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.
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.
The primary objective of providing Rewards and Recognition is to encourage and motivate the employees to do better performance. Rewards and Recognition are one of the motivation aspects in Human Resources. Rewards and Recognition are given to achieve desired goals. Rewards system should be closely aligned to organizational strategies. These strategies could be designed to faster innovation to provide unique products or services.
Leaders can motivate their employees by expressing to the employee how important they are to the outcome. When employees feel that they are integral to a project they are more likely to want to make the project succeed and therefore will produce
Some motivational methods that could affect productivity are job engagement, goal-setting, and reinforcement. Knowing the connection between motivation and productivity can be crucial for employees to increase productivity levels. When employees are motivated they will work more efficiently and raise overall productivity. The first step for employers is choosing how to motivate their employees. What Are Some Forms of Motivation That Can Be Used To Increase Productivity?
The key goals of employee involvement programs is to enhance the quality of the employees’ working life, management must be responsive to the requests of the employees. The best way to ascertain those requests is to ask employees. If workers can be motivated and given the opportunity to participate in the search for improved methods of job performance, and if this motivation and participation can be maintained over time, job performance should improve. Productivity is higher in companies with an organized program of worker participation. Employee participation can and does raise productivity.
If used efficiently, reward systems can increase employee productivity and improve work quality, thereby, having a huge impact on employee motivation and behavior. DeSimone & Werner (2012) state that, "The organization itself can influence employee behavior through its reward structure, culture, and job design. Reward structure focuses on the types of rewards an organization uses (material, social); how rewards are distributed (e.g., equally to all, relative to each individual’s contribution, or on the basis of need); the criteria for reward distribution (results, behavior, or nonperformance issues, such as seniority or tenure) ........employees are more likely to do things for which they are rewarded. If management does not carefully design and implement a reward system, then it may unintentionally reinforce undesirable behavior in employees (such as lack of initiative, or low participation rates in Human Resource Development programs). Also, when reward systems are perceived too strongly as control mechanisms, this can serve to reduce employee motivation and performance”
Performance management involves processes and activities which are geared towards the improvement of the performance of staff members within an organization as pertains the goals and objectives of that organization. Like the name suggests, it is the management of employee performance in the literal sense. Employee performance ought to be handled in a holistic manner through a combination of processes and activities. Performance management is the key to making sure that organizations operate at optimum levels and that goals and objectives are met. Performance management thus involves measuring the abilities and output of staff members and rewarding them accordingly.
Employee relations traditional approaches are more successful then interpretive approaches. With the traditional approach to employee relations it is about discovering tactics that help support employees and encourage improved work performance. In regards to employee relations “one should support face, model productive conflict behavior, listen, facilitate employee voice, etc., to create a support communication environment for the employee” (Dailey, Organizational Communication, slide 9). Communication is an important basis for creating positive employee relations. Things such as face- saving, politeness, and mutual respect need to be displayed by leadership to help create positive employee relations.
For instance, employees who receive additional education and training in order to improve their repertoire of skills, which can then be contributed to the organization, are strong human assets. Such assets greatly enhance the potential for the organization to function on a proficient level and to advance economically. Human capital development, then, is the progress of employees’ skills and assets that can be contributed to the organization. In order to better develop an organization’s human capital or, in other words, the value of the employees an organization has, it is important for organizations to offer training, specializations, and advancement opportunities to employees. The more valuable the body of employees within an organization, the more profitable an organization can hope to be.