Describe about the Professional Project of Rewards and the Motivation.
This business project plan is to improve the employee engagement in the workplace through the rewards and the motivation. In this business project plan, the study will carry out that how the employee engagement can improve through rewards and motivation. First of all, what is the employee engagement? The employee engagement means the approach of the workplace that results in better condition for all members of the organization that they give their best every day, motivated by the success of the organization and feel committed to the organization’s goal and objective. In the business plan, the organization thinks that the rewards for the best performance and motivation are the keys to the employee engagement (Rayton, 2012). Therefore, the title of the project is ‘Impact of the rewards and motivation on employee engagement’.
The aim of the business project plan is to study the impact of the motivation and rewards on the employee engagement that how the motivation and rewards are given for the best performance, enhance the employee engagement and the implication of this strategy to improve the business performance and the success of the business.
The concept of the employee engagement is the recent one concept, but it started in back 20 years when this term appeared first in the academic journal. Prior in 70’s and 80’s, the concept of the employee satisfaction focused, but it has no impact on the performance of the employee (Rana, 2015). During the naughties’, the concept of the employee engagement matured, when a paper was published by the IES- Institute of the Employee Studies ‘From People to Profits, the HR link to the service-profit chain’ that showed the behaviour and attitude of the employee have great impact on the customer retention and performance of the sale (Ahamed & Hassan, 2014). This paper clarified the relation between performance and employee engagement. The UK made the finding of the research more relevant, enhanced the focus on the employees, and increased the interaction with the organization’s customers (Rana, 2015). The old mantra for the service based companies that are the employees are the greatest assets of the organization changed to employees are their only asset. This lead to the more investments as the incentives for the staff and in return the more employee commitment, productivity, motivation and hence the increase in the profit. In 2002, the concept of the employee engagement was supported by another seminal study that also confirmed the relation between employee engagement and profit (Hartz, 2013). The concept that was confined in 1990, now in 2002, it was used practically in the organization. The organization was now visualizing the potential of the employee engagement and its positive impact on the employee retention, absenteeism and sales, turnover, profitability and the satisfaction of the customers.
There is the psychological relationship between the employee engagement and the performance of the organization and employee engagement has a positive impact on the organization and on the employees. In a workplace, where the employees engaged the employees are happy and the organization has benefitted. In the organization’s workplace, where the finance, labour, material and machinery all are present, but there is a lack of motivation and commitment of the employees leads to poor performance (Tippet & Kluvers, 2009). The employee engagement is the key dimension for the highest performance of the organization. Most of the organizations want that their employees perform well and follow the rules and regulation of the organization, the engaged employees fulfil all these expectations. Same as the employees have the expectations of their employers that they have job security, growth in the future, a wage that fulfils their financial requirements and recognition for their performance (Fairlie, 2011). An engaged employee works for the achievement of the goals and objectives of the organization. The workplace that has the engaged employees is free from the conflict and the employees feel committed to the success and the growth of the organization because they know that the growth and success of the organization lead to their success and the growth. The employee having a feeling of the engagement with the organization is emotionally and functionally attach to the organization (Evangeline & Ragavan, 2016). Therefore, the significance of the employee engagement is the highest performance of the organization and enhanced customer satisfaction.
The research questions that will search for the employee engagement and its impact on the performance of the organization and customer satisfaction and the strategy applied for the workplace employee engagement are as follows (M. & Balakrishnan, 2012)
What is the employee engagement?
What are the different strategies used by the organization for the employee engagement
Are the rewards given for the best performance have to impact on the employee engagement?
Are the rewards given for the best performance having no impact on the employee engagement?
Is the motivation have any impact on the employee engagement
Is the motivation have no impact on the employee engagement
How the employee engagement will enhance the performance of the organization
How the employee engagement will enhance the customer satisfaction
All these questions help to sort out the whole concept of the employee engagement and strategy used for their implication.
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Team charter Purpose of the team To know the strategy used for employee engagement and its impact on the performance of the organization Duration and scope The team will work for the next 6 months together and scope of the research plan is to know the significance of the employee engagement and how the rewards and motivation affects the employee engagement Members The member are the all the workers that are involved in the business project plan Desired result The desired result is the positive impact of the employee engagement on the performance of the company and positive impact of the rewards and motivation on the employee engagement Supporting resources Supporting resources will be research journals, articles and book relation to the title of the research and the questionnaire set for the research. Reporting plan The reporting leader will discuss the progress of the research on every Monday during the research period. Team Charter for the Business project plan |
References
Ahamed, F. & Hassan, A. (2014). Supervisory behaviour and employee work engagement: interpersonal and institutional trust as mediator. J. For Global Business Advancement, 7(2), 112.
Evangeline, E. & Gopal Ragavan, V. (2016). Organisational Culture and Motivation as Instigators for Employee Engagement. Indian Journal Of Science And Technology, 9(2).
Fairlie, P. (2011). Meaningful Work, Employee Engagement, and Other Key Employee Outcomes.Advances In Developing Human Resources, 13(4), 508-525.
Hartz, D. (2013). Risks & Rewards: Understanding Management Influences on Employee Engagement during Mgmt Transitions. Academy Of Management Proceedings, 2013(1), 13031-13031.
JABEEN, M. & Balakrishnan, D. (2012). Employee Engagement – A Strategic HR Practice Towards Sustainable Work Force. GRA, 3(5), 71-72.
Rana, S. (2015). High-involvement work practices and employee engagement. Human Resource Development International, 18(3), 308-316.
Rayton, B. (2012). “Employee Work Engagement, Affect and Outcomes”. Academy Of Management Proceedings, 2012(1), 1-1.
Tippet, J. & Kluvers, R. (2009). Employee Rewards and Motivation in Non Profit Organisations: Case Study from Australia. IJBM, 4(3).
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