Discuss how you will implement these initiatives and what changes in an employee mindset may be required to overcome any dissention or resistance that is likely to be met.
In any organization, there are certain important strategies that enhance the organizational output. In achieving, the common goals there are certain basic needs that are to be ensured by the organizations. Human resource management plays a pivotal role in dealing with stress management (Muscalu, 2015). The basic comfort is to be given to the employees who are the backbone of the organization. This can be ensured through different types of employee well being. Motivation is another prime requirement of the employees of the organization. They get the inspiration through different human resource strategies to improve and work harder (Bozeman & Su, 2015). Controlling stress is one of the vital criteria for maximum production and proficiency in organization. The present paper would deal with the above-mentioned aspects namely motivation, stress and well-being for the organizational productivity.
The effects of stress in an organization are usually negative. There are different types of stress that has been identified by the field of Human resource over the years. The different causes of stress that has been identified includes the following:
According to Muscalu (2015), Stress has been one of the prime causes for different mental and physical ailments of the employees. The usual health issues include high blood pressure, fatigue, weight loss or appetite changes. It has been noticed that stress can be one of the crucial factors that is responsible for poor performance. Stress is the major cause that leads to apathy, negativity and lack of enthusiasm. The major reason of having organizational stress includes not meeting the deadlines. Decision making process is one of the major aspects that are missing in case of stress. In any organization, it is important to have employees who have a healthy work environment. This is one of the biggest stress busters at work. Organizations need to have few of important aspects that would help the employees to be a part of the organization successfully without any future or stress.
In any business firm, absenteeism of the employees may be one of the aspects that would be a major consequence of stress. However, two aspects may be dealt in the current scenario. This includes getting rid of the stress and keeping the stress within. The department of human resource in any organization must have the zeal to remove the stress of the employees internally and to let go of the stress successfully (Kooij et al., 2013). This can be done with the help of training that is helpful in dealing the stress. It has been found that without the persistence of the training or motivational means the attrition rate of the employees are high in different organizations. In case of any types of specific stress, it is usually recommended by psychiatrists to consult the higher-level managers. An open discussion with the managerial level is of the basic needs that can help the employees in critical situation. On the contrary they can visit any doctor and speak about the issues (mental and physical) to get the resolution of the issues they are stuck.
In any organization, motivation of the employees is crucial. This is primarily to foster the organizational productivity. In such cases, it may be said that leadership and leaders play a dominant role (Yao et al., 2014). The performance of the employees is largely dependent on the motivation that they received from their respective leaders. Unsuccessful leadership qualities would end up in retaliation of the companies. The leaders must understand the need of the employees, the issues that they are facing and accordingly channel the situation. This can be understood with the example of china where it has been found that the economic crisis has been one of the serious threats in the 30 years. Motivation can be given through reward, recognition and definitely through a better position. Employees in such cases feel more attached to the organization (Aalbers, Dolfsma & Koppius, 2013). Motivation to the employee can be given through the following ways:
Motivation helps in bridging the gap between employee motivation and organizational effectiveness (Truss et al., 2013). It has been found through different researches that motivation is directly related to empowerment of the employees. Motivation is the key to organizational performance. Motivation can be increased through a cordial and positive relationship through different levels of hierarchy. Apart from this, personal responsibility of the employees must be induced on the employees (Aalbers, Dolfsma & Koppius, 2013). The production, the performance to be reviewed from time to time, and the best employees to be acclaimed successfully. This gives the zest to the workers to move ahead with their job responsibility and to excel in their respective field.
However, monetary reward or a hike on the salary can be one of the best means to motivate employees in an organization. A time-to-time increment would give then the zeal to work and produce accordingly. Workers of the organization would receive not only the respect in the organization being senior members but also would get their desired outcome. On the contrary, the happiness or the positive attitude of the employees would help in the organizational productivity and performance (Aalbers, Dolfsma & Koppius, 2013). These are the key strategies that can be taken by the organization to foster employee motivation and obtain organizational goals of productivity.
