People management refers to the management of subordinates in a business organization. However, workforce management is a crucial duty for line manager by establishing a good relationship with the staffs (Leroy et al. 2018). In order to meet the organizational goal leading and management of people is essential for the management. Line managers can manage their staffs by moving them from one place to another place. A line manager can manage the people by motivating themselves. Such motivation can be done by establishing a good relationship between the managers and employees. Informal recognition is a good approach that is used by the line manager to insist their employees in their work. To enhance the performance of the staffs in an organization motivation is one of the vital techniques as it leads the employees to feel valuable in an organization. This study deals with the role of line manager as well as leader to manage the people by motivating them in an organization.
Employee motivation and employee engagement are mandatory for every organization to enhance their performance. In order to motivate the employees an organization needs to adopt several practices. Major practices are as follow:
Acknowledge the personal career objectives of the employees
Employees those know that they are in particular career path is motivated highly. It is important for an organization to motivate their employees by ensuring them that their career is secured in this organization. Every employee has an aim to get high growth in their career. Hence, if a company fulfills this need of the employees then it will be easy for this organization to motivate their employees (Venkatesh et al. 2017). For an employee, it is essential to understand what opportunities are present in their current job role. Many employees prefer the upward mobility and future promotion rather than the money. Thus, organization needs to give a clear idea to their employees about the benefits and growth that are associated with their job profile. As argued by Ngotngamwong (2018), many organizations face high turnover as they fail to reveal the growth opportunity towards their employees. For every organization, it is crucial to acknowledge the personal career goal of their employees. Based on the current status of global economy a secure career path is preferable than the high salary. Line managers of an organization needs to identify the preferences of the employees in their job.
Maximum individuals who have a great focus on upward mobility are influenced by leadership opportunities (Ranjan 2017). This is a major career objective of the employees. For a line manager, it is important to identify the specific career objective by providing leadership opportunity to the employees. However, the line manager needs to reduce the promotion of wrong people as it may hamper the overall performance of the organization. An employee should understand what opportunities are available in an organization. However, if the opportunities are clear to the employees then they will get confidence and involve more in their work. Lack of upward movement in an organization leads the employees to lose their sense of the purpose of motivation.
Establishment of an open communication
Communication is vital for any business to manage their workforce. In order to enhance the employee engagement in an organization, communication is necessary. Maximum employees give priority to the open communication process. An open communication helps the employees to share their concern regarding their job (Oberink et al. 2017). For the line managers, they need to establish an interpersonal relationship with the employees. This can be done by using open communication process. Such open communication allows the line managers as well as the leaders to find out the interest of the employees. The managers require speaking frequently with the employees as it enables them to show that they care about their employees besides enhancing the productivity. As criticized by Hodges et al. (2017), many employees often demotivated due to poor communication between the leaders and the employees. This leads the employees to feel that they have no value in their organization. This leaves negative effect on employee performance. To enhance the motivation process it is vital for the managers to establish a good relationship with the employees that can be done by using an open communication. Open communication leads the employees to feel free with the managers. Motivation of the employees can be done based on a strategy hence; open communication is a useful strategy to motivate the employees by identifying their issues and needs regarding their work.
Providing informal recognition
Informal recognition is more effective than formal recognition scheme. However, to enhance the employee engagement it is essential for an organization to give value to their employees. If the employees get sufficient respect and value in their workplace then they want to attach with this organization (Gillet et al. 2017). Informal recognition will be helpful to develop a personal link between the line managers and the employees. As for example, Sodexo Remote Sites Scotland has introduced a point based recognition scheme for their UK staffs. This organization has launched this recognition scheme for 1,000 UK staffs. This scheme contains thank you cards, long service award and award for having an innovative idea (Employeebenefits.co.uk 2018). By using this practice Sodexo Remote Sites are able to increase their staff engagement program and motivating the employees. This allows such organization to increase the retention power of this organization. Line manager of Sodexo Remote Sites has taken this initiative to motivate the employees. Research shows that non-financial reward has a great significance in employee motivation. The aim of a line manager is to retain the employees by motivating them. This motivation is done in Sodexo Remote Sites by using informal recognition. This motivational practice is effective to retain the employees as it provides respect to the employees. However, if the employees do not get respect from the organization then it is difficult for them to work in an organization. In this situation, informal recognition is helpful to strengthen the employee engagement in an organization.
