I will also look at how this research can improve the organization’s marketplace position from an HR perspective. Motivation Motivation is one of the important function of HR in an institution which every institution must practice as this brings about high performance, as a result increase in productivity which will also in turn increase the profit turnover of the organization. When a person is motivated the degree at which the person works is amazing because it affects the person psychologically and this makes them work with more persistence and vigor. Every employer must know that, it is very vital for any institution that its employees are motivated, because if employee motivation level is at a robust point than they can make good performance to get organizational goals. In Ghana most employee motivation is very incomplete area, therefore it is the obligation of supervisors to take concrete and active steps to building motivation level of employees.
All three companies rely strongly on employee referrals in order to hire on new prospects. This practice creates a strong workplace and fosters strong employee cohesion. The texts describe one theory I believe that many people who desire to work at these companies utilize known as Homan’s Theory of Exchange. The text states, “Sociologist George Homans's theory of exchange in groups (1974) emphasized "minimax" principles—that minimal costs and maximum rewards make a group more attractive to recruits or even to current members.”(Losh, 2011). This theory would be behind people’s motivation to want to join these companies because they offer such a high yield of rewards.
If we talk about the benefits, performance appraisal interview increase rapport between management and employees, increase job satisfaction and improve employees’ sense of loyalty toward the company (Martin & Media). Once the employee is clear on what he needs to do and how improved performance would impact in the achievement of organizational goals, the employees morale would be increased and as a result, it will lead to increase in the level of performance of employee and high productivity in the organization. Another benefit of performance appraisal interview is to identify strengths and weaknesses of employee’s performance in the organization and understand the competitive advantage for the organization to compete in the current situation of tight competition. They offer an opportunity for supervisors and employees to discuss the employee’s goals for himself, the supervisor’s goals for the larger department or organization and ways that the employee and the supervisor can work together by further developing skills and strengths necessary to reach these goals (Martin &
Both the concepts include the commitment factor which should be there in every firms to increase the working efficiency. Burr and Girardi’s model says that the intellectual capital is the product of commitment and competence. Without commitment, a firm can get a talented employee but can’t get things done. Similarly, Watson’s elements also consist the traditional engagement element which says employees’ commitment to the organization and willingness give extra effort to their employer. Commitment is the degree of identification and involvement that individuals have with their organizations’ mission, values and goals.
The idea is that a leader needs to develop as many high-quality relationships as possible to achieve the set goals. Good relationships will increases peoples sense of job satisfaction and develop ownership of goals and problems. Through good rapports productivity can be increased, organizational goals can be achieved, this is possible because of good teamwork and investment of the employee in the company. Within the LMX theory there are two groups, the in- and the out-group. In-group member are part of the inner circle from the leader, there have more responsibilities and the leader is trusting this group more to achieve goals as there are set by the leader.
It is considered from the strategies and the successful means that improve the performance and the productivity of the organization and resulting in maximizing the utilization of the organization’s human resources (Chiang and Jang, 2008; Chowa, et al., 2006). It plays a crucial role in team building and development within organizations (Conger and Kanungo, 1988). It reflects an active work orientation in which an individual wishes and feels able to shape his work role and context (Spreitzer, 1995). It is the tool which brings democracy to work environments (Randeniya, et al., 1995). It is a powerful tool that increases revenue and improves the bottom line employees (John, 2003).
The key to keeping the company moving forward is to have motivated employees. One of the best ways to motivate the employees is through teamwork. It is proven through research that when employees feel “included” as part of a team and part of a work family, they will be more productive and more efficient (Liddell, n.d.). Teamwork in civil service can be significant in a number of different ways. Sharing the workload is the first and the biggest advantage of teamwork.
Motivation is a major factor in organization’s success. We learn that motivation plays a major role in today’s workplace as it increases efficiency and output, leads to productive use of available resources, helps in achieving goals, also develops healthy relationship. If the employees are motivated, they would be more productive, the work will done faster and will include creativity, employees will maintain healthy relationships, the organization would progress as well as the employees. CHAPTER 7 CONCLUSION Every business enterprise has multiple objectives including of adequate profit for payment of a reasonable rate of return to the owners and for investment in business through satisfaction of customers, maintenance of a contended workforce and creation of a public image. The basic job of management of any business is the effective utilization of available human resources, technological, financial and physical resources for the achievement of the business objectives.
Efficiency results into double reward, first in the form of increased production. Second, it will fetch higher wages and bonus for the workers due to high productivity. This is a win-win situation for both employer and employee. Other benefits would include positive brand name which will help the employer to get the right talent for his job.Labour welfare is also the key to smooth industrial relations. This can be understood in two ways.
Researchers have shaped compelling evidence for the fundamental relation between employee performance and how management acts with them (Boheene & Asuinura, 2011). They claim that the effectiveness of human resource practices, particularly employee selection, performance appraisals, benefits and reward management, procedures and employee training and development often have a direct effect on the productivity and performance of the employee. And implementing an effective human resource management can enhance the organization 's ability to attract and maintain qualified and motivated employees yield greater profitability, low employee turnover and these invariably lead to higher productivity. The research noted that recruitment procedures that provide a large pool of qualified applicants, paired with a