Internal factors in an organization include strength and weaknesses. The strength of employees is also a vital internal business factor. Internal factors can determine how the organization can meet its objectives. To assess the company’s internal environment with respect to employee’s goals, a survey was conducted to detergent the culture, attitudes, willingness to change and competencies of employee’s goal setting. Engaged employees who are motivated, talented and hard-working performances are what managers expect from employees.
To make leadership more meaningful, the leader should engage himself with the employees on a constant basis through communication skills, listening skills, motivational skills, social skills etc. Finally, leadership should help in achieving common goals. The leader has to effectively reconcile the organizational goals with that of the individual goals of the
The workers should understand that there is a task at hand to complete, however it is the leader’s responsibility to ensure the workers “buy into” the task and understand the importance of its success. There are usually varying levels of self-motivation within the workers, therefore it is the leader’s duty to understand each worker and maximize their potential and contributions to completing the
Indeed, stimulating consistency is a key element of motivating employees and thereby increasing the overall productivity of organizations. Good work environment has one important tool for motivating employees is praise. Managers must learn how to improve this effective method of worker motivation. Work environment needs to focus on a wide range of issues. Creating better and higher performing work environment requires an awareness of how work environment impacts performance.
Although this may seem very controlled and ‘direct’, by giving employees objectives and goals enables them to feel part of a team and involved in the overall success of the organisation, thus increasing their motivation. Twyla Dell says, ‘The heart of motivation is to give people what they really want most from work. The more you are able to provide what they want, the more you should expect what you really want, namely: productivity, quality, and service’ (Dell, 1993). This shows how important it is to get real understanding of your employees, because in the end, through gaining an understanding will create motivation from employees, which in turn will create loyalty and high levels of commitment. Organisations that do this well will thrive; those that don’t could disengage employees which gives negative working environments and ‘can drag down others, which will impact everything from customer service to sales, quality, productivity, retention and other critical business areas’ (Forbes.com,
These advantages may range from of personal interrelations enhancement to job promotion. One of the benefits associated with performance appraisal is that they are used to motivate employees. Performance appraisal acts as a tool for employee motivation. Through assessing employees performance, one’s efficiency can be determined. If he/she performs according to the organization’s expectations, he/she is motivated by his/her carry on.
Work to accomplish the sale goals as fast as thinkable Employee performance management One of the methods to maintain Perfor-mance Management under employees is to make it a team effort. This effort should be fundamental for what is needed to be reali-zed at the strategic level of the company. The key lies in how to bring the organizatio-nal goals in line with the procedures that the employees have agreed on, their expectati-ons, know-how necessities and the deve-lopment plans. All these should result in a domino-effect. Employee Performance Management is a method for creating a collective staff under-standing about what is to be accomplished at an organization level.
But this trend differs from one person to another and one organization to the other. According to Hendry(2000), motivation has become a compelling HR tool that enhances competence and success in organizations. Therefore this has become necessary for management of institutions to understand employee motivation needs according to their societal and skilled
To be effective a culture must not only be efficient, but appropriate to the needs of the business, company and employees. On the other hand, Job satisfaction can be understood as a response which cannot be seen but inferred to a situation. Job satisfaction shows our attitude towards the job and is associated with the outcomes and expectations. According to Locke (1991),
He strongly believed in employee empowerment and believed that and believed that some key decisions in the in the organisation should come from the bottom level of management as well as the top levels of management. According to the website www.slideshare.net the democratic style of leadership should be used when the manager wants to encourage team building along with participation. It should be used to provide opportunities for staff to develop both personal growth and job satisfaction and to keep staff informed about matters and problems that affect them. Finally the democratic style of leadership should be sued in the decision making process and for sorting any problems that arise within the