Another important aspect that is important for every organization is motivation between employer and employee. This aspect is directly related to nature and purpose of human relationships. Therefore, it can be opined that if the nature of employee and employer relationship is effective, then, all the employees of the organization will be highly motivated (Bozeman & Su, 2015). There are several features and aspects of motivation. One of the major features is perseverance of effort of the employees to attain the aims and objectives of the organization.
Well being in an organization is largely based on the physical and the mental satisfaction of the employees. Managers play a vital role in the well-being of the employees and tackle the situation successfully (Tsai, 2014). The different point that must be taken care of the managers in an organization includes the following:
There is necessary well being aspects that must be taken care by the organization along with the leaders. This includes social well being, career well being, financial well being, community well being and physical well being (Connelly, Gaddis & Helton-Fauth, 2013). The most important of these well being includes career well being. This is the ultimate motive of the hierarchy of the organization to deal with the issues of well being of the organizations.
Several other factors contribute to the well being of an organization. These factors can be in the form of having positive emotions with the employees, effective interactions and making the employees satisfied with their job. It is important for the management of an organization to help the employees to sustain an effective working culture within the system (Moen, Kelly & Lam, 2013). In addition to this, it is of great essence for the management to sustain their employees while reducing the attrition rate of the organization.
In addition to this, it can be inferred that the rate of attrition can only be reduced, if most of the employees are satisfied with their individual jobs. If not so, the management needs to take adequate steps to maximize the efficiency of the employees. Apart from this, health and safety procedures also form an effective part in case of any organization. Therefore, every organization is required to have a proper health and safety procedures to take care about the health of the employees (Schmidt et al., 2014).
It may be said in light of the above discussion that there are important strategies like training, leadership styles that are important to deal motivation and stress. These basic criteria would help in the all the above concern is the right engagement of the employees with the organization. Performance indicators from the HR manager are one of the prime aspects that help in understanding the productivity of the organization. The primary needs of the individuals that are physical have to be take care by the organizations successfully along with the secondary needs that are the social ones. Stress must be reduced by the organizations with the help of proper division of work and working hours. Training can be a help in this case. Positive motivations is important along with career well being of the individuals or workers.
Reference
Aalbers, R., Dolfsma, W., & Koppius, O. (2013). Individual connectedness in innovation networks: On the role of individual motivation. Research Policy,42(3), 624-634.
Bozeman, B., & Su, X. (2015). Public service motivation concepts and theory: A critique. Public Administration Review, 75(5), 700-710.
Connelly, S., Gaddis, B., & Helton-Fauth, W. (2013). A closer look at the role of emotions in transformational and charismatic leadership. Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (Monographs in Leadership and Management, Volume 5) Emerald Group Publishing Limited, 5, 299-327.
Kooij, D. T., Guest, D. E., Clinton, M., Knight, T., Jansen, P. G., & Dikkers, J. S. (2013). How the impact of HR practices on employee wellâ€Âbeing and performance changes with age. Human Resource Management Journal,23(1), 18-35.
Moen, P., Kelly, E. L., & Lam, J. (2013). Healthy work revisited: Do changes in time strain predict well-being?. Journal of Occupational Health Psychology, 18(2), 157.
Muscalu, E. (2015). HUMAN RESOURCES IN THE ORGANIZATION AND THEIR MOTIVATION. Scientific Bulletin” Mircea cel Batran” Naval Academy, 18(1), 353-355
Schmidt, S., Roesler, U., Kusserow, T., & Rau, R. (2014). Uncertainty in the workplace: Examining role ambiguity and role conflict, and their link to depression—a meta-analysis. European Journal of Work and Organizational Psychology, 23(1), 91-106.
Truss, C., Shantz, A., Soane, E., Alfes, K., & Delbridge, R. (2013). Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory. The International Journal of Human Resource Management, 24(14), 2657-2669.
Tsai, Y. L. (2014). The Moderating Effect of Employee Commitment on HR Managers’ Role and HR Performance Indicator. Journal of Human Resources & Adult Learning, 10(2).
Yao, Y. H., Fan, Y. Y., Guo, Y. X., & Li, Y. (2014). Leadership, work stress and employee behavior. Chinese Management Studies, 8(1), 109-126.
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