Analyze the diverse factors that are responsible for dynamic presentation of the different employees in the companies.
The essay helps in analyzing the diverse factors that are responsible for dynamic presentation of the different employees in the companies. The different factors is required to be analyzed that will help in improving the presentation of the different workforce. Appropriate and proper assessment is required to be done to understand the position of the managers that may influence processes of motivation.
The aim and purpose of the essay helps in analyzing the different potential issues faced by the organization. The different theories on organizational behavior have to be analyzed, as this will help in formulating the managerial interventions. The different current developments have to be analyzed, as this will help in solving such issues relating to the organizational behavior.
The structure of the essay includes the different factors has to be considered that will create huge impact on the productive performance of the employees in the organization. The different steps need to be taken wherein manager of the organization can have create impact on the processes in the entire organization.
In the entire world, there are different organizations that are competing in nature for their survival with different kind of challenges. This is the sole duty of the different companies to understand the issues that is faced by the different employees in the organization (Sparrow, Brewster and Chung 2016). The organizations need to look into the motivation of the employees as well as performance as the tools that will help the company in achieving the long-term success. The motivation of employees in the organization concept is one of the central issues that are faced by different employees and business leaders in the organization. It has been noticed that there are employees who are unmotivated in nature tend to spend less time on the different tasks. These kinds of employees in the organization produce low quality work and this can be a serious issue for the entire organization, as this will reduce the entire productivity. On the other hand, the motivated employees in the organization are productive and creative in nature wherein they deliver high quality work to the entire organization. Therefore, it is very crucial in nature for the entire organization to take care of the different requirements of the employees in form of spiritual, mental and emotional aspects.
There are different firms in the competitive market those who have designed different techniques that have been adopted by them to take care of the requirements of the employees. There are organizations who are embracing the different kind of tactics that aims at keeping the employees focused in achieving the different goals of the organization. The techniques that have been applied by them are different promotions, compensation programs along with rewards and recognition (Khorasan and Almasifard 2017).
According to Albrecht et al. (2015), Human Resource Management has different kind of objectives that includes rewarding the employees in the organization and these rewards that has to be effective in nature. The main aim of the human resource management department is to encourage the different employees to perform better in achieving the goals of the company. On the other hand, Olafsen et al. (2015) commented that the employees has to be self motivated as the main function of the HR department in the organization is to recruit and train employees in an effective manner.
Al Ariss, Cascio and Paauwe (2014) commented that the rewards and recognition that will be provided to the employees in the organization could be both financial and non-financial in nature. It is essential in nature that the employers in the organization should not ignore the non-financial rewards, as they are significant in nature. The research has stated that there are employers in different organization who do not focus on the non-financial rewards and they end up committing huge mistake, as the recognition in the organization can be a huge motivator for the employees.
On the other hand, according to Paillé (2016), the monetary benefits are powerful tool than the non-monetary benefits in the organization. Gagné, Deci and Ryan (2017) commented that the monetary benefits that include fat pay cheque to the employees in the organization for performing well are the best technique to motivate the different employees in the organization. Over the years, it has been seen that the rewards that are monetary in nature are viewed in a strategic and broader manner. The employees in the organization are paid incentives and other bonuses in order to motivate the employees (Lazaroiu 2015).
The Maslow’s Hierarchy theory is one of the best theories that can be used in order to understand the motivational factor. The Maslow’s theory has different levels that include different requirements at workplace for encouraging and meeting the different requirements of the employees. The requirements are as follows:
Physiological Needs- Air, water, food and shelter
Safety Needs: Personal Security, property and health
Social Needs: Sense of connection and family
Self-Actualization Needs: Understanding the own needs in an effective manner
Esteem Needs: Respect, recognition and status
As per the Maslow’s Hierarchy theory, it can be analyzed that the lowest requirements take more priority in nature. These kinds of requirements have to be fulfilled in an effective manner, as this will help in satisfying the different requirements of the employees in the organization. In order to motivate the different employees, the esteem needs has to be fulfilled and this will help in generating huge productivity in the entire organization as well.
