Individual Factors Individual factors are also vital to incentivizing employees, especially during times when job security is uncertain. Over two and a half million jobs were lost in 2008 due to downsizing and layoffs, and surveys indicate that it takes at least six months to secure new employment, hence the reason why employees seek companies that empower their workforce Jawahar (2012). Empowerment along with recognition and rewards and career support and growth opportunities are respective of the individual employee. These incentives are based on employee participation and involvement in response to organizational benefits. The common denominator is that the employee has the power to determine to what degree they feel empowered to reap the benefits that the organization offers as it relates to reward programs and career opportunities. Empowerment Huang (2012) expresses that psychological empowerment is associated with four cognitions: meaning, competence, self-determination, and impact. He indicates that psychological empowerment is critical to improving job performance and morale. The first cognition, “Meaning,” provides one with a standard for judging their own workplace goals. The second, “Competence,” refers to the employee’s ability to perform their job successfully. The third, “Cognition,” is self-determination, the autonomy or independence, where one has control over their work behavior or process. Then, lastly, "Impact,” which refers to the influence one has over organizational outcomes. These four components of empowerment create a higher level of trust and organizational commitment leading to increased morale Huang (2012). Recognition and Rewards Salie & Schlechter (2012) site Vroom’s motivational... ... middle of paper ... ...ty; solicit suggestions; conduct employee satisfaction surveys; and establish employee recognition programs. The contributions of the literature in this paper gives ideas from multiple authors on practices that are used in the marketplace to incentivize employees and build morale through organizational and individual factors. These factors point to research that supports programs that are tailored to increase morale and job satisfaction. The strengths within this literature review are articles that define morale and leadership. The literature points to causes and effects of low morale and leadership styles that encourage increase morale. The overall weakness of the literature review is the lack of articles explaining how ethics affect low morale in the workforce. Lastly, what is missing is how employees handle work/life balance and how that may affect morale.
Virtuous actions and ethical dysfunctionality are two topics selected from scholarly articles focusing on ethics in organizations. The two articles focus on the workplace and explore the interactions between employees. This essay will explore these relationships and how each compares and differs as reflected in the two journals.
Empowerment is commonly confused with incentivizing employees. In many cases, there are no consequences for employee empowerment gone wrong, but some actually have severe consequences for the business. A recent example of this phenomenon is the Wells Fargo fiasco. Wells Fargo employees were incentivized in a way that made them behave unethically to meet standards and gain rewards. This skill application, will discuss Wells Fargo could have used other methods of empowering and engaging employees, which probably would have had a less harmful effect on their business and how they should act in the future.
All organizations want to see an increase in productivity and a positive impact on the bottom line. Successful organizations realize employee retention and talent management is integral to sustaining their leadership and growth in the market place. The focus of this group project is on worker retention strategies. Worker retention strategies are programs designed to preserve existing quality workers by providing benefits and incentives. These benefits and incentives are provided to employees in various ways. Our group chose to explore six organizations in three different industries. These industries include Retail, Package shipping, and Airlines. Through research and investigation of three major industries we were able to develop a comparison of how these major organizations retain quality workers. First, we explore and learn how to keep people motivate to stop turnover within an organization. Secondly, we investigate employer’s benefits and incentive programs to keep quality employees. Finally, we examine workforce motivation and the engagement to commitment as organizations continually change initiatives and strategic planning.
The assignment will seek to explore the extent to which team work leads to empowerment. An organisation can only achieve its fullest potential if its’ employees are motivated towards doing so. Team work is an excellent s strategy which can be adopted in today’s labour market; however, this strategy can be more effective if its employees are empowered to make decisions. CLMS 2006M1:U4:6 describe empowerment as being associated with some redistribution of power. It can be argued that teamwork leads to autonomy to make decisions (excluding some corporate level decisions). This not only s...
“Empowerment is the process of enabling or authorizing an individual to think, behave, take action, and control work and decision making in autonomous ways. It is the state of feeling self-empowered to take control of one 's own destiny” (Heathfield, 2015). An organization can empower its employees by removing barriers, listening and respecting to an employee’s contributions and concerns, and giving them a say in certain decisions. An employer can create an environment that encourages employees to become empowered but ultimately it’s up to the employee to take control of their own destiny. An employee who is empowered will desire to use their strengths to benefit the organization and be more inclined to offer creative, innovative ideas on how
Job satisfaction is one of the most important factors in employee performance. Leadership must ensure stakeholders are fulfilled in their work, thus providing a level of intrinsic motivation as they become more engaged (Lawrence, 2014). This is something that comes from top leadership and is only achieved through proper management empowerment. Successful leadership understands that they cannot possibly control every minute detail of their organization. A good leader will invest in subordinate team members, molding them into problem solvers and future leaders by empowering them as decision makers. This concept will also build trust and the more that people trust their leadership, the more they take risks, make changes, and keep organizations and movements alive (Kouzes & Posner, 2012).
