Human resources management can be defined as “the process of analyzing and managing an organisation’s human resource needs to ensure satisfaction of its strategic objectives.” (Hellriegel, Jackson, Slocum and Staude, 2009) To manage human resources well for achieving the goals of organizations, motivation is one of vital sectors of managerial functions. Motivated employees is vital for the success of any businesses. Nowadays, many managers, however, are hard to try to deal with demotivated employees. Employee demotivation is the essential managerial challenge facing small-scaled or large-scaled enterprises. The managers will become unsuccessful if they do not succeed to motivate their subordinates. This essay will outline the important factors …show more content…
The studies (Hedges, 2014) indicated that one of the reasons that workers are feeling intense was due to poor communication. Take an example, when there is lack of information, gossips are broadcasted all over the companies. Employees end up trying to figure out, frustrated and baffled of what is the information that they are not knowing about. If there is not a way to communicate back and forth between staff workers about the whispers in the company, the consequences will be worse. Therefore, it shows that it would be better for colleagues to communicate their ideas or suggestion across the whole company. Besides poor communication, the recent studies (Hedges, 2014) also mentioned that lack of resources for poor performance is one of causes. When employees work in the companies, they want to get the rewards and recognition for their contributions. If it does not occur, employees doing mediocre task are getting alike approach as powerful performers, it is common to just switch off and do your task on the autopilot. Organizations that do not handle performance problems bring down the average for …show more content…
In 1960, Douglas McGregor worked out Theory X and Theory Y suggesting two various aspects of employees about employee motivation: one is negative (Theory X) and another one is positive (Theory Y) (Carson, 2005). McGregor (1960) indicated that managers who set Theory X assumptions trust that employees generally dislike responsibilities, resist change, need direction and do not have any ambition. By contrast, McGregor (1960) illustrated that managers who set Theory Y assumptions trust that employees can recognize the responsibility, have direction and self-control, and do not hate work. Carson (2005) pointed out the majority of today’s organizations attempt to apply the softer method to management that Theory Y
A lack of communication can create uncertainty that leads to stress and conflict. Retrieved from http://smallbusiness.chron.com/lack-communication-cause-conflict-workplace-10470.html Alex communicated well and gave clear expectations to Joe in the IT department which was effective. Alex needed to specify the goals he would like each employee to achieve. Alex was unclear with his expectations for employees which caused lack of communication. The employees were still working under Alex 's father’s leadership. The employees had little or no input into the improvements because Alex did not specify the problems so therefore there was no
Poor communication skills among staff increase high level of stress and guilt. Conflict also leads to poor management skills and ineffective teamwork. “Such an environment decreases the likelihood of burnout and moral distress.” Savel, R. H., & Munro, C. L. (2013).
One of the most important theories of HRM (Human Resource Management is that of ‘Motivation’. The purpose of this theory is to explain the role of an organisation in order to encourage its people to put in the best of their efforts and abilities in a way that will help further in achieving better outcomes for the business and organisation’s goals(Armstrong, 2001). There are various techniques that can be adopted to motivate people for instance, rewards, punishments, actions to satisfy needs, psychological processes etc. This world is developing at a rapid pace and due to this development and quick changes; new ways of working and managing organisations
Rumors and gossip start, the job can possibly be done wrong, and productivity can get low. Ultimately, a lack of communication can fail a business. Workers are often times terminated or quit for the reason of poor communication. When there is poor communication, employee’s sometime lack the knowledge they need to get their work done. When the boss doesn’t work with the employee to explain what they want or how they want something done, it is complicated for them to do it right. Lack of communication can cause uncertainty within the workers. This can also decrease productivity and
Employee Motivation Employee motivation is a key factor within a successful organization. or business. The quality of work that people express is often a result. of the motivation they possess. Companies have a variety of ways to motivate their employees, as well as keep them satisfied.
Employee motivation is optimal when the external factors are tailored to the individuals’ needs. According to Maslow’s (1954) hierarchy of needs, people’s needs are divided into physiological, safety, relationship, esteem and self-ac...
Employee motivation seems to be a constant problem in the working world. It is true, not everyone is going to absolutely love their job and want to do it five out of seven days a week. Everyone has their bad days where all they want to do is just go home and get away from the office, which is okay. The problem with those people that dislike their job every single day, is that their dislike makes them completely unmotivated to work. This lack of motivation can then rub off on other employees in the office and it can be very hard to get people motivated unless they have the desire to be. I have noticed a few employees at my workplace that seem to be having trouble motivating themselves to do their job. This can be caused by many different things, such as: their perception of their
Sometimes it happens lack of communication, distrust, loyalty are increase because of rise insecurity at workplace.
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
“Communication problems in the workplace can cost your company productivity and money. Without efficient communication, your company is unable to exchange information essential to daily operations and create a communication network to carry new product data” (Root, n.d.). When you think about communication in the workplace, as an employee you may not think about what poor communication can cost the organization you work for. But it not only affects the productivity of the organization
Ever since the beginning of Organizational Psychology, work motivation has been a big topic of discussion and research. Based off of what I learned in class lectures, motivation is a complex force that drives people to behave in certain ways. Motivation is an effort expenditure that energizes, directs, and sustains, however, it is not the same thing as performance or ability. Over the course of this discussion, I have formed a variety of ideas about workplace motivation and have better equipped myself to define what I believe creates a motivated, productive, and engaged workforce. Looking at all of the different motivational theories, I believe Herzberg’s two-factor theory, job characteristics theory, the equity theory, the equity theory,
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.
Effective communication increases the efficiency and productivity of any business. And also make the employees more satisfied. Researches illustrate that effectual and well-organized communication positively relates to the job satisfaction, performance and positive attitudes of employees.
When it is discovered that a worker can fulfill the requirements of their job, but are experiencing shortcomings in doing so, many times it is believed that worker motivation may be the root of the problem (Laird 95). What, though, is work motivation? According to Laird (2006), “motivation is a fundamental component of performance “ and “is the reason that someone chooses to do some things and chooses not to do others”. In other words, work motivation is what energizes workers to the level of output required to fulfill a task, directs their energy towards the objectives that they need to accomplish, and sustains that level of effort over a period of time (Steers et al., 2004). In essence, worker motivation is what gets the job done. Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes ones duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each as well...
But if this is all the communication they receive they may begin to feel like machines. According to Pearson & Thomas there are three levels of communication that employees need, these being: Must know discussed above. Should know which includes significant staff changes and company/market developments. Then could know which although having no operational impact makes life more interesting. Office gossip is only a could know but probably the communication that really binds a company together. Barring security, legal and share price sensitive data everyone should...