Other trends towards empowerment, TQM, teamwork, and interpersonal business make it necessary for managers, as well as employees, to develop the skills that will enable them to handle new and demanding assignments. 4. Empowerment: organizations have to find ways of using the knowledge that currently exists. Too often, employees have skills that go unused. Efforts to empower employees and encourage their participation and involvement more fully utilize the human capital
Samuels used the Expectancy Theory to motivate the staff who felt over-worked and unappreciated. In essence, when a worker works well he or she expects a good appraisal which will lead to rewards. Whatever rewards are instituted it will better his or her situation in life. Expectancy theory assumes that motivation is not at all equivalent to job performance. To be more specific, expectancy theory assumes that personally, skills and abilities also add to a person’s job performance, some people are better suited to perform their jobs compared to others by virtue of the unique characteristics, special skills and abilities that they bring to their respective works.
In the organisation it may improve an agent's motivation when carrying out decision as successful effect improve his report and hence his future reward. Delegations help managers to take control of time which is the most important part of a job. Managers can get free from details and give them time to work on other tasks and plan for work and departments work effectively . It motivates employees in your organization because they know they are learning. Delegation helps employees with an opportunity to show their strengths and talents and possible promotion.
They are in constant search for better paths and personal improvement. Managers are more in the development of skill already acquired or adopt behaviors that are proven to be successful. Therefore, leaders build relationships to improve themselves, and others, Leaders focus on people and what they can bring to the group to reach the goal. Leaders build trust on the team. Managers, focus on the analysis of proved methods to achieve the goal, forgetting the importance of the role of the other.
The organization depends on its customers for its survival and therefore should understand current and future customer needs and meet customer requirements and strive to exceed customer expectations. Some members of staff should be trained TQM and also be allowed to participate in Total Quality Management to ensure its successful implementation. All employees should have a work culture of continuous improvement in all their activities. Continuous quality improvement is a systematic process that involves beneficial, continuous change in organizational process, product, services, or staff performance. This change can involve improving product/service features, improving staff performance, and/or eliminating defects (Juran, 2000; Dale, 2003; and Hoyle, 2007).
The goals set was specific and straight forward and would go a long way in helping to restructure the organization. The principles of job enrichment involve empowering workers by challenging them and assigning more tasks that will improve their efficiency and also allows them to take control of their duties. HIS department applies the job employment principles to solve some of the existing problems in the organization. These problems and their proposed solutions include; etiquette issues such as truancy at work, low level of courtesy, lack of concentration and boredom would be solved through introduction of different tasks and decreased repetition of duties; allowing workers to
Human resources development is consider as a platform to understand the human resources problems that faced by organization. Once the organization started to implement the new blood, human resources department has been plays an important roles from selecting and recruiting the new employee, allocating them into a right places according to their abilities. Besides that, the training and development provided the human resource provides training and development plans to develop the employees’ talents so that they can perform effectively and efficiency in their present and future work situations. Human resource department also provides opportunities for the recognition and meeting of employees’ needs to satisfy the employees. Furthermore, human resource creates an organizational culture which is conductive for sustainable development.
We need to stop being hung up on terminology and start focusing on the tools that are necessary to achieve the best results possible. By educating managers and employees with skills to help themselves create their own best life work effectiveness, the employer can see breakthrough returns on investment and a lasting positive impact on the entire organization . The strategies for Work – life Effectiveness (Audrey Adelson, 2014) , Work-life is not one size fits all. What works for one person will not necessarily work for another person. Each of us is different – with regards to our personal lives, beliefs and work responsibilities.
From the internal factors, people consider the problem of employee movements. Employees are willing to make their own efforts to get the promotion of the job and the motivational approach increases the responsibilities of employees so that they are more serious about the work. It gives employees a certain degree of autonomy and freedom and gives their employees a full performance of their own opportunities. The employees feel that the success or failure of the work depends on his efforts and control so that the work is of great significance to the employees when they are closely related to their personal responsibilities. Secondly, the data about employees' work performance will be fed back to employees in time.
When recruiting applicants, it is important to know different things from them like more of their personality or behaviour for work such as communication skills, teamwork skills, thinking skills, personal qualities etc. not just skills of doing the job because before seeing their possessed skills, attitude will be seen first. When applicants have the great quality of behaviour and personality, they can be trainable for other job positions. If these applicants are selected and appointed to the job, the manager would be able to mould individuals to the way they would like them to work. For instance, during the recruitment and selection process the recruiter find the applicant`s attitude which is willing, hardworking and committed then most likely if this candidate is to be selected and appointed to the job, the manager can train them for improvement or for different