management. In an organisation employees are the key resources of the firm’s success, thus organisations need to motivate employees in order to expect better performance and efficiency. Employee’s who are motivated in the organisation work harder, perform efficiently, produce higher quality of quantities and engage in more activities in the organisation. Motivation is a concept when organisations encourage and influence it’s employees to perform better which results to rewards either intrinsic or extrinsic. Motivation not only focuses on behaviour and the performance of the employee, but also on the attitudes that influence them due to the choice of actions (Hutchinson 2013).
The term collective bargaining is quite common within organizational circles. The term captures the reality of the issues that exist in the relationship between employers and workers. Indeed, employers need employees to provide the necessary labor to achieve organizational goals. Irrespective of whether the employer is the government or from the private sector, collective bargaining is an important element for ensuring a better working relationship with employees. To understand this, it is prudent to provide a definition of collective bargaining because it captures its essence.
If all these areas are addressed in the best interest of both the workers and managers, then this has the potential to lead to good industrial relations. When considering good industrial relations it is important to note both perspectives of the relationship want different outcomes. Workers want good conditions and a wage which adequately reflects their efforts and ability. Employees also want a voice in the organisation and want to be able to play a role in making decisions particularly those that have a direct impact on their ongoing employment (company takeovers eg Qantas or outsourcing arrangements). On the other hand employers want the workers to be productive and efficient for the least amount of financial sacrifice (Trish Todd.
Employees look at the pay system of any company and they get a general idea about the company. A well strategist compensation system will bring in the right kind of employees because it says a lot about the organization values and practices. The company has to show in their compensation system that they help motive employees by offering some sort of security, advancement opportunity, and ... ... middle of paper ... ...gs. A better the compensation rate, leads to greater the employee satisfaction. Compensation and benefits for many employees are being recognized as important part they consider when applying or accepting jobs.
How can employee engagement be used: To improve perceptions of fairness in the workplace. Employee engagement can be used to improve perceptions of fairness in the workplace in different ways but the basic of those is to focus on the aggregating and firming the employees understanding and perception of the support they get from their employer within the workplace. Employee behavior can be greatly affected based on their perceptions of their workplace and their level of engagement. As per the example by Greenburg 2002, perception of the procedures used to determine pay raises uniquely contribute to such factors as organizational commitment and trust in supervisors (both of which are strongly related to employee engagement). And, perceptions of outcome are uniquely associated with an employee’s own pay satisfaction.
In order to be a successful organization, it depends highly on human resources like workers’ skills, experiences and on productivity. Therefore, trade unions need to play a role of proactive and supportive in helping management so that work force will become productivity (Boon, 1999). According to Derek Bok and John Dunlop (1970), the impact of trade union in productivity has long been one of the major controversies among analyst of unionism. (C.Bok & T.Dunlop, 1970) Union aids members in training or internships so that employees will become higher skill workers. It has found out that participants can get knowledge, skills and confidence to take on the new role and increase activity in the workplace from the training courses.
Lewis, Thornhill et al (as cited in Spooner & Haidar, 2006) defined ER as a social, political, legal, economic and psychological relationship where employees are willing to work accordingly to their employer’s interest and dedicate their time to the workplace in return for a financial and non-financial reward. Young (1963) stated that management has the right to decide all the policies, rules and the method of operating the workplace but if unions are operating, the authority has to be shared partially between the unions and management. According to BWC, the three analytical frameworks have different view on ER. A pluralist thinks the possibility of conflict is critical in ER but it can be managed by proper rules and regulations. ER is essentially supportive in the view of a unitarist, it only get interrupted by occasions and unlawful conflict.
In addition; to creating employment contentment, Herzberg says the requirement is to concentrate on motivating methods that is connected with job duties. He called this "job enrichment." His hypothesis states that each occupation should be assessed and determine how the job could be improve and be more gratifying to the employees within the workforce. Considerations are: providing opportunities for achievement, identifying employee’s achievements, develop responsibilities that are satisfying and that is equal to the employees’ talents and qualifications, do not limit the employees sense of duty, be innovative as it relates to employees promotions, and be proactive in presenting training and be transparent in advertising interoffice position availability (Herzberg 's Motivators and Hygiene Factors,
Secondly, the actual payment system may demand adjustment to develop motivation. Thirdly, it is frequently the fundamental part of the employer’s financial strategy . The efficiency of any organization is related to the level of payments and benefits that the organization offer, it literaly affects the relationships at work. Thus, the firms need to develop pay systems that are convenient for them , that provide value for money and that reward employees fairly according to the work they perform to avoid inequity and conflict. Reward management includes a set of tensions and paradoxes.