The overarching term human intelligence is the psychological concept that has been gained from life experience and day-to-day activity. The success of a business organization is highly dependent on the performance of the employees. The business organization while dealing with the employees has to follow some of the major factors. Employees’ performance and level of motivation is the primary effective ways, based on which the organization tends to reach the peak of success. The underlying concept of human intelligence allows the organizational employees to adapt the situation facing at the workplace (Leroy et al., 2015). Human intelligence is considered as the intelligence quality of an individual on how to learn different kinds of aspects from different situations (Neal et al., 2012). While working at the workplace employees have to face innumerable difficulties to provide superior quality of service process to the customers.
Emotional intelligence is the psychological power to control employee emotion at the workplace and to keep up professional attitude. While working at the workplace employees have to face innumerable barriers such as communication barrier, psychological barrier, cultural barrier and so many. These kinds of barriers highly affect the emotional intelligence of employees (Hauschildt & Konradt, 2012). For an instance, in last few years the employees of The Iconic has to face major challenges at the workplace. This particular business organization tends to follow e-commerce business process in order to grab the attention of global consumers. However, some of the senior employees faced innumerable difficulties in order to communicate with the customers by using advanced technology. In this kind of situation, those senior employees faced innumerable difficulties to provide effective services to the customers. Junior employees of The Iconic who are well trained in technological operations by using attribution theory as well as emotional intelligence have supported the seniors in providing effective services to the customers.
As per the Hofstede’s cultural dimensional model, an organization has to face several stages while working at the workplace. Among several stages the name of individual vs. collectivism, masculine vs. feminine are most prominent. As per the organizational ethics and cultures, business organizations should always focus on giving equal priority and response to both the male and female employees. As a result, the employees would not have to face any kind of barrier regarding gender equity. The concept of attribution theory implies that employees should understand the feeling and emotions of others as well while working within the business organization by attributing sympathetic attitudes. Based on the level of job satisfaction organizational employee turnover rate highly depends (Duong et al., 2012).
A particular business organization before recruiting an employee has to follow some of the major factors. Some of the business organizations are there that recruits the employees as per cultural and religious attitudes. On the other hand, some of the business organizations tend to appoint employees based on their level of skill and competency (Koopmans et al., 2012). As per human resource, plans and policies business organizations intend to appoint employees within the organization. The primary objective of making competency model is to define the level of competency and skillful attitudes to the employees of every individual business sectors. Before appointing an individual within the business process, the human resource managers generally tend to focus on several major aspects. The aspects include communication skill of that particular individual (Simons, 2013). In order to maintain an effective interpersonal relation the communication between sender and receiver has to strong. As per the level of communication, the employees are able to share necessary information with each other.
The human resource managers of Woolworths before appointing an individual employee at the workplace tend to use competency model. The primary purpose of HR managers of this organization is to hire employees as per the skill and competency rather than their cultural and religious attitudes. As a result, people who are enough qualified and experienced in the field of retail sector get the scope to become a part of Woolworths. This particular business strategy enables the organization to reach the recognition of global market. On the other hand, the skillful employees get the opportunity to excel their talent.
On the other hand, the method of personnel selection implies that employees should be appointed within the business process as per the level of competency rather than their cultural attitudes. Before, appointing at the workplace an individual applicant should have a skill of professional intelligence based on which the person would be able to handle any kind of work pressure at the workplace (Chiang & Hsieh, 2012). On the other hand, the skill of communication is highly important for maintaining organizational discipline as well as behavior. Effective commutation helps an individual employee to overcome cultural barriers, psychological barriers, religious barriers and behavioral barriers (Boxall, 2012). However, in order to overcome organizational barriers at the workplace, the business experts tend to implement professional and development training based on which the employees who are having communication problem can get the scope to enhance their skill and knowledge.
Simons (2013) mentioned that employees play a major role for gaining the organizational image and reputation. The rate of customer satisfaction is highly dependent on the employees’ performance level. Based on the skill and competency level of the employees business organizations tend to appoint every individual in particular department. The job characteristics model is constituted with five aspects that imply skill, variety, task identity, task significance and autonomy. Based on the expertise of an individual employee the assignments have been provided. As a result, employees do not have to struggle for maintaining a balance between customers’ supply and demand (Boxall, 2012).
