Individual Research Report
An acquaintance of yours works for a company where she manages a group of IT staff who maintain existing systems and design new systems. Demand for their services is high within the company and there is constant pressure on them to complete projects. Your acquaintance wonders if they are as committed to the work as she would like them to be. Equally, there are many opportunities elsewhere for such staff. Recruiting new staff will be difficult if any of the existing staff leave. She knows that you are attending a HRM course and asks if you have any ideas on motivational theory that might help her to find a solution to this issue.
On the basis of your research, you are required to:
• Identify and discuss relevant theories of motivation that your acquaintance might find useful in analysing this problem.
• Evaluate the usefulness of the theories you have chosen as a guide to examining motivational problems of this kind.
• Identify appropriate solutions that the manager could implement. Your answer should outline the strengths and limitations of those solutions.
Human resource department plays a key role for the development of the company. HRM helps in introducing developmental plans that would enable the company to introduce effective planning strategies for staffing and controlling different activities of the organization. Through this process, it is possible for the company to achieve the set objectives. Employees of the company are treated as an asset for the organization. Thus it is important to motivate the members and ensure that that the tasks are performed in the desired manner. Through the HRM framework, the staffs are provided with equal opportunities to work at the company. In this case, the unfair discrimination has to be controlled, as this will impact the willingness of the staffs to work for the objective achievement for the company (Ahmad, & Schroeder, 2003).
In the case study, the staffs of the company work under high pressure. The management of the company expects the employees to improve the production activities. However the employees are not happy with the pay and the offers that are provided by the company. This is one of the reasons the legal framework for the company has to be designed and implemented by the management. The rules are drafted for defining the working hours per week, and the pay rates that is associated with the overtime. Such rules have been drafted with an intention of paying minimum wages to the staffs. The pay structure has to be designed equally for both men and women working with the company (Alfansi, & Sargeant, 2000).
The rules or the framework are defined and implemented by the company in order to maintain labor relationship. Through this process, the rights and benefits associated with the staffs has to be provided to the employees. In this case, the management of the company need to introduce effective health and safety measures is analyzed. This is done for introducing safe or clean work environment for the workplace. The employees of the company cannot be forced to perform different tasks, which are not mentioned in the rule books. In order to improve the relationship with the employees, the management of the company introduces effective employee privacy method. Through this process, the management keeps a control on the inappropriate actions that has been performed by the staffs (Chang & Chen, 2002)..
Policy development is an important task, especially to improve the quality of the producing and servicing act. In this case, the human resource department of the company works towards developing reliable policies for the staffs and the managers of the organization. This is done to provide equal and fair opportunities to the members working with the company. In this process, it is necessary to ensure that the work policies and strategies are improved after analyzing the coexisting challenges at the workplace. In this case, the restrictions imposed by the legal authorities have to be analyzed. This is done to ensure that the managers and the staffs of the company are aware of the imposition of the rules. Through this process, it is possible to deal with the violations that are caused due to the wrong following of the policies and rules. Thus, the policy development has to be done after analyzing the expectations of the company and the staffs (Chew, 2005).
Through an effective human resource planning process, it is possible for the management to introduce the best rules. This would enable the management to take the right decision regarding the guidelines and other factors. Such factors will help the management to introduce the best possible rules through which the cost control system can be introduced. In this method, the relevance of planning and implementing of the right type of strategies cannot be overlooked. This is done to maximize the usage of the human resource development. For this, the HRM has to recruit, train, and retain the staffs. Through this method it is possible for the management to provide the best work culture, which is considered to be important for the successful business operations (Ericksen, & Dyer, 2005).
In order to encourage the staffs of the company, it is necessary to improve the work culture for the staffs. For this, it is necessary to train the staffs and provide the best information about the task performance. This would help the management of the company to develop the mission and objectives and relate the same with the staff recruitment process. Hiring the staffs, training and retention the employees is an expensive affair. Thus, the management has to ensure that the right number of staffs are recruited and retained by the company. For this, it is necessary to plan the future requirement of the company. This will motivate the company to recruit the right number of staffs, for the organization. It is essential to recruit the best staffs as this will enable the company to retain the best staffs suitable for the organization. In this process, the depletion for the demand for the human resources has to be estimated (Ferner, 2009).
