The task or project may be very simple or vastly complex and technically challenging. Where, a manager must find ways to motivate the people working on the task. In order to understand how to motivate the people, a manager must also understand the difference between the management and the leadership. An understanding of the motivation methods, including the traditional theories from the early to mid 21st century to more modern theories of motivation, is ... ... middle of paper ... ...erybody's need, thus making the job for the manager harder to comply with his entire employee. 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.
By coaching an employee and helping them to develop the skills for the position that he or she desires, organizations typically see a higher level of commitment and better retention from its key employees. Placing emphasis on career development and training guards against a stale work environment where employees get comfortable in their roles and aren’t able to reach their full potential. One way to encourage employee development is to set goals. Goal setting helps employees to concentrate on gaps between their current skills and the skills they need to acquire to succeed at a higher level. The organization should provide ongoing training
The appraisal is therefore used to: 1. Identify the strengths and weaknesses of staff members competencies 2. Identifying training needs 3. identifying potential staff 4. deciding rewards 5. improving communication 6. provides evidence for future action 7. improving motivation Employees who are given work assignments to do are often encouraged to evaluate their own performance in carrying out these assignments to the required standards. Employees therefore have to take more responsibility for their own work area and for monitoring their own performance in this area. This is clearly motivational.
After the completion of the training, you must provide an opportunity to apply the skills. Usually, the people cannot successfully learned the skills without practicing. A manager shoul d also want to talk each employee to ensure the training was valuable and provided them with the skills the worker’s needed. This also provides an opportunity for the trainer the underscore your commitment to training and to solicit any future training needs. In this publication, Why Employee Development is Important, Neglected and Can Cost You Talent written by Victor Lipman,
This trend is detrimental. According to Kim (2006), the influences managers have in determining the behavior exhibited by their employees often define whether their firms are headed for failure or success. In most cases, moti... ... middle of paper ... ...vation of their employees. All the theories brought forth regarding employee motivation rotate on the need to make sure that employees are fully satisfied by offering both monetary and non-monetary incentives such as training, promotion and a safe working environment. It is often difficult for employees to devote themselves and engage fully in teamwork activities whenever their leaders favor some of their counterparts while showing bias against others.
Many employees join their organizations not just to have a job but to develop a career. Opportunities for advancement are essential to employee retention and performance. However, if these prospects exist only in theory, employee can become disenfranchised. Training helps employees realize their goals by giving them the education they need not only to do their jobs better but to learn about new aspects of business and even higher-level managerial skills they can use down the line. By set up a training, employee can learn new skill
However, there are several issues with reinforcement theory. Employees have to change their behaviour to what the organisation deems as correct to be rewarded for their efforts, and managers have to let their employees know what they are doing wrong so they can learn fro... ... middle of paper ... ...ing school of thought, that of content theories. These ‘need’ theories of motivation centre on internal factors as an explanation of motivation, and include expectancy theory, Maslow’s hierarchy of needs, Alderfer EFG (existence, relatedness, and growth needs) theory, and Herzberg’s two factor theory of motivation (Advameg, 2011). To be successful in the workplace, employees need to have the inner drive and passion for it. As without this, no amount of external motivators will alter their effectiveness (http://www.ineedmotivation.com/blog/2008/07/6-ways-to-motivate-yourself-at-work/).
These training classes would help teach them new procedures and techniques that would help with career development and set them on the right track. Reading on this section really made realize how big of a role that HRM has in career development. Having your manager help you with your career development is important but your manger is not always going to help you. This helped me realize why having a good training program in place can also help the employee when it comes to career development. When you are able to get those training aids it not only help you with your career development but it also helps show your manager that you are taking extra steps to help your career and this can help you when looking at getting
It is up to the organization to provide training on new technology, new systems, or procedures so the employee knows specifically what their job is. In this paper, it will discuss the how training and career development leads to successful organizations. Well trained employees provide organizations better service. Training is by far one of the most important parts of the organizations strategy. Training provides employee’s ways to improve production, profitability, morale, the work environment, and quality.
Motivation and Conflict Management Organizations strive for creative ways to enhance employee motivation and resolve conflicts with the desire to have employees perform better within the workplace. To motivate one has to be motivated. Motivation within the workplace has to be constant and requiring a goal. Motivation, if not repeated will not last. Therefore, learning to determine how different organizations apply motivation theories to motivate employees, analyzing conflict management strategies and what approaches work best in different organizations will influence the success of an organization.