Hiring contract and temporary employees may be very beneficial for business. Companies benefit by not having to be responsible for recruiting and testing employees but at the same time have staffing for their peak needs and flexibility to let temporary workers go when they are no longer needed. Whether contract and temporary employers are good for business depends largely on the type of the business. For example, a productions factory will certainly benefit by hiring temporary workers. The use of temporary workers helps the business to maintain staffing flexibility and reduces hiring costs.
Motivation based on Expectancy Theory What influences a person to work harder, to succeed? What is the incentive that influences employees to perform? In this task Supervisor A’s employees are not producing to standard in the new production process. Why, what is holding them back? According to the Expectancy Theory the motivational force is found in three factors, Expectancy probability, Instrumentality Probability and Valence.
The production manager must make sure the workers were assigned and understood the correct tasks. Assigning the best operator to perform certain tasks help keep costs down and machines running efficiently. On-time deliveries are important to receive repeat orders. Small jobs were given preference to expedite billing. As drops in demand created fewer orders the foreman ran into bottleneck issues.
The motivators are typically related to intrinsic factors meaning work motivation coming from within a human being. These include: a sense of achievement, recognition, responsibility and opportunity for personal growth and advancement. The two-factor theory suggests that the intrinsic rewards will more likely motivate individuals rather than the possibility of extrinsic rewards, meaning the hygiene factors, such as salary enhancement, security or improved working conditions. From the beginning a thorough induction process “Welcome to the World of ECCO” is presented to new employees so they can learn everything about the company and the importance of their role, which encourages intrinsic factors such as recognition and personal involvement in their new workplace. Herzberg’s theory is relevant in this case as it argues
Another advantage of self directed learning is that the learner can choose the learning content. In the case of the HR trainer, the learner can select the content of what is learned in relation to what is necessary in becoming a trainer. This individual may already have some knowledge of basic information, but may need training in other areas. By being able to select the content of the training, learners demonstrate a greater awareness to make the learning meaningful. A great advantage for the company is that is that the training costs are substantially reduced due to fewer trainers necessary, the elimination of training facilities, and travel cost.
Therefore people do change to not work for money but find work's meanings that may improve themselves. For Caproni, she shows a change from focusing on perfect work/life balance to focusing on living a self-satisfactory life. Her experience helps with illustrating the point that attempting to balance her life by working extremely efficiently, whereas later she felt a sense of being hurt because her "increased focus and
Job analysis, and resultant job descriptions and person specifications, form the basis for the initial employment of staff, establishment of employee performance standards and their subsequent measurement, and the determination of grade and classification levels and remuneration systems. These relationships are shown in the diagram that follows. (Compton et al. 2009, p. 28) As work activities of a job change overtime, the requirement for effectively and efficiently accomplish these activities evolve as well. Therefore, job analysis has to be examined and developed to enhance an organisation’s competitive advantage and ensure the ongoing skill development of individuals.
The main reason for the appointment is that departmental productivity (outputs) has not been meeting the organization's expectations and with this, different problems in team were identified. Therefore, I have the opportunity to suggest strategies or the steps that may help in developing a competent team. Every workplace setting expects the quality performance coming from the contributions of the individuals. However, the idea of teamwork as an excellent way in increasing the performance became one of the trends or strategies to maximize the capability of the organization. It is also part of the strategic and scientific approach of the organizations that can be traced back from the traditional type of organizations up until the present or modern-type of organization.
I do agree that there are things companies can do to give their employees motivation without giving additional financial rewards that work well. With that being said think about the answer to this question how many of your employees will keep coming to work if they stop getting their paychecks? The answer to that will tell you how many strictly intrinsic motivated employees you have. This says to me as managers and or business owners while intrinsic motivation is needed from
Review/Analysis of the Case /Answer to question #1 Xcel’s decision to change from paying the employees for their suggestions to a merit pay is a better strategy. Focusing on the job and getting the work done in a quick professional manner is a far better way for the company to spend money. This is not to say employees should not contribute their ideas to the success of the company, but there needs to be an overall focus to meet job performance as well as customer service. Answer to question #2 As not to discourage employees from making suggestions on ways to help or improve the company, Xcel may want to offer employees other incentives or rewards when certain number of suggestion are implemented per employee. Incentives could include a number of paid days