The different organizations can apply the Cognitive evaluation theory in order to motivate the different employees in an effective manner. Both intrinsic along with extrinsic factors are essential to be considered and provided to the employees that will allow the employees to perform well in the organization.
Extrinsic Motivators: Proper pay to the employees each month, promotion and feedback from the employers about the performance and working Condition
It can be analyzed that the extrinsic factors of motivation that is provided to the employees in the organization are the ones that is based on the external environment. The managers and other higher officials in the organization control these kinds of motivational factors (Paillé et al. 2016). On the other hand, the intrinsic factors of motivation that is adopted by the employees in the organization are generated from the internal factors of the employees in the organization. This kind of motivator is also known as intrinsic work of work.
According to Armstrong and Taylor (2014), the managers of different organizations has a huge role in motivating the different employees as this will help in generating huger productivity. The managers in the organization have to conduct the training and development program for the employees in such a manner that this will help them in performing well. The managers have to create a proper working environment for their employees, as this will help them in generating high profit and revenue in the organization. Furthermore, Cania (2014) commented that the equity theory has to be applied by the managers in the organizations as this will motivate all the employees in an equal way.
For instance- When an employee X gets a hike of 20% and employee Z gets a hike of 10%. From this example, it can be analyzed that equity theory is not actually the reward that will motivate the employees. This implies that the motivation factor is the rise in the salary of the employees as per their roles in the organization.
The different theories on motivation of the employees in the organizations are essential in nature. In order to improve and encourage the performance of the employees, proper care has to be taken by the different employers of the organization to provide different non-monetary and monetary benefits to the employees (Antwi et al. 2016). There can be reward management program adopted by the organizations to achieve the goals in the organization. The managers have to analyze the process of the motivation, as this will help in improving the performance in an effective manner. The productive performance can be gained by the different organizations with the implementation of different motivational theories in a positive manner.
Conclusion
Therefore, it can be concluded that in order to encourage the effectual presentation of the employees, different motivational theories has to be adopted by different organizations. The operational surroundings of the organization have to be implemented that this will help in solving the issues faced by them in the organization. The Maslow’s hierarchy theory as well as equity theory has been applied by different organizations in order to motivate the employees and help them in performing well in the organization as well. The managers of the organization played an essential role in providing huge level of motivation to the employees
References
Al Ariss, A., Cascio, W.F. and Paauwe, J., 2014. Talent management: Current theories and future research directions. Journal of World Business, 49(2), pp.173-179.
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Antwi, J.O., Opoku, A.C., Seth, A. and Margaret, O.B., 2016. Assessing the human resource management practices of public banks from employees’ perspective: case study of selected branches of Ghana commercial bank, Kumasi. Global Journal of Human Resource Management, 4(1), pp.13-30.
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Cania, L., 2014. The impact of strategic human resource management on organizational performance. Economia. Seria Management, 17(2), pp.373-383.
Gagné, M., Deci, E.L. and Ryan, R.M., 2017. Self-determination theory applied to a work motivation and organizational behavior. The SAGE handbook of Industrial, Work, and Organizational Psychology (2nd ed.). Thousand Oaks, CA: Sage.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Khorasani, S.T. and Almasifard, M., 2017. Evolution of Management Theory within 20 Century: A Systemic Overview of Paradigm Shifts in Management. International Review of Management and Marketing, 7(3), pp.134-137.
Lazaroiu, G., 2015. Employee Motivation and Job Performance. Linguistic and Philosophical Investigations, 14, p.97.
Olafsen, A.H., Halvari, H., Forest, J. and Deci, E.L., 2015. Show them the money? The role of pay, managerial need support, and justice in a self?determination theory model of intrinsic work motivation. Scandinavian journal of psychology, 56(4), pp.447-457.
Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), 451-466.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management. Routledge.
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