The effectiveness of career development can be seen if the career development activities were carried out jointly between the employee, employers and the organizations itself. When employees have a positive perception of their career development and been support by the organization, the employee tend to have high motivation in order for them to achieve the goals. Hence, employees who are contented with the work and his career will be faithful to the organization and work to develop profitability and productivity of the organization. According to Roy (2015) Career development is a process of moving forward employee career plan where it is involving effort from individual employees and organization to achieving balance between employee career aspiration and organization workforce requirement. According to Hall (2002) Career development is important to employee and employer because career development provide mutual value outcome to employee and employer.
In this way, managers would work on good terms and help Plastico to achieve success. Next, the mission statement will remind the company its basis of competition and competitive advantage. This will benefit Plastico as it incorporates stakeholder management and primary stakeholders aiding the company to effectively respond to multiple constituencies ensuring a common understanding of purpose and commitment. Lastly, strategic objectives will help the company to operationalize the mission statement. This will help to channel all employee’s efforts towards a common goal.
These might be used for a better way of working and also to meet our customers' requirements effectively and efficiently. This will motivate our sales representative to attain the targets. The delegating leadership style within the Information Technology department has an important role within the organisation. The team members of this department will have a good knowledge that they get from their experience and also will have the ability to create new ideas. They feel that their contribution are adding value to the organisation as well as efficiency, thus achieving the organisation performance.
The character of this leader convinced his employees to exceed their performance in offering excellent customer service. This will aid to achieve the company’s objectives as well as improve the employees’ needs for achievement and self actualization (McCleskey, 2014). The Operations Managers at CIBCFCIB practiced the transformational leadership style where they inspire and motivate the team members to exceed their performance in providing high quality customer service and flawless delivery, and staff usually rewarded. In addition, operations managers and leaders provide learning opportunities and a supportive environment which increased efficiency. On the other hand, Transactional leaders focus on accomplishing their performance objectives, motivate employees through contractual agreement, stress extrinsic rewards and to avoid unnecessary risks (Burns, 1978 cited by McCleskey, 2014).
That is why it can be considered as the indicator of the quality of Strategic Human Resource Management in an organization. Good and properly designed appraisal system, not only vital basis of successful employee performance, but it will aid the management by providing useful and valuable information for other strategic human resource functions. For instance, it helps in employee training and development decisions, compensation decisions and human resource planning. Basically, there are two types of parameters are used in performance appraisal. Objective measures which are directly can be quantifiable.
Low and Omar (1997), emphasised that organisations are able to maintain and improve their quality management system through change and innovation. Motivated and competent employees are most valuable resource organisations have. Employees’ commitment required to be recognised by organisation and they should be rewarded for their achievements. Furthermore, responsibilities and authorities should be delegated to right employees and empowered them to manage processes and make their own decisions within their authority levels. This will help organisations to implement, maintain and improve their quality management system effective and efficient
Investment in human capital through higher qualifications and training is considered as a key step towards achieving sustained long term productivity. There is a positive relationship between training and employee performance. Training generates benefits for the employee as well as the organization by positively influencing employee performance through the development of employee knowledge, skills, ability, competencies and behavior (Benedicta and Appiah, 2010). It is obvious that training plays an important role in the development of organization, improving performance as well as increasing productivity, and eventually putting companies in the best position to face competition and stay at the top. This means that, there is a significant difference between the organizations that train their employees and that organizations that do not (Benedicta and Appiah, 2010).
Setting challenging goals, this enhances employees performance by increasing productivity due to the enthusiasm of the employee attempting to achieve the goal. However by setting goals which are extremely challenging will not be realised. Commitment, the employee needs to be committed to achieve the goal which has being put forward by the relevant line manager. Commitment also adheres to the individual “buying” into the specified goal. Gaining feedback in the sense of feedback refers to the employer or line manager listening to any concerns regarding the goal being set.
It is how they feel about the future and how they react to the past. The organization creates an environment that employees can communicate with each other effectively to share, correct and encourage each other to overcome the difficulties and situations in life that each other come across, that can make an impact on the employee level. Incentive Motivation is the last motivational factor; it is where a person or a team reaps a reward from an activity. It is “You do this and you get that”, attitude. It is the types of awards and prizes that drive people to work a little harder.
To have the greatest impact in the workplace, recognition activities should also reinforce and encourage work that advances employee, departmental, and institutional goals and values. Through recognition the behavior of the employees is checked from a specific period of time on the basis of their performance to achieve some organizational and individual goals, recognition can be called as a motivational factor through which performance of the employees can be increased. Effective job performance can be achieved through providing proper recognition to the staff. Recognition can be done through many ways like performance appraisal, rewards, appreciation, bonuses etc Employees are motivated by both intrinsic and extrinsic rewards. An effective reward system recognizes both sources of motivation.