This will help the management in adopting and introducing better methods for retaining the staffs. The cost of recruitment and training the staffs is quite high, when compared to the retention price. This is one of the reasons, the management of the company draft the best policy through which the internal work culture and environmental can be improved. Dismissals, retirements, and other factors are some of the reasons the staffs quit the organization. In such a case, it is necessary to recruit the qualified and experienced staffs. However, at the time of planning for the recruitment the company has to analyze the long term goals. Through this process it is possible to ensure that the staff inflow is one the continuous basis. In this method the supply of the manpower has to be analyzed, as this will help in recruiting the staffs for the company. Such planning and execution of the staffs recruitment is necessary for improving the quality of services that is proposed to be rendered to the clients (Gamble, 2003).
In order to encourage performing better at the workplace, it is essential to improve the skills of the staffs to perform the task. In this case, the developmental plan or the requirements has to be planned as per the competitive labor market. Some of the skills required for executing the tasks at the workplace includes the below mentioned factors –
Through such process, it is possible to analyze the challenges that are involved with retaining the staffs. In this method, it is essential for the management to define the framework through which the benefits that would be provided to the staffs of the company. The framework has been defined so as to plan for the human resource management system. This will help in introducing the best strategies through which the staffs can be retained with the company (Guthrie, 2001).
The best way to retain the staffs for the company is by creating positive work culture for the employees. In this process, it is necessary to draft policies through which the employees can be motivated to work towards the goal achievement set by the company. Unless the staffs or the employees of the company are not motivated to perform better, it wouldn’t be possible for the management to introduce the best system that would benefit the management and the staffs. Motivation can be negative and positive. In order to improve the work culture, it is necessary to introduce positive work culture. This would help the management to undertake challenging tasks that exists at the workplace. With the help of an effective leadership style, it is possible for the company to achieve the set target, without impacting the operational expenses and tasks decided by the management (Hillman, & Wan, 2005).
Reward system is considered to be one of the best methods through which the staffs of the company can be motivated. However it is necessary to introduce a fair system, through which the best performing staff of the company can be recognized and rewarded. In the reward structure, the system intended to be followed by the HRM has to be clearly defined. This will help in improving the performance and providing the better resources to the staffs. This is required for encouraging the members to perform the best. Rewards can be monetary or non-monetary basis. Regardless of the system, it is necessary to communicate the process with the members of the company. Better the reward system greater will be the motivational factors of the staffs to work towards the goal achievement set by the company. For instance, salesperson would prefer to get a percentage of the benefits for the sales done for a stipulated time frame. In this case, it is necessary to draft the best rule or policy through the members would be encouraged to work towards the goal achievement (Lee et al., 2007).
The best theory for motivation is called as the ‘Herzberg theory.’ In this process, the factors causing satisfaction or dissatisfaction amongst the staffs are analyzed. This is done to find the exact reason for the staffs as to not perform the task. In this case, the reactions of certain factors on the staffs need to be analyzed. Through this process, it is possible for the staffs or the members of the company to overpower the challenges that are associated with the execution of the tasks that would earn reward. People can be motivated through different factors like reward, recognition, hike in the pay, and others. Thus, it is necessary to draft and introduce better system through which the required changes within the system can be introduced. By identifying the factors that causes dissatisfaction amongst the staffs, it is possible for the company to implement the best steps through which the necessary changes can be introduced. At the time of introducing the reward system, the management of the company has to analyze the challenges involved within the system. This would encourage the management to implement the corrective measures through which the required changes can be introduced.
The theory has been defined so as to understand the factors that would encourage the members of the company to perform better at the workplace. In this process, the best reward system that would satisfy the members of the company has to be analyzed. This will help in developing positive relationship with the staffs of the company. With the help of the theory, the management can decide upon the best methods for introducing the changes in the reward system. This will ship in retaining maximum number of clients with the company (Matthews, J. A., & Zander, 2007).