Development of a positive working culture
Working culture leaves a great effect on employee motivation and employee engagement. As criticized by Van Quaquebeke and Felps (2018), if the employees do not get suitable working culture it becomes difficult for them to engage in their work. Every employee has specific perception regarding their working environment. Hence, if the employees get sufficient support from their line managers and supervisors regarding their work culture they can be motivated easily. Many employees are proud of their work and have a good connection with the organization, which can be extended beyond daily work. Hence, establishing a positive working culture is a good practice to retain the employees in an organization. It is important for the management to understand that high level of employee engagement facilitates employee retention. A good corporate culture enables the staffs to combine their strength with organizational value and attitudes. As for example, John Lewis is a popular retail organization of UK, which has a positive work culture in their organization. They have collaborative culture and bonus scheme to influence their employees in their work (Johnlewis.com 2018).
Offer incentive to the employees
Incentive is one of the major aspects of financial reward. Many organizations provide incentives to their employees based on their performance. Incentives are two types that are the individual incentive and team incentive (Davidson-Shivers Davidson-Shivers et al. 2018). Financial incentives include cash price, gift certificates, and gift cards. Employees have a basic need that is money. Employees do their work against money. Hence, maximum organizations follow incentive plan to motivate their employees. An incentive is one kind of additional benefit for the employees. Financial support satisfies the employees more than other motivational technique. It will be helpful for the line managers to provide financial rewards to the employees to enhance the staff engagement. However, financial reward or high incentive meets the basic needs of the employees.
Often employees leave their job due to poor incentive program in an organization. For example, in British Petroleum due to poor compensation planning, high turnover of the employees takes place (Bp.com 2018). On the other hand, ASDA has established recognition plan by providing a financial reward to customer service staffs. As per the statistics 68, 856 employees have received an incentive for providing excellent customer service in ASDA (Asda.com 2018). This was a good motivational practice in ASDA, which enhances the employee engagement in this organization.
Provide empowerment and interesting work
Type of work is one of the major motivational factors of the employees. Most of the employees prefer the work, which is challenging and motivating. If a task is challenging then the employees are highly motivated to complete this work. Employees prefer those tasks that are important to them. These works are as valuable as their salary. As criticized by Ibrahim and Ismail (2017), many employees believe that more interesting tasks are more complex. This often hampers the employee engagement. Good line managers need to make the tasks interesting by changing the work environment. As for example, by altering the job requirements based on the specific skill and qualification of the candidates is an important practice to motivate the employees. On the other hand, the managers need to show consistency to their employees by providing a voice to them. This will allow the employees to take part actively in a decision-making process. This leads the employees to feel valued and supported by their work. Such empowerment is an effective motivational technique to enhance the performance of staffs.
Among the various motivational models, Maslow’s hierarchy of needs model is effective and followed by many business organizations. According to this model, there are five basic needs based on which individuals can be motivated. The components of this model are physiological needs, safety needs, belongings, esteem needs and self-actualization (Najjar and Fares 2017). This model is applied to business organizations to increase employee motivation. Food, water, and shelter are the basic needs of people. Hence, by providing proper salary and incentive an organization is able to fulfill the basic needs of the employees. Thus, this model supports the incentive plan to motivate the employees. Therefore, by providing job security and organization can gain the trust of the employees, which also retains the employees in an organization. On the other hand, by providing stable job the managers can influence their employees. After getting the basic needs and safety employees are able to make a good relationship with their colleagues. This focuses on belonging or love need of individuals. Therefore, if the employees are able to fulfill their basic needs and they feel valued, which supports the empowerment motivational technique. The last element of this model is self-actualization, which leads the employees to identify their importance in an organization. As criticized by Green et al. (2017), to motivate the employees meeting their basic needs and showing respect are crucial otherwise the employees will get interest in their work. As for example, ASDA has applied Maslow’s motivational theory in their workplace. This helped them to identify the specific need of each employee. Therefore, they have introduced reward planning for their customer executives to engage them in their work. Despite these advantages, Maslow’s theory has some limitations. The self-actualization component is not defined properly in this theory. Thus, this component is difficult to follow for the organization during their motivation process.
Figure 1: Maslow’s motivational model
(Source: Green et al.)
Integrative model of motivation is another vital model, which is used to motivate the employees in an organization. This model focuses on motivation, performance and works attitude of employees (Savage and Tokunaga 2017). However, motivation is related to work attitude and performance of the individuals. If an employee is highly motivated then they will be able to concentrate on their work by changing their previous work attitude. This increases the performance of the employees. For the line managers application of this model will be helpful to enhance their employee engagement program. By providing good working environment, empowerment, and incentives an organization is able to motivate their employees. Hence, this model highly supports these motivational practices. In order to change the work attitude of the employees, any business organization needs to alter their work culture and salary structure of employees.
