Motivational Methods HCS/325 October 10, 2011 Jamee Smith Motivational Methods There are many different motivational methods used in the workplace. One key player is inspiration, which is unavoidable in the workplace. For a future manager it’s important for them to know different ways of inspiring employees so that work is done more efficiently. Through this paper the different methods will be discussed and show the significance of inspiration. The inspirations of workers can a large problem for managers in business.
Many companies refer to HRM as involving “people practices.” HR professionals should emphasize that there are several important HRM practices that should support the organization’s business strategy: analyzing work and designing jobs, determining how many employees with specific knowledge and skills are needed (human resource planning), attracting potential employees (recruiting), choosing employees (selection), teaching employees how to perform their jobs and preparing them for the future (training and development), evaluating their performance (performance management), rewarding employees (compensation), and creating a positive work environment (employee relations). An organization performs best when all of these practices are managed well. At companies with effective HRM, employees and customers tend to be more satisfied, and the companies tend to be more innovative, have greater productivity, and develop a more favorable reputation in the community. * Two methods an HR professional could use to determine incentive pay are as follows: 1.) One way to determine an incentive pay is Salary and benefits packages usually paid for comparable positions with similar duties and responsibilities in the private, non-profit and government (non-Federal) sectors; the desirability of the duties, work or
The Lima plant has issues with high turnover, morale and job satisfaction among employees. The Lima plant needs a plan of action to retain good employees and boost morale. According to Kontoghiorghes and Frangou (2009), talent management is the implementation of integrated strategies designed to increase employee productivity by developing processes for attracting, developing, retaining, and utilizing people with the required skills and aptitude to meet current and future business needs. The perception of human capital management is that employees possess skills, abilities, and experience and consequently have economic significance for the organization (Kontoghiorghes & Frangou, 2009). Hence in order to attract, engage, cultivate, and retain talent, those who have the task of talent management must understand what is important to employees (Kontoghiorghes & Frangou, 2009).
Evaluating the steps an organization can take to improve skills of its employees * The achievement in any business is contingent on exactly how good your personnel are skilled. Skills for example, communication is quite essential to any organization. If its employees have acquired and implemented more skills within their work, it will obviously be better for the business, in terms of productivity, efficiency, success and revenue. It is very essential for staff to have adequate communication skills, due to the fact it’ll maintain the flow of the business, productivity, and extra participation and involvement for the employees which will allow them to interact with each other which will eventually result in better propositions and outcomes for the business. * In addition, supposedly if staff are having difficulties during communicational activities and processes, it is possible for them to attend and be a part of training programs after work hours, and if any sufficient improvement is made, employees it will be very profitable when working with colleagues and customers which will ensure everything is very understandable and no confusion is cause.
VoC provides valuable insight into what about the product or service that customers find valuable, and what they find annoying or useless. Through VoE, and by allowing employees to participate in influencing corporate decision making, the long-term viability of a company is assured because of its positive impact on the company financial results. “No organization can survive without good people; people who are improving to carrying out the message and mission of the company,”[2] to satisfy customers, the workforce must
UNIT 306 HOW TO CONTRIBUTE TO INNOVATION AND CHANGE WITHIN THE ORGANISATION Innovation in a business environment is not about doing the same thing better, but about doing something different to improve the end result. It helps keep the business competitive, by trying different methods to improve business opportunities. Customer service can be improved by providing a better service, one which benefits both provider and customer. Reduction in waste can be a result of innovation in a business environment by, once again, applying different methods to put this into operation. It is important to review existing ways in a positive way because it can strengthen the business and help build trust with customers and employees.
“This case demonstrated that managing employee misbehavior (and the perception of misbehavior) is important and challenging goal for managers and leaders” (Ivancevich, 229). Therefore CEO should set the tone for the employee to see what acceptable behavior is within a company (Ivancevich, 229). 2. Although all the CEOs were could at their jobs, one could still say that they were wrong for the job. Every company should be made up of the powerful guiding group with consist of the right people that demonstrated teamwork (Kotter, 43).
b) Following on from above it is a good opportunity to find out if the employee requires any training or needs to attend any courses in order to fulfil their role which is important for the organisation because poor performance will inadvertently lead to targets not being reached, which will lead to the business not thriving. Performance that is the bare minimum will mean that staff are not buying into the mission or vision of the organisation; it will reflect in their every day work and ultimately feed down to the clients or customers. 2. Explain at least three components (ingredients) of performance management systems. Commitment – A committed workforce starting at the top right through to all staff on all levels is required in order for this process to work.
1.1 Explain the purpose of supporting other people at work. When working as a team, you have to contribute to the overall success of the organization. You have to keep in mind the company’s overall objectives even if you work for a particular department, because you are one among the many people in the organization. Each individual has to bear in mind to work together with unity, support each other and take the job as your own. Team work is much more rewarding that individual work, where you put yourself in other people’s place and think why it was done, and why they thought so.
Introduction A successful leadership in any organization understands that a successful workplace conflict management strategy will reduce hostility and aggressiveness at work. Conflict management and resolution must address everyone's needs and concerns, to ensure effectiveness and to also help employees with a greater job satisfaction. Communication is both the cause of and the remedy for conflict. Effective organizations understand the need for employees to know how to effectively communicate, and how to satisfactorily resolve disputes. By knowing this it can lead to a happier, more productive atmosphere in the workplace.