Discuss about the Architectural Engineering and Design Management.
The aim of the report is to critically analyse the scenario in which the human resource manager need to form the strategies for eliminating the workforce issues. The approaches and theories related to the employee engagement, motivation, teamwork and other are discussed. This is the fact that HR of the company ensures that effective implementation of these approaches takes place within the organisation because this helps the company in improving performance. Moreover, this report includes the employee engagement strategy which is essential for the company because the work performance depends on the engagement of employees. The strategy related to employee’s engagement helps the HR to form a relationship between employees working at different locations. The current organisation falls under the hospitality industry that reflects the new potential HRM opportunities. These opportunities help the company to resolve the challenges that are faced by them by working across the different cultures. The aim of the company is to manage the team, work, motivation and employee’s involvement at every location (India, Germany and China) where the company perform its operations.
Employee motivation is essential for the companies in the competitive environment and this is the reason most of company’s focus on motivating employees. The employee motivation leads to the rise in the performance of the company and they also take the interest in performing their jobs. Human Resource management implements different motivational theories that support them to motivate the employees.
According to the Alshmemri, Shahwan-Akl band Maude, 2017, Frederick Herzberg developed the theory in the 1950s in which he reflected the two factors; Motivation and Hygiene theory that are essential to motivate the employees. This theory is also known as a two-factor theory because these two factors influence the employee satisfaction and motivation.
Considering the viewpoint of the Chand, 2018, the companies should ensure that they encourage their employees after keeping in mind about the positive and negative side of jobs. The performance of the employees will increase when the company will be able to motivate their employees. This motivation can be done by achieving the needs of employees within the organisation along with this the company can offer the rewards and compensation to employees. According to Fareed and Jan 2016, the cultural profile of China, India and Germany affect the employer’s priorities. Therefore, it becomes an issue for company to analyse the needs of employees who work in different cultures. The company follow the strategy of offering reward and compensation for motivating the employees.
According to McLeod, 2018, the Maslow’s hierarchy theory of needs is one of the effective theories which consist of the five-tier model of human needs that are often depicted as hierarchical levels within a pyramid. The theory focuses on achieving the needs of employees present within the organisation. Similarly, Ozguner and Ozguner, 2014 presented their opinion that employees within the company are motivated to fulfil certain needs. The basic needs of the employees include fulfilment of needs related to the physical survival that motivates the employees and their behaviour.
The above-stated image reflects the five-tier model of motivation which includes the basic needs, Psychological needs and self-fulfilment needs. The entire stages are linked with each other stage as once the basic need of employees get fulfil then they approach for the Psychological needs and so on.
Teamwork is one of the effective ways in which the performance of employees within the organisation increases and teamwork supports the operations or working of the company. In the current era, the rise in the competition, diversification and others has brought the changes in the working of employees within the team. This is the reason due to which individualism of the work shifted to the team. Some of the tools that might be followed by the companies to improve the efficiency of a team within different cultures and expertise.
According to the Belsan, 2014, Tuckman describes the working with a team of social psychologists which pass through the several stages. In other words, the theory of Tuckman suggests that developing an effective team through different stages which include forming, storming, performing, agreeing and adjourning.
Considering the views of Firth, 2017, the motive of the theory is to form the relationship, agreeing on terms, duties with aim and working through for accomplishing the goals of the company. This theory helps the company to enhance the team interconnection rather than individualism. This theory is mainly used by the organisations who deal their operations at different locations which include China, Germany and India.
According to Senaratne and Gunawardane, 2015, Belbin’s theory of team roles is another important theory that is used by different organisations for forming the team. Belbin formed a list of nine roles that team should have while operating their business in different cultures. These nine roles of the company include Plant, resource investigator, team worker, completer-finisher coordinator, shaper, monitor evaluator, implementer and specialist. Agreeing to the same another Ruch, et al 2018, reflected that they should bring the teamwork within the organisation by implementing the nine roles of Belbin’s theory of team roles.
According to Sung and Choi, 2014, performance of employees is essential for the company’s survival and for achieving the goal as the profitability of the company is totally dependent on the performance of employees. The performance is directly related to the employee’s retention, motivation and employees satisfaction. Considering the viewpoint this has been found that companies need to implement the different tools through which they can generate the employee’s satisfaction which is an ultimate contributor in accomplishing the goals of the company.
Training and development: – It is essential for the company to implement the training and development programs for employees. This program helps the companies in enhancing the skills and knowledge of the employees present within the organisation. These skills and knowledge support the employees within the company to maintain their performance (Asfaw, Argaw and Bayissa, 2015).
Promotion and appraisal: – In the current scenario, the employee’s promotion and appraisal are one of the dominant factors due to which the performance of employees improve and they contribute in achieving the goals within the organisation. The appraisal and promotion of the company are based on the performance of the company within the organisation.
The training and development programs enhance the skills and knowledge of employees which are considered as the valuable resources for the company. These resources and capabilities are used by companies for achieving the goals within the market.
The organisations are aware of the fact that employee engagement is a key to create a productive office environment. According to Mone and London, 2018, communication is one of the essences through which the employee engagement within the organisation improve. The company should make use of different tools of employee engagement which helps them in involving maximum employees in their business operations or activities.
Work-life balance: – The balance between the work lives of the employee is one of the ways in which they can manage their work and personal life. This management helps them to engage with the employees as they don’t feel the burden of working at home. Quality of life will be improved at a different location will help the company in increasing the involvement of employees.
Employee participation: – Considering the point of view of researchers it is shown that the employee involvement is not only exchanging or sharing the information but it includes the delegation of control to the process (Albrecht, et al 2015). The employees get the authority through which they take the managerial decision through which they take the participation in decision and activities of the company.