Four drives model of employee motivation highlights four components such as acquire and achieve, Bond and belong, define and defend and comprehend and challenge. By focusing on acquire and achieve an organization is able to provide a financial reward to employees. While an organization is following acquire and achieve then other there drivers act as an integral part to motivate the employees (Glaveanu 2017). Bond and belonging components allow the managers to establish a good relationship with the employees, which can be done by using an open communication. As argued by Madni and Sievers (2018), four drives model is not applicable for all employees as it focuses on those employees who are able to take a challenge. Challenge and comprehend factor allows the employees to take more challenging tasks to strengthen their performance. From the previous discussion, it has been found that employees become motivated if they get a challenging and fulfilling task. It is important for an organization to provide more challenging tasks to the employees to enhance the employee engagement. If the employees are not able to take challenges then they are not able to cope up with a difficult situation. Challenging work leads the employees to be interested in their work. By following this model leaders are able to influence the employees to take more challenging tasks. This will help them to learn and grow during their work.
Expectancy model
Expectancy model is based on expectancy, valance, and instrumentality. As per this model, individuals are motivated if they will get the desired reward. As argued by Tamir et al. (2015), people are least motivated if they do not get sufficient reward against their target. Line managers can apply this model by giving reward to their employees. However, it is important for the managers to understand that employees can achieve their goal if they get proper reward for their work. Employees can motivate by getting both financial and non-financial reward. Reward creates long time motivation for the employees in an organization. Application of this model is helpful for leaders and managers to motivate their employees by offering them good reward against their target.
Herzberg model
Herzberg two factor model is one of the important models that enhance the motivation of employees in workplace. The major two components of this model are motivator and hygiene factor. Motivator factor focuses on the significance of the job and opportunities related to the job. Opportunity is associated with promotion, reward, and responsibility of employees (Holmberg et al. 2017). In order to motivate the employees, it is important for the organization to reveal the opportunities that are associated with the job. Hence, this motivator factor of Herzberg model supports acknowledgment of employee career objectives by an organization. From the previous discussion, it has been found that ensuring the career objectives of the employees is a major motivational practice of business organization.
On the other hand, hygienic factor focuses on the safe working environment for the employees. It is important for an organization to provide sufficient amount of salary and secure job to the employees in order to motivate and engage them in their work. As per this theory, any business needs to motivate their employees by adopting a democratic approach to their people management. On the other hand, many methods can be applied by altering the culture, nature and the content of a job (Band et al. 2016). As for example, job enlargement, job empowerment, and job enrichment are the major there methods that are used to improve the job profile of the candidates. Job enlargement helps thee, employees, to take challenging tasks, which makes their work interesting. Therefore, job enrichment leads the employees to involve in more challenging tasks. This will give them a sense of achievement. Providing empowerment to the employees an organization insists their employees take their own decision over their working areas.
Application of Herzberg model the line managers are able to address the issues related to working environment. As argued by Chu and Kuo (2015), Herzberg model is more generalized model and it is not applicable to all groups of employees. This is the major loophole of this model. Despite this loophole, Herzberg is wildly used in the business organizations to motivate the employees. As for example, Marks and Spencer want to treat their staff’s through a proper way. They focus on excellent staff involvement thus, they follow Herzberg model to motivate their employees and increase their staff engagement (Marksandspencer.com).
Figure 2: Herzberg Two factor Model
(Source: Chu and Kuo 2015)
Line managers and HR both are involved in achieving the desired goal of an organization. However, a line manager becomes more proficient in tactical human resource activities while working with the HR (Cascio 2018). The main function of human resource representative is to identify the workforce need and support the people during their work. Both HR and line managers need to communicate with the employees to carry out a seamless operation in their organization. The major role of HR representative is to protect the interest of the employees and their benefits in an organization. Protection of employee right is the vital responsibility of HR manager. Conflict resolution is crucial for employee engagement. As criticized by Knies and Leisink (2014), if the HR is not able to manage the conflict among the employees then it is difficult for the organizations to enhance the employee engagement. Hence, the HR defines the organizational policy and appropriate workplace behavior. Therefore, the line manager is involved in communicating with employees to understand their issues and develop possible solution for them. Maintenance of employee relations and deliver information are categorized under employee benefits. HR managers play an important role in providing confidential guidance to the employees if they need any personal assistance. Therefore, line managers are involved in maintain employee relation by using effective communication and building a personal interpersonal relationship with them. Through this process, the line managers define the issues regarding any employee and the HR takes necessary steps to reduce such particular issues. Reduction of workplace discrimination and harassment are the major roles of HR and line managers in the context of employee benefit. Apart from this pay scale, related issues are also solved by HR and line managers.
