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Effect of Motivation on Employee Productivity
Proposal on the impact of motivation on employee productivity
Job enrichment
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Upon review of the case study given, many conclusions can be made about job enrichment and job design. Motivation is key when attempting to inspire employees to achieve better, and higher quality work. It is very interesting to look at the case study in terms of what was learned in the textbook and see how the different theories of needs applied directly to the workplace. Managers have to acquire a vast arsenal of information on different personality types, how to inspire the many people under them, while at the same time keeping rewards for top achievers equal, and have to know the proper way to give feedback to the not so motivated types. Keeping things fair and consistent is key in the managerial field. The principles of goal setting …show more content…
This has been a proven way to ensure employees are happy, and in general they will call of less and take more pride in their jobs. They are also free to streamline their job to a way they feel gets the work done much faster and more efficiently (Carpenter, Taylor, Erdogan 2009). This is truly a win for the company and management, because this leads to less micromanaging on the manager’s part, freeing them up to do other tasks. In this AHIMA case, job enrichment is applied by allowing those that have attained high skill levels on their current job, to acquire new responsibilities and have a different type of accountability than those with less skill sets. According to the analysis this will make the employees feel as if their jobs are less repetitive and keep everyone motivated to perform at a higher level (Layman 2011). Monotony is something that is avoidable in the workplace with this type of job enrichment technique and it is very advisable to use it, as long as it does not cause more of a stress on the employee as noted in the case study. There is a very fine line between a comfortable amount of work and complete work overload. This is something that management has to plan extensively as to not hurt the morale of the employees as opposed to uplifting an empowering them. The work distribution …show more content…
Communication between employees and management is much higher due to the fact the employees feel that they are trusted to do their job in a manner that is suitable to them. This will encourage them to share information with the leader because of them being more satisfied in their situation. The performance reports also open the lines of communication by allowing the employee and manager discuss any particular issues that may have impeded their progress, as well as looking at where the employee may be excelling and allow them to move into a high position. Logging and tracking daily progress will also allow the employee as well as management to see how much work is getting done, without having to directly report to the manager (Layman 2011). This will help the employee re-think what they should focus on at certain hours of the day that appear to have a lag in production. Job enrichment has motivated employees to take control of their work in a manner that suites them and makes them want to do better. Knowing that they have more freedom, but at the same time having to log what they are doing will help keep them on the right
Satisfaction and productivity will be improved when the manager and employees understand each other through improved relationships and understanding of one another.
Organizations face massive challenges in attracting and retaining a high-quality and productive workforce. Companies are continually looking for new ways to keep their employees satisfied at all levels in order to harness greater productivity and ideas from people while keeping them motivated and happy. One real challenge examined earlier is the need to transform General Motors to be a much more productive and fully utilized organization by examining the hourly workforce. This is a great change from the traditional "us versus them" mentality of the past between management and the union.
Some of the things that companies could do to improve job satisfaction for example, would be to identify when an employee is bored on the job, address it, obtain feedback from the employee for ideas to make their job more interesting and challenging. This would allow a leader to assist this individual in designing different ways to perform duties or depending on individual’s future career goals and performance level, may need more responsibility or promotion in order for the employee to maintain job satisfaction and retention with t...
There is an array of key components and factors involved in making an organization a successful business. One of those elements consists on evaluating employee’s performance; this sole component is critical in determining how effective is the organization’s productivity and which are the necessary steps to ensure proper functioning. “The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically the employee's supervisor, can sit down and have a lengthy face-to-face discussion about all aspects of the job” (Joseph, 2016). Employees’ performance assessment serves as an instrument to gather important information as to which areas of the job description are being performed according to standards
Another advantage is providing feedback to employees on their work performance. Instead of listening to a manager tell an employee how to do a job, one may review a tape to see exactly what they are doing wrong and judge the employees performance. In this case, monitoring is used as a tool to show employees their work habits and what they need to change to improve their performance. Employees generally like this because they can see for themselves their weak and strong points, and they can use the information to improve their work methods. This knowledge can increase employee performance and efficiency.
In theory, this increase in the level of employee job satisfaction comes from the sense of greater responsibility for the quality of their work. Moreover, autonomy can increase motivation and happiness, along with decreasing employee turnover. All of which can make employees perform better with their jobs.
This technique is used purposefully in bureaucratic or batch environments to counteract boredom in routine tasks. But Layman is also quick to point out that job enrichment may not necessarily work well for employees, the reason being is that this technique adds more tasks, which can be viewed by workers as added stress rather than an aid to reduce
Maintaining a consistent policy of providing feedback enhances employee engagement and also it encourages lower level managers to do the same for their direct reports perpetuating the good practice. “Taking the time to individually
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
Performance Management is a critical component to organizational success. However, creating, developing, and maintaining a system that captures all the characteristics of an ideal performance management system should involve an ongoing collaboration between leadership and employees to achieve a successful outcome. After all, the performance and success of the organization is dependent upon the employees. Therefore, performance management should incorporate organizational goals, employee goals, and continuous feedback that reflect individual’s contribution (NorthCoast 99, 2012).
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.
Motivation is the force that transforms and uplifts people to be productive and perform in their jobs. Maximizing employee’s motivation is a necessary and vital to successfully accomplish the organization’s targets and objectives. However, this is a considerable challenge to any organizations managers, due to the complexity of motivation and the fact that, there is no ready made solution or an answer to what motivates people to work well (Mullins,2002).
Performance management is used for the basis of promotion, reduction in force purposes (talent management), gives transparency of what an organization is looking for, merit increases, and lastly it provides protection against lawsuits for unlawful termination by keeping written documentation. Performance evaluations are advantageous to both the organization and the employee. A leading advantage of performance evaluations is it gives the employee an opportunity to create and achieve smart goals. Although performance evaluations primary function is to measure whether an employee is a good fit or a bad fit for the organization, its function is so much a broader. Performance management is tool purposely used to motivate employees to examine themselves and determine if they have selected the profession that is best for them; consequently the feedback an employee receives from their superior supports them with increase their knowledge and
Motivation can be one of the greatest and most important aspects inside a workplace, as it enables employees to find their incentive to work harder and achieve different types of goals. Motivation can be identified and accomplished by elaborating a job design that helps keep employees happy considering the different environmental factors of the integrative framework when applying organizational behavior. A formal definition states that job design “refers to any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity” (Kinicki 168). Job designs help structure jobs and the different tasks needed to accomplish
According to Rush (1971), the main motive of job design is to increase the level of motivation among employees as well as overall productivity. Aswathappa (2006) describe various approaches of job design named asw job enrichment, job enlargement and job rotation. These are the approaches that motivate the employees to perform their job tasks competently.