In order to encoring the members of the company to perform better, the management needs to introduce an effective training method. In this process, the management decides to introduce the best reward system. This will help in retaining the staffs and improve the quality of performance decided to be undertaken by the company. With the help of the training program, it is possible for the company to introduce the best strategies that would help in improving the quality of performance of the commonly (Mylon et al., 2004).
Conclusion
Retention of the staffs for the company is one of the most important tasks. In this process, it is necessary to plan and introduce the best strategies through which the required goals for the company can be achieved. In this method the company has to introduce the best motivational factors. This will help in approaching maximum number of staffs and retain them with the company.
References
Ahmad, S., & Schroeder, R.G. (2003). The impact of human resource management practices on operational performance: recognizing country and industry differences. Journal of Operations Management, Vol. 21, No. 1, pp. 19.
Alfansi, L. & Sargeant, A. (2000). Marketing segmentation in the Indonesian banking sector: the relationship between demographics and desired customer benefits. International Journal of Bank Marketing, 18 (2), 64-74.
Chang, P.L., & Chen, W.L. (2002). The effect of human resource practices on firm performance: empirical evidence from high-tech firms in Taiwan. International Journal of Management, 19(4), 622.
Chew, Y. T. (2005). Achieving Organisational Prosperity through Employee Motivation and Retention: A Comparative Study of Strategic HRM Practices in Malaysian Institutions. Research and Practice in Human Resource Management, 13(2), 87-104.
Ericksen, J., & Dyer, L. (2005). Toward a Strategic Human Resource Management Model of High Reliability Organization Performance. International Journal of Human Resource Management. 16(6): 907-935
Ferner, A. (2009). HRM in Multinational Companies In A. Wilkinson, N.Bacon, T. Redman & S. Snells (Eds.), The Sage Handbook of Human Resource Management (pp.539-558). Thousand Oaks, CA: Sage.
Gamble, J. (2003). Transfering Human Resource Practices from the United Kingdom to China: the Limits and Potential for Convergence. The International Journal of Human Resource Management. 14(3): 369-458
Gerhart, B., & Fang, M. (2005). National culture and human resource management: assumptions and evidence. The International Journal of Human Resource Management. 16(6): 971.
Guthrie, J. (2001). High-involvement work practices, turnover and productivity: evidence from New Zealand. Academy of Management Journal, 44, 180-192.
Hillman, A., & Wan, W. P. (2005). The Determinants of MNE Subsidiaries’ Political Strategies: Evidence of Insitutional Duality. Journal Of International Business Studies. 36(3): 322-340.
Lee, Feng-Hui, & Lee, Fzai-Zang. (2007). The relationships between HRM practices, Leadership style, competitive strategy and business performance in Taiwanese steel industry, Proceedings of the 13th Asia Pacific Management Conference, Melbourne, Australia, 2007, 953-971.
Matthews, J. A., & Zander, I. (2007). The international entrepreneurial dynamics of accelerated internationalization. Journal of International Business Studies. 38(3): 387-403.
Myloni, B., Harzing, A.-W. K. & Mirza, H. (2004). Host country specific factors and the transfer of human resource management practices in multinational companies. International Journal of Manpower, 25(6), 518 – 534
Ramamurti, R., & Singh, J. V. (2009). Indian multinationals: Generic internationalization strategies In R. Ramamurti & J. V. Singhs (Eds.), Emerging multinationals from emerging markets: Cambridge University Press.
Sang, C. (2005). Relationship between HRM practices and the perception of organisational performance, roles of management style, social capital, and culture: comparison between manufacturing firms in Cambodia and Taiwan, National Cheng Kung University, Taiwan, Taiwan.
Schuler, R. S., Budhwar, P., & Florkowski, G. W. (2002). International Human Resource Management, Review and Critique. The International Journal of Management Review. 4(1): 41-70.
Stavrou-Costea, E. (2005). The challenges of human resource management towards organizational effectiveness”. Journal of European Industrial Training, 29(2), 112 – 134.
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