Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.
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.
dedicated employees who do not mind putting in extra effort for additional work when required. The most important factor affecting work culture is the relationship with the immediate boss. No doubt rewards and incentives are important but a responsible manager realizes that many other factors also account for employee motivation such as job satisfaction, work environment including safety features, career support and opportunities for career growth, faith in company management and senior leadership, equitable pay package, peer relationship, suitability of the job as per the person’s skills and experience, etc. A responsible manager has to look beyond self-interest as a source of motivation so as to engage and retain employees while maintaining a good image of the company for all stakeholders and the business community. The manager also sets an example for the employees to follow.
Q. Why do you need Information Literacy? A. to function in society, to understand the language and knowledge structures of particular fields of study, to be able to study in fields of interest, to be able to communicate. Q. Is there a relationship between data, information, and knowledge?
The conclusion of each employee satisfaction really want to achieve the goals and objectives designed to realize the dream alive. Therefore, to ensure success in achieving these goals, the motivation and organization is very important to be able to strengthen themselves and the organization. If consciousness is associated with lack of motivation, then there will be a slowdown in productivity generate self- organization and productivity. However we will not be able to avoid some of the problems that arise. However, we must first identify the problem and try to solve it as motivation in self- awareness based on the experiences encountered in the organization.
(D. Van Seters, R. Field: 2007). Motivating employees is totally depending on the leader that what type of leadership style is applied which will directly relate to group performance. If the good motivation is provided to employee job satisfaction and well approach towards work will automatically come in employee moreover it will create strong bonding between job satisfactions and motivation. Outcome of the company is depending on the performance of group or individual performance of employee regardless of any
89), this type of system assumes that “all employees work to achieve goals, primarily economic ones, and a system that rewards them for following established rules and procedures and maximizing their own productivity would be in everyone’s self-interest”. However, as Conrad & Poole (2012) also point out, the ultimate success of rule and reward programs is dependent upon the company’s ability to communicate effectively with employees. This week’s assignment looks at case studies of two different companies. The first case study, The Power of Rewards at Industry International (Conrad & Poole, 2012, pg. 92), explores a company’s use of a reward system and the fundamental problems that arose.
Recruitment and selection is one of the human resource management and plays a crucially important role in any forms of organisations effectiveness and performance. Furthermore, recruitment is a strategy meth... ... middle of paper ... ...exploit their business and to solve the employee relationship problem as well as save cost. Costco chose the performance management of human resource management to require and management employees and obtain a huge success. Costco guide members of the team to reach a consensus and have a common goal. Through performance examine results to improve and motivation employees from work, give full play to the employee’s potential and motivation and required employees to have certain career quality.
Perhaps those in corporate leadership positions are self-serving and realize that recognition is given most to those who create and implement profitable new ideas. Unquestionably, leadership is most capable when it is able to keep work aligned with the strategy and direction of the organization. The best executives today have the ability to ensure the company progresses while challenging thinking. The resulting unspoken message to employees is to be creative, but only within the framework of sanctioned thinking. In other words, employees must follow someone else’s thinking while continuously improving performance.
If the employees are not motivated they will put a minimal amount of energy into their job if any at all. Then again, the ones who feel motivated to work are the ones who are constant, inspired and fruitful, and the ones who produce first rate work that they eagerly take on. Motivation surfaces, in present theories, within needs, principles, objectives, meanings and expectations. Since motivation is from the inside it should be nurtured and direct the motivation that the employees encompass by the managers. The Expectancy Theory is defined as a process theory.