The organisation falls under the hospitality industry which is one of the growing industries in the market. The hotel has expanded their business operations in different geographical locations which include China, Germany and India. The company follow different strategies through which they can manage the growing workforce challenge. These challenges of the company take place because they are managing the operations in 3 different countries that follow the different cultures. The company implemented the international business strategies which help them to reduce the cross-cultural challenge within the organisation. The company ensures that they involve the employees in decisions and motivate them so that they can enhance their performance within the organisation.
In the hospitality industry, most of the companies face the issues in terms of performance. This makes the company implement the motivation tools so that they can achieve employee engagement. This has been observed by the company that in the offices of China and India there is a lack of motivation because of the less pay, incentives and other components (Ganta, 2014). This directly impacts the performance of the company which leads to hurdle for them. Though, the implementation of the Hertzberg’s Two-Factor Theory will resolve the problem. The implementation of this tool will make the company understand the Hygiene factors which leads to dissatisfaction. The implementation will help the company to pay right incentives and salaries to their employees which contribute in enhancing the performance of the company. Along with this, in the office of Germany Maslow’s Hierarchy of Needs theory of motivation will help the company in motivating the employees by fulfilling their basic needs. The fulfilment of needs of employees helps the company to achieve the success. Below are some of the points which the company should implement in 3 regions.
The implementation of the teamwork tools that include Tuckman Theory and Belbin’s Team Role in the 3 different regions is highly preferable for the company. This is the effective way through which enhances their effectiveness of team working. These theories provide the practical implication of working together to achieve the objectives and to enhance the productivity. Some of the ways through which a company can implement these theories are: –
The performance of employees is one of the keys through which the company can achieve the success and can meet the goals and objectives. The company wants to implement the performance tools which include training and development with performance and appraisal. Some of the points which are required to consider while implementing the performance tools are discussed below: –
Employee engagement is one of the essential elements in 3 different regions that include Germany, India and China because the company is operating the business at these places. This engagement helps the company to get improved productivity and performance which will support the company for expansion. Some of the elements that the company need to ensure include: –
Conclusion
In the end, it can be concluded that culture influence the employee’s involvement which directly affects the working and operations of the company. The company implement different tools of motivation, performance, employee involvement and teamwork so that they can reduce the difference in culture. This reduction in culture differences will lead to a rise in the performance of the organisation. The implementation of these tools will help the hospitality company in improving the performance, improving positioning, market reputation and to expand the business in numerous other markets.
It is recommended to the company to ensure that every employee is satisfied within the organisation. Moreover, it is suggested to company to be more proactive towards India and China market rather than Germany market because these markets are facing huge issues due to the cultural differences. The company should improve the working environment, improved reward system, time and work flexibility and many others.
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.
Alshmemri, M., Shahwan-Akl, L. and Maude, P. (2017) Herzberg’s two-factor theory. Life Science Journal, 14(5), pp.12-16.
Asfaw, A.M., Argaw, M.D. and Bayissa, L. (2015) The impact of training and development on employee performance and effectiveness: A case study of District Five Administration Office, Bole Sub-City, Addis Ababa, Ethiopia. Journal of Human Resource and Sustainability Studies, 3(04), p.188.
Belsan (2014) The Theories of Team Building [Online]. Available from: https://teamworkdefinition.com/theories/ [Accessed on 7th July 2018]
Chand, S. (2018) Motivation Theories: Top 8 Theories of Motivation – Explained! [Online]. Available from: https://www.yourarticlelibrary.com/motivation/motivation-theories-top-8-theories-of-motivation-explained/35377 [Accessed on 7th July 2018]
Fareed, K. and Jan, F.A. (2016) Cross-Cultural Validation Test of Herzberg’s Two Factor Theory: An Analysis of Bank Officers Working in Khyber Pakhtunkhwa. Journal of Managerial Sciences, 10(2).
Firth, N.C. (2017) Communication and Teamwork. New York: Routledge.
Ganta, V.C. (2014) Motivation in the workplace to improve the employee performance. International Journal of Engineering Technology, Management and Applied Sciences, 2(6), pp.221-230.
Kumar, V. and Pansari, A. (2015) Measuring the benefits of employee engagement. MIT Sloan Management Review, 56(4), p.67.
McLeod, S. (2018) Maslow’s Hierarchy of Needs [Online]. Available from: https://www.simplypsychology.org/maslow.html [Accessed on 7th July 2018]
Mone, E.M. and London, M. (2018) Employee engagement through effective performance management: A practical guide for managers. New York: Routledge.
Ozguner, Z. and Ozguner, M. (2014) A managerial point of view on the relationship between of Maslow’s hierarchy of needs and Herzberg’s dual factor theory. International Journal of Business and Social Science, 5(7).
Parmenter, D. (2015) Key performance indicators: developing, implementing, and using winning KPIs. New York: John Wiley & Sons.
Ruch, W., Gander, F., Platt, T. and Hofmann, J. (2018) Team roles: Their relationships to character strengths and job satisfaction. The Journal of Positive Psychology, 13(2), pp.190-199.
Salas, E., Shuffler, M.L., Thayer, A.L., Bedwell, W.L. and Lazzara, E.H. (2015) Understanding and improving teamwork in organizations: A scientifically based practical guide. Human Resource Management, 54(4), pp.599-622.
Senaratne, S. and Gunawardane, S. (2015) Application of team role theory to construction design teams. Architectural Engineering and Design Management, 11(1), pp.1-20.
Sung, S.Y. and Choi, J.N. (2014) Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), pp.393-412.
The Happy Manager (2018) Teamwork Theory [Online]. Available from: https://the-happy-manager.com/articles/teamwork-theory/ [Accessed on 7th July 2018]
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