Related Essays
Organisational behaviour and management literature provides several theories that can be used to enhance employee motivation. One such theory is the two-factor theory developed by Frederick Herzberg. This paper describes the theory and its application in the improvement of worker safety, health, and/or wellbeing.
Also known as the hygiene theory, Herzberg's model asserts that at the workplace, there are factors that lead to job satisfaction and others that cause dissatisfaction (Miner, 2005). This assertion is based on the premise that job dissatisfaction is not the opposite of job satisfaction. Factors that result in job satisfaction are generally factors related to the nature of the… Continue Reading...
The Importance of Motivation as a Company Strategy
The literature abounds with evidence supporting the efficacy of employee motivation as a means of stimulating innovation, productivity, and organizational performance. For example, a survey of over 300 employees in one major organization found that employee empowerment in their respective roles was positively correlated with organizational agility, with empowerment being defined in terms of knowledge access, trust, motivation, and communication. Research on the relationship between employee motivation and organizational outcomes therefore begins with operationalization of the definitions of motivation and empowerment, as well as defining the terms of organizational success. Empowerment and motivation will manifest differently for different people,… Continue Reading...
Introduction
Employee motivation is a factor emanating from commitment and creativity to allow workers to pursue work-related goals. One of the continuing challenges at workplaces, especially for managers and supervisors, is employee motivation. It mostly happens in work environments with no emphasis on employee satisfaction as part of a company’s strategy. Managers and supervisors should recognize their powers to draw forth the best that employees can offer. All employees should feel recognized, motivated, rewarded and supported for them to work efficiently. As a manager or supervisor, no work environment always supports… Continue Reading...
psychological contract has consequently presented a significant challenge for organizations, specifically their human resource management (HRM) function. The challenge relates to maintaining and improving employee motivation, commitment, and job satisfaction, which tend to be crucial drivers of both individual organizational productivity and performance (Smissen, Schalk & Freese, 2013).
It is imperative for organizations to acknowledge the shifting psychological contract, and create new contracts that are favorable to both the employer and the employee. With reference to literature in the area of organizational behavior and HRM, this paper explores the changing employer-employee relationship and its implications on HRM. First, a comprehensive definition of the notion of psychological contract is offered. Attention is then paid to… Continue Reading...
employee motivation and commitment is possible” (p. 315). By investing in their employees and offering them the emotional, social and intellectual support workers need, managers can be assured of better ensuring employee performance according to this study.
Zameer, Ali, Nisar and Amir (2014) show that these findings are universal and that motivational theory can be used to support performance enhancement strategies in Pakistan just as they are in the West. Zameer et al. (2014) obtained data from workers in five Pakistan cities using the structured questionnaire method. They found that… Continue Reading...
organizational setting play a crucial role in motivating employees. Employee motivation essentially denotes an employee's willingness to apply effort to a given task or goal (Latham, 2012). Motivation often determines how an employee is committed to work and the organization, how they interact with others at the workplace, as well as their level of productivity and performance. Leaders arouse motivation using various techniques, including financial rewards, acknowledgement, and ensuring autonomy, work-life balance, and acceptable working conditions. When employees are properly motivated, they put their best fruit forth to the benefit of both the employee and the organization. Indeed, employee… Continue Reading...
to identify problems in the small business that contribute to poor employee retention 3) to determine the how employee motivation affects retention 4) to identify the status of the internal and external environment and how it influences human retention.
Description of Participants
In total, six individuals participated in the qualitative interview. All of the participants were randomly selected from Quantech Services Inc., a small enterprise offering superior quality consulting services and products in the following areas: Cyber Security, Program Management, Financial and Cost Management, and Engineering Services, to governmental clients such as the DoD (defense department).The personnel specifically emanated from the company’s project managers, the human resources division… Continue Reading...
faster flow of authority, quicker decision-making, better coordination, and less conflict (Bunderson et al., 2016). Nonetheless, such a structure may hinder creativity and reduce employee motivation, ultimately affecting performance and productivity (Bunderson et al., 2016).
On the other hand, a flat or decentralized structure often enhances autonomy and empowers individuals at lower levels of the organization to make decisions, which may in turn minimize bureaucracy as well as foster creativity and innovation (Felin & Powell, 2016). Organizations such as Google and 3M have benefited significantly from such structures. Nonetheless, allowing extreme autonomy, especially to individuals that are not accountable, may cause an organization to lose control over the working and affect decision-making (Felin &… Continue Reading...
d, financial security and growth is use a factor of employee motivation and employee retention (Terry, 2017). Keeping this approach… Continue Reading...
as part of business, results would be, good company image and reputation, better employee motivation and morale, improved efficiency and ultimately increased profitability.
The implementation of a sound health, safety and environment (HSE) management system provide an effective framework to minimize or prevent accidents and ill health.
The aim of this report is to assist decision-making, planning and implementation of the construction projects, by minimizing the risks to employees and associated workers with the construction activities. Thereby, improving the cost effectiveness, reducing indirect costs due to business interruptions and improve employee engagement and that of the public. The review was conducted in line… Continue Reading...
decrease in variable A also leads to a decrease in variable B. Positive correlation could be inferred between employee motivation (variable A) and performance at the workplace (variable B). In this case, better… Continue Reading...
internal factors include managerial abilities, worker/trade unions, low profitability, low employee motivation, etc.
Therefore, this paper will delineate factors that ascertain whether change is required in a firm and its preparedness to support this change. Change must aim to bring about improvements to the company and should include cultural improvements and factors.
In today's competitive environment and efforts towards international market acquisition, a firm can only survive if it adapts itself to change. An organization requires this bridge for growing and progressing; without it, the company will go downhill and can even end up insolvent. Organizational change encompasses certain strategic… Continue Reading...
to address increasingly complex challenges. In addition, effective leadership in the public sector is vital for not only driving employee motivation and performance, but also ensuring efficient performance of government agencies and the government in general (McCarthy, 2015). Indeed, leadership is important for effective public governance -- transparency, accountability, planning, efficiency, and so forth (Organization for Economic Cooperation and Development [OECD], 2001). Another challenge stems from the fact that public sector leaders operate within a conundrum of bureaucratic rules, processes, and processes, which affect processes such as communication, delegation, and teamwork (Teelken, Ferlie & Dent, 2012). In essence, leaders in the public sector face different challenges compared to their… Continue Reading...
