In the competitive work of today the organisations require the best and most competent individuals working for them. Therefore their potential cannot go waste. There are several important factors which impact the environment in which the employees work and also on their levels of performance and motivation. The situation of the place of work that is set in the place affects the employee morale, their performance and engagement. Usually in order to motivate employees the firms implement several features of benefits such as performance based pay, ways of sharing information and agreements concerning the security of the employees.
Employee performance is an extremely significant basis of an institute and the causes of great performance need to be studied by the organisations. It is not possible for an organisation to succeed without the joint efforts of all the workers of the organisation. In case the employees of a company do not work well, they cannot help in achieving the targets an organisation has set for itself in the future years (Mone and London 2014).
Human resource management is incomplete without human growth. In this case the growth of the employees is the crucial functions in this regard. The extension of the individual capabilities within a company is used to imply employee growth. Both individual as well as overall growth of the employees comes under the concept of employee development. Employee performance is bound to enhance the total growth of the company. Thus it is extremely significant (Skudiene and Auruskeviciene 2012).
In addition to the concept of motivation, sufficient skills need to be cultivated within the workers to perform their job duties well. In several firms training the employees are also an important factor for their input into the production process. For ensuring high productivity levels in the workplace, the motivation of the employees needs to be ensures by the authorities. Motivation is a tool which is utilized by the employees in order to utilize the avidness of the employees so that they can work under pressure. Only if employees remain motivated can they ensure the productivity of the company to help the organisation attain its objectives.
There is no person who can make an entire business work or get all the credit only by himself or herself. Each situation of life requires motivation .The workplace is the ideal scenario to apply the concept of motivation. In the workforce, there is motivation to work and succeed towards the goals of the organisation and this is seen to play an important role. There should be loyalty in motivating the workers. As a result the overall productivity of the company concerned is bound to increase. (Eslami and Gharakhani 2012).
Another important tool for the employee motivation is praise. Suitable project managers need to understand the important scheme of worker motivation. Adjusting in a new workplace can be intensely stressful and this is irrespective of whether the company is new or old. There should be an effort to make the workers adjust to the various aspects of work culture such as the patterns of communication, the hierarchical methods, the dress codes and many others. Low adjustment to the workplace cultures might cause colleague conflicts in the same grade or also with superiors. Gossips and negative politics of any sort are bound to induce stress (Bellé 2013).
Leadership is extremely important in a particular organisation. It is the duty of a leader to take care that the purpose of an organisation is fulfilled. The leader who can set the organisation in the way he or she images is a good leader. Good leaders need to manage the overall performance of their employees. The stakeholders of the organisation need to be kept in mind, including the customers and society at large (Lazaroiu 2015). It can be said that effective leadership is the most crucial in achieving the success of an organisation. Only when employees know that the organisation expects good performance from them, will they actually help their company to reach their goals. The leaders or the managers and all the individuals in authoritative positions in any organisation play the most important role in the successful performance of its employees (Shields et al. 2015).
The design of the job implies the way in which the different elements of a job are put together where the abilities of the worker and the total organisational requirements are also required. The positive job designs are done for the incorporation of organisational goals and values for alignment of responsibilities of the work concerned. Hence the issue of job design to be extremely crucial (Anitha 2014).
An effective and rewarding job culture consists of understanding employees and rewarding them for their contributions in the workplace. The realisation of being given due credit for their job is helpful in increasing the overall morale of the employees and their interest towards their job. Their changed attitude towards their job assists them in aiming for quality and increased efficiency. Every employee or organisation is not bound to respond to the same type of recognition. Some employees might respond to rewards that have considerable value and for some the value of a reward is not that much important as they are aware of their contributions being valued (Albrecht et al. 2015).
It is a commonly known fact that occupied employees are much more prolific, working resourcefully and they are much more proactive in order to do a high-quality job. In case the efforts are likely to be praised and remunerated then it is quite obvious that the staff members will work much more in order to receive employee recognition.
Job satisfaction is also an immensely important aspect to ensure that the employees understand that the job they are doing are important to the business. It sends the information as a message to them that their hard work is reward-worthy. Thus it is important as it makes the individuals feel that they are making a difference.
Happiness of the employees is crucial to the business as motivated employees work better towards the success of their organisation. When an organisation treats its employees with gratitude, those staff members will want to perform better and this positivity is bound to be felt across the business. This is bound to result in a happy working environment which all the employees will like to be a part of. Retention of employees helps them keep their trust in the company intact and this is a tangible reason for them to stay. The loyalty towards the organisation needs to be cultivated. In case hardworking and long standing employees are rewarded, then it leads them to work hard towards the success and form an emotional bond with their organisation (Bakker and Demerouti 2014).
Understanding and supporting the team culture ultimately benefits the company. Rewards which incorporate the peer-to-peer communications are also ideal for team spirit and these encourage the staff to see the constructive characteristics in one another. Teams are extremely well placed to perform this as they work together every day. Nominating one another’s colleagues for rewards and recognition is extremely empowering as it clearly shows how opinions are valued in each other (Manzoor 2012).
There is a significant equilibrium between the goals and enthusiasm. Goal Setters within the company must always mull over how the goals will effect motivation and how the existing enthusiasm level will influence the attainment of the goal. One method of creating and maintaining a balance is to include incentives to the ultimate goals to be attained and hence impact the employees positively.
Setting of goals is vital because it turns the aspirations into substantial objects and it requires obligation and action. It is used for measuring performance, increase in revenue, meeting business challenges, goals ideally includes definite guidelines, details and the business wishes (Eslami and Gharakhani 2012).
Motivation is imperative in business. Physical and mental human reactions are also crucial. Employees who are highly motivated have the willingness to complete the job effectively and efficiently resulting in higher productivity, increased revenue, cost savings and satisfied employees and business owners. Employees who are not motivated that much can cause losses to the business. Lack of proper direction is often brought about by the goal induction. It helps employees focus on what they need to prioritize in the coming years. The goals also help employees to work together and achieve their goals.
In setting up the goals the qualities of specificity, measurability, attainability, relevance and time are looked into. It also improves group cohesion and collaboration when the employees of all levels work together towards a common goal of the company. Motivation has an impact on the goal attainment and it results in higher amount of productivity.
The leaders and employees of an organisation should work towards its success in order to ensure that the goals of the organisation are achieved.
References:
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.
Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management.
Bakker, A.B. and Demerouti, E., 2014. Job demands–resources theory. Wellbeing.
Bellé, N., 2013. Experimental evidence on the relationship between public service motivation and job performance. Public Administration Review, 73(1), pp.143-153.
Eslami, J. and Gharakhani, D., 2012. Organizational commitment and job satisfaction. ARPN Journal of Science and Technology, 2(2), pp.85-91.
Lazaroiu, G., 2015. Employee Motivation and Job Performance. Linguistic and Philosophical Investigations, 14, p.97.
Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), p.1.
Mone, E.M. and London, M., 2014. Employee engagement through effective performance management: A practical guide for managers. Routledge.
Presslee, A., Vance, T.W. and Webb, R.A., 2013. The effects of reward type on employee goal setting, goal commitment, and performance. The Accounting Review, 88(5), pp.1805-1831.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
Skudiene, V. and Auruskeviciene, V., 2012. The contribution of corporate social responsibility to internal employee motivation. Baltic journal of management, 7(1), pp.49-67
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