Some criteria of work team effectiveness from previous research include organizational commitment (Amason & Sapienza, 1997), job satisfaction (Kozlowski & Ilgen, 2006; Seibert et al., 2004; Uhl-Bien & Graen, 1998), quality, and productivity (Seibert et al., 2004; Buller & Hell, 1986). Kirkman and Rosen (1997) categorized different work team effectiveness criteria into two major groups: performance outcomes, and attitudinal outcomes. In the following section I will use this framework to analyze the consequences of team empowerment.
Once these conditions are identified it is important to employ those strategies which will help the organization reach its desired goals also which will in turn help to achieve self-efficacy in employees. The process of empowerment can be structured into 5 stages including psychological state of empowering experience. The first stage involves identifying the conditions within the organization where empowerment is required. In the second stage strategies according to the need is formulated by the managers. The employment of these strategies is aimed not only at removing some of the external conditions responsible for powerlessness, but also at providing subordinates with self-efficacy information in third stage. After getting these information the employees feel empowered in stage four. The behavioral effects of empowerment are noticed in the fifth stage. Empowerment processes may allow leaders to lessen the emotional impact of demoralizing organizational changes or to mobilize organizational members in the face of difficult competitive challenges. These processes may enable leaders to set higher performance goals, and they may help employees to accept these goals. Empowerment practices also may be useful in motivating subordinates to persist despite difficult organizational environmental
Delgado, Strauss & Ortega, (2015) discussed micromanagement as a major contributor to low employee morale. Managers can be overly involved in the mechanics of how projects will be executed, limiting the power of their employees to achieve goals and contribute to their organization’s bottom-line. These limitations can negatively affect employee-’s morale because employees can feel disconnected from having any effect on the organization’s bottom line due to over-indulgent managers. The authors believe that in order to avoid micromanagement, leaders should have a system in place so that employees can frequently self-check themselves, and therefore giving the employees the tools needed to perform their task independently of the
The freedom and ability of employees to make decisions and commitments on their own is known as empowerment. Basically, employee empowerment is the process of giving more power and responsibility to employees. This is an ideal that is becoming more and more popular as time goes on. Empowerment occurs when power is shared between managers and employees. This takes some pressure off management and gives the employees a voice. Empowerment is a strong tool that benefits both the employer as well as employee. It is a win- win situation. The employees feel like they are needed and wanted, while the employers gain satisfaction through their prosperity. When employees are empowered they feel that they play a bigger part in the organization and they understand how their job fits into the organization. Empowered employees are happier, more productive and have a sense of personal and professional balance. Empowerment exercises employees' minds to find alternative and better ways to execute their jobs. It increases their potential for promotions and job satisfaction. This results in perso...
McMullen, Stark and Jenson find in their research by understanding the employee/ reward dynamic go hand in hand by developing rewarding programs that are in line with organization vison and employees attentiveness to contribute to the organization success. (McMullen, Stark and Jenson, 2007) Reward programs provide organization to creating a competitive an advantage but it is the employees that bring the full circle. Reward programs contribute to organization success but it does have it pros and cons. Many pros develop when using reward programs such as attracting top talent, motivating employees; strive for growth, development, and retaining good
In today's complex business environment; traditional approaches like monetary incentives are not the only prime motivators. In addition to expecting financial incentives for their performance, employee's expectations are much more. Appreciation, recognition and opportunities for personal growth; must be catered for to harness maximum productivity. Furthermore in an era where change is imperative for the organisation's survival, highly motivated employees, represent flexibility and show willing to change; a vital component for the success of any organisation.
Empowerment is another feature of post bureaucracy. It represents organizations awarding power and authority to those lower in the organizational hierarchy (Knights & Willmott, 2007). To some extent empowerment could be beneficial to a organization because empowerment would allow the workers to work...
There is considerable debate over merit pay and the effect it has on employees within an organization. Psychologists believe merit pay is related to the incentive theory of psychology; people respond to rewards and with the proper motivation, it increases performance (Cherry). Employers consider merit pay an effective tool and a form of competition strategy for motivating employees to achieve positive performance outcomes. Many employers ignore the fact that incentive plans may motivate some individuals while others have high work ethics and do not need motivation. The intent of this paper is to discuss merit pay used by companies, the motivational factors on employees to reach high achievement, and the challenges that employees face due
Employee empowerment can be a powerful tool. The leadership style can increase efficiency and effectiveness inside an organization. Empowerment can also increase productivity and allow managers more tim...