The Concept of Redesigning Job Tasks and Motivating The Employees

which will ensure a supportive, flexible work environment to pursue employee personal interests and advancement in their life. Company will focus more on training and development to ensure better job function and career advancement. Based on the study by Schmidt there is a high degree of relationship between job training, skill set and overall job satisfaction among employees in technology as well as customer... ... middle of paper ... ...nefit of work scheduling flexibility, in job training and reduced repetitiveness. High-quality of work: There are two motivation factors which are interrelated to encourage high-quality work performance. One is the job characteristic and the dependent factor is psychological empowerment.

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.

As such, motivation and job satisfaction equals dedication. This concept makes for an interesting and encouraging workplace, which increases motivation, performance, and job satisfaction. In changing the job approach, they deviate from the mundane routine in order to create an exciting working environment. Developing a motivational working environment to increase job satisfaction is a difficult for some organizations. This task can be better when management what causes the employee problems and implement a plan of correction to increase motivation and

“HR managers must be obsessive about linking individual and organisational development to the bottom line, ensuring that HRD programs deliver exactly what the b... ... middle of paper ... ... literature has emphasized the differing views of how effective training and development is to an organisation and its business strategic objectives. The training and development programs implemented “enhance employee performance at workplace, it updates employee knowledge and improves their personal skills and it helps in avoiding managerial obsolescence” (Kulkarni 2013, p. 142). Literature also provides evidence that “training enables the employees to develop their skills within the organisation, hence naturally helps to increase the organisation’s market value, earning power of the employees and job security of the employees.”(Kulkarni 2013, p. 142) Organisations’ that fail to implement proper and appropriate training and development activities, fail to compete in the modern business world and fail to adapt to changes that occur in the present and in the future

Human Resource Management The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. An organization's success increasingly depends on the knowledge, skills, and abilities of its employees. Without out them they would surely fail. Particularly, how a company is run and how they treat their employees and customers help set the core competencies, which distinguish one organization from its competitors. This paper is intended to give an overall view of how important Human Resources re to a organization, by looking at the people involved, the laws that effect, and the methods used in Human resource management.

Developing people is therefore a critical process because it allows individuals to benefit in terms of personal competence, growth, adaptability and continual employability, thus creating a sense of job satisfaction. Within this essay we will be looking at key strategies that organizations adopt in order to successfully develop and engage their staff so as to benefit both the individual and the company as a whole. `I was always conscious that I was making people come to work when they did not want to. They would rather be doing other things. So we created the conditions whereby people not only had to come to work in order to earn a living - they also wanted to come to work.'

Job design is one of the principles in this case, it is the offset to an additional motivator...pay. Motivation, job satisfaction and commitment to the organization are major influences for employees. I have noticed that employees are happier and better contributors if, they are being productive and feel part of the team. How are the principles of goal setting applied in this case? As a proactive approach, the HIM management has implemented several changes to improve work motivations and reach their goals.

Reviews are seen as a powerful tool that can be tied to a company’s overall success; they serve to align staff with the organization’s expectations and priorities. Positive aspects of performance reviews include three main objectives: profitability, improving the working relationship between employee and supervisor, and increasing employee satisfaction. Performance reviews allow the company and its employees to set mutual goals; the reviewer and employee function as equals. Review meetings are prepared as a way to tell the other worker what he or she could do to increase productivity. The key to employee productivity is participatory management and seeking genuine input from employees; workers should have the room to determine and voice their needs.

To manage organizational behavior, an organization needs to focus on hiring, maintaining, developing and utilizing the skills of their human capital. In addition to maintaining quality employees, it is important for an organization to monitor and manage employee interactions with their coworkers and their customers. By understanding these interactions and the skills of each employee, manager is able to place employees in positions they are best suited for. Placing the best employee in the best position allows the organization to develop and grow using the strengths of each employee. This also promotes positive behavior amongst employees which ultimately will result in strategic advantages for the organization (Hitt, Miller & Colella, 2006).

Employees should be given goals to reach, so it challenges their knowledge and so managers can give feedback for improvement. This is all part of the goal setting theory. The motivation behind it is to become better at the specific job. Managers can also motivate employees using pay or benefits. There are various types of pay/ benefit plans that motivate employees to do better or accomplish all tasks because they are rewards.