Intrinsic motivation is the business strategy that is implemented within the business organization. Employees while working at the workplace needs to get some motivational attributes based on which they would like to meet the business target. As a result, the business experts in order to motivate the employees tend to arrange reward ceremony. The efforts of the employees throughout years are appreciated in the form of reward (Koopmans et al., 2012). Therefore, they tend to show their enthusiastic attitude for performing well towards the business organization. Extrinsic motivation implies the external rewards that an individual employee gets for performing well towards the success of business organization.
For an example, as per the business strategy of ASDA this particular organization tends to follow intrinsic motivation theory every year. At the end of every year, the employees get recognition for the best endeavor throughout the year. This kind of reward ceremony motivates the employees towards reaching the business success due to which ASDA has gained the popularity of Multinational Corporation having prestigious brand image. On the other hand, the organization like Myer tends to use extrinsic motivation by providing additional facilities and benefits to the employees. In order to work for overtime the employees get additional remuneration package from the organization which motivates them for providing best performance.
Money, grade, remuneration are the necessary ways of getting extrinsic motivation from the business experts. Self-determination theory is the form of macro theory with the help of which human personality can be motivated through several aspects. The three major aspects of self-determination theory include competence, relatedness and autonomy. Human are considered proactive by nature with the help of their potential and inner forces (Hauschildt & Konradt, 2012). The employers intend to implement this particular theory at their organization due to motivate the hidden competency level of employees.
In the present competitive business environment, maintaining the motivational level of the employees has emerged as one of the key challenges for the organizations. Motivated employees allow organizations to utilize all the resources to the optimum level, which eventually creates positive impact on the business process. Maslow’s hierarchy theory of needs has highlighted five factors including physiological, safety, love & belonging, esteem and self-actualization needs that organizations will have to fulfill to keep employees motivated towards work (Skudiene & Auruskeviciene, 2012). It reflects a hierarchical order that every individual looks to fulfill for remaining motivated towards the responsibilities. Thus, it induces organizations to focus more on provided benefit level of the employees in order to keep them motivated towards the roles and responsibilities. On the other hand, Herzberg two factor theory also highlighted specific ways to maintain the satisfaction and motivational level of the employees. Two factor theory has divided all the factors into two parts including motivators and hygiene factor, which is essential for fulfilling all the responsibilities. Motivator factor focuses on the elements like recognition, challenging work, involvement in decision making, opportunity and responsibility (Graves, Sarkis & Zhu, 2013). On the other hand hygiene factor includes salary, job security, work condition and fringe benefits that can have major impact on the motivational level of the employees. Thus, Herzberg theory induces organizations to handle all the two factors in such a way so that it can have maximum impact on the motivational level of the employees.
JB HI-FI is the organization that intends to use Herzberg two factor theory in order to maintain employee motivation at the workplace. JB HI-FI believes that job satisfaction is highly important for motivating employees towards business success. In order to satisfy the needs and demands of employees this particular organization intends to provide insurance facilities at the workplace. The employees who face any kind of health issue get facilities and benefits from the organization.
Conversely, goal setting theory also has focused on developing effective and clear goals for maintaining the motivational level of the employees. For that reason, goal setting theory focuses on five principles including clarity, challenge, commitment, feedback and task complexity, which can create major impact on the motivational level of the employees (Chaudhary & Sharma, 2012). Self determination theory has highlighted three factors including competence, relatedness and autonomy that evaluate the psychological needs of individual in an appropriate way (Nujjoo & Meyer, 2012).