Limitations of people management in an organization include change management, inadequate information sharing, compensation and retention of the employees. However, often it becomes difficult for both line managers and HR representative to motivate the people regarding any new changes in an organization. Often both HR and line managers face challenges due to their poor compensation plan, which affects the retention of employees in an organization. Employee retention is a big challenge for people management that is faced by business organization. As for example, in British Petroleum the employee retention is affected due to poor compensation planning in this organization (Bp.com). Hence, it is a big challenge that the line manager and HR representative face in their organization. If the employees are not motivated by an organization that means the people are not managed properly. This is due to the line managers failed to implement the HR policies. Due to changing environment of an organization and poor compensation planning the line managers, as well as the HR, are not able to motivate their employees and certain limitations occur in people management.
Clarity is another aspect of HR and line manger’s role in people management in an organization. However, it is important for the HR to propose any work-related policy or rules for their employees. Hence, the line managers need to communicate with the vision of HR by delivering clear information among the employees. Establishment of good relationship with the employees is the major role of a line manager while managing the people (Knies and Leisink 2014). Line managers are involved in implementation of human resource policy in the organization by sharing appropriate information among the employees. As criticized by Kuvaas et al. (2014), if the line managers are not able to share the HRM related information to employees then it will be difficult for the line managers to motivate the employees. Line managers have the power to reveal the HR policy to the employees. This ensures a relationship between the line manager and HR representative in an organization during the management of people. On the other hand, HR is associated with recruitment and the line managers are associated with the performance review, hiring and firing of the employees. In order to make collaboration between the role of HR and line managers, an organization needs to specify the duties of both HR and Line managers. However, HR and line managers both are involved in people management, thus, they often do similar activities. Hence, it is crucial for any organization to clarify the duties as well as job responsibilities for both line manager and HR. This will build a good teamwork between these two managers.
HR has the responsibility to take care of the organizational rules and policy while recruiting and managing people. Often overlapping occurs between the line managers and HR’s working activities, However, line managers are more production oriented while the HR managers are policy oriented (Sikora and Ferris 2014). Line managers always focus on the saving money in an organization. Line managers are responsible to complete the work maximizing the performance of the employees. On the other hand, human resource managers are responsible for maintaining the policy regarding the organization and employee. They are not directly responsible for employee performance, which is done by line managers. As a result, often the working procedure of line managers overlaps the working procedures of HR. This may create issues in people management. It is important for both line manager and HR to make a collaborative work without overlapping their work.
Tension is a big barrier between the collaborative work of line managers and HR. Often ethical issues take place that should be tackled by line managers and HR during the employee management (Oh et al. 2017). However, often the employees share their personal concern with HR and HR tries to reduce such personal issues of an employee. On the other hand, performance management is the main aim of a line manager. They focus on getting 100% percent from the employees thus; often line managers do not let the employees to share their personal problem in workplace. In this situation, the HR wants to help as well as supports the employees but they are bounded to maintain the company rules and to support the responsibility of line managers. As a result, ethical issues take place between the responsibilities of line managers and HR. This creates a tension between them, which hampers the employee engagement and management process.
Line managers and HR both have a vital role in employee development. Line manager reinforces the learning process of the employees in an organization. Line managers involved in staff management training and development by revealing their job responsibilities and expected outcomes (Turner 2018). On the other hand, HR organizes the training program and identifies the appropriate delivery method of a training program based on employee’s need. Line managers focus on performance appraisal and personal development plan that is approved by HR. Line managers detect the weakness of the employees as they are directly associated with the performance of the employees. Based on the feedbacks of line managers the HR representative proposes employee development plan in an organization. Line managers review the employee performance thus they identify the development interventions that are available to them and share information to HR implement necessary training program. Hence, it can be said that HR introduce necessary training plan by consulting with line manages as this consultation helps HR to implement professional development plan based on employee’s need.
Conclusion
This study highlights the motivational process taken by line managers to enhance the employee engagement in an organization. However, people engagement needs motivation. Hence, the motivation can be done by giving a financial and non-financial reward. It has been observed from the above analysis that employee should feel valued in an organization and this facilitates the motivation proves in an organization. On the other hand, a collaborative work is essential between the line managers and the HR representative to manage the people in an organization. During this collaborative work often ethical issue takes place. Despite this, both the line managers and HR are involved in protecting the employee interest in an organization.
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