Team work is an extremely important element for the organizations for fulfilling all their objectives. Team work allows organizations to maximize utility of all the resources in such a way so that it can able to create positive impact on the business process. For that reason, all the prime organizations like Apple, Samsung or any other MNCs tries to evaluate decision making strategies of all the individuals in an effective way (Saaty & Peniwati, 2013). It has increased the significance of the terms like group decision making, group polarization, group thinking in a major way. Now, group decision making process reflects a situation where a team or group of individual within business environment has to collectively make a choice among all the alternatives. Thus, it reflects a critical process where every possibility of arising employee conflict. For that reason, management of the organizations will have to play an important role in maintaining healthy relationship among all the individuals within the team. Otherwise, it can have major adverse impact on the business process of the organizations. Group polarization refers to the tendency of a group of individuals to take more extreme decisions (Chen, Xu & Xia, 2013).
As per the article by Hwang and Lin (2012) grouping individuals requires maintaining effective diversity, climate and skills so that it can handle any type of challenges in an appropriate manner. IPO model highlights the way organizations increase effectiveness of the resources for creating positive impact on the output level. For instance, IPO model has elaborated the fact that utilization of higher benefits or greater pay can encourage employees to give more than 100% at the workplace. It will certainly increase the effectiveness of the operational process in a major way. On the other hand, if an organization fails to provide healthy climate or working environment, employees will likely to be demotivated. It will directly affect their performance level for the organization. IMOI or Input Mediator Output Input model represents a broader perspective for explaining the variability of the performance level of the employees (Xia, Xu & Chen, 2013). This model has highlighted the fact that not only internal factors but external factors can also have major impact on the employee performance level. Hence, it is necessary for the organizations to handle all the factors in such a way so that it can able to fulfill all the responsibilities in an appropriate manner.
Reference List:
Hwang, C. L., & Lin, M. J. (2012). Group decision making under multiple criteria: methods and applications (Vol. 281). Springer Science & Business Media.
Koopmans, L., Bernaards, C., Hildebrandt, V., van Buuren, S., van der Beek, A. J., & de Vet, H. C. (2012). Development of an individual work performance questionnaire. International Journal of Productivity and Performance Management, 62(1), 6-28.
Leroy, H., Anseel, F., Gardner, W. L., & Sels, L. (2015). Authentic leadership, authentic followership, basic need satisfaction, and work role performance: A cross-level study. Journal of Management, 41(6), 1677-1697.
Chen, N., Xu, Z., & Xia, M. (2013). Interval-valued hesitant preference relations and their applications to group decision making. Knowledge-Based Systems, 37, 528-540.
Chiang, C. F., & Hsieh, T. S. (2012). The impacts of perceived organizational support and psychological empowerment on job performance: The mediating effects of organizational citizenship behavior. International Journal of Hospitality Management, 31(1), 180-190.
Graves, L. M., Sarkis, J., & Zhu, Q. (2013). How transformational leadership and employee motivation combine to predict employee proenvironmental behaviors in China. Journal of Environmental Psychology, 35, 81-91
Simons, R. (2013). Performance Measurement and Control Systems for Implementing Strategy Text and Cases: Pearson New International Edition. Pearson Higher Ed.
Skudiene, V., & Auruskeviciene, V. (2012). The contribution of corporate social responsibility to internal employee motivation. Baltic journal of management, 7(1), 49-67.
Xia, M., Xu, Z., & Chen, N. (2013). Some hesitant fuzzy aggregation operators with their application in group decision making. Group Decision and Negotiation, 22(2), 259-279.
Nujjoo, A., & Meyer, I. (2012). The relative importance of different types of rewards for employee motivation and commitment in South Africa: original research.
Boxall, P. (2012). High?performance work systems: what, why, how and for whom?. Asia Pacific Journal of Human Resources, 50(2), 169-186.
Chaudhary, N., & Sharma, B. (2012). Impact of employee motivation on performance (productivity) in private organization. International Journal of Business Trends and Technology, 2(4), 29-35.
Hauschildt, K., & Konradt, U. (2012). Self-leadership and team members’ work role performance. Journal of Managerial Psychology, 27(5), 497-517.
Neal, A., Yeo, G., Koy, A., & Xiao, T. (2012). Predicting the form and direction of work role performance from the Big 5 model of personality traits.Journal of Organizational Behavior, 33(2), 175-192.
Saaty, T. L., & Peniwati, K. (2013). Group decision making: drawing out and reconciling differences. RWS publications.
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