3.What Challenges faced by Human Resource Management with Motivating Employees

 

What Challenges faced by Human Resource Management with Motivating Employees

Much behavior is routine, based on habit, precedent and unconscious scripts. For some people work is an occasion for hard, enthusiastic and imaginative activity, a source of rich satisfaction. They are motivated, in the sense that they put efforts into their work. For others it is something they do grudgingly-work does not arouse their enthusiasm, or merely passes the time until they find something more interesting.

The quality of being able to do something in an employee is not enough. The employee’s ambition to finish the given work is also very important. Any organization becomes only successful when a worker who is hired to perform a job has skills and urges to complete his given work and the overall excellent work only comes from the employees when management keep on boosting their confidence and praise them for their good performance.

The Framework of Motivation

Expectation of employers and employees from each other:

         What employees expect from their employer:

·         To be treated fairly as human being

·         To be provided with work that suits their ability

·         To have opportunities for self-development and promotion

·         For employer’s promises to be kept

·         To know what is expected of them

·         To be rewarded equitably

·         To have a friendly and safe working environment

·          

       What employers expect from their employees:

·         To work hard for the organization

·         To be committed to the organization values

·         To be loyal and dependable

·         For employees to keep their promises

·         To keep to the work standards set by management

·         To be prepared for change in the job they do

·         To think about how they can improve the work they do

Importance of Employee motivation:

Motivated employees are always ready to and excited to give their best performance for their work. This statement can apply to corporate strategists, and to production workers. When people actively seek new ways of doing things, they usually find them. It is the duty of seniors of the management to boost their employees and guide them to give their best work each time. An understanding of the nature of motivation is helpful to get a better performance from the employees.

A motivated employee, generally, is more equally oriented. This is true whether we are talking about a top manager spending extra time on data gathering and analysis for a report, or a clerk taking extra care when filing importance documents. In either case, the organization benefits, because individuals in and outside the organization see the enterprise as a quality conscious. A clear understanding of the way motivation works helps a manager make his employee to produce impressive work.

The employees who are more motivated are able to give much more quality work than the workers who has does show lack of interest or concern about their work. The high productivity of Japanese workers and the fact that fewer workers are needed to produce an automobile in Japan than elsewhere is well known. The high productivity of Japanese workers is attributable to many reasons, but motivation is the main factor. Productivity of workers becomes a question of the management’s ability to motivate its employees. An appreciation of the nature of motivation is highly useful for managers.

Every organization requires human resources, in addition to financial and physical resources for it to function. These behavioral dimensions of HR are significant to the organizations

Before joining any firm, the employees must not only attract but also, they must think to keep on remaining working for the same firm and take the organization on the next level.

Employees must perform beyond this reliable role performance but also involve in creative, enthusiastic and creative behavior at workplace.

For an organization to be effective, it must come to grips with the motivational problems of simulation both the decision to participate and the decision to produce at work.

Motivation represents a highly overall development that affects, and also gets affected by, a so many factors in the firm. A complete understanding of the way in which an organization functions, requires that increasing attention be directed towards the question of why people behave as they do on their jobs. An understanding of the topic of motivation is essential in order to complete more fully the effects of variations in other reactions such as leadership style, salary system etc, as they related to performance and satisfaction.

Another reason is why motivation to employees is important because motivation can be found in the present and future technology required for production. As technology increases in complexity, machines tend to become necessary, yet sufficient, vehicles of effective an efficient operation.

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Motivational challenges and changes and implementing changes in workforce:

One reason why motivation is difficult task is that the workforce is changing. Employees join organizations with different needs and expectations. Their values, beliefs, backgrounds, lifestyles, perceptions and attitudes are different. Not many organizations have understood these and not many HR experts are clear about the ways of motivating such diverse workforce.

Motivation can only be deducted, but not seen.

However, there is no shortage of models, strategies and tricks for motivating employees. As a result, constantly experiment with next motivational programmes and practices.

Employees Challenges:

Everyone has motivational energy. Although many problem employees display a marked lack of drive and commitment in their jobs, these qualities are usually alive and well in other areas of their lives.

The energy which the problem employees possess is often blocked in the workplace. The blockage may occur because of new and sudden changes at home or frustrated dreams or broken promises at work.

Removing blockage of energy requires people’s participation. To motivate an employee to work towards organizational goals, it is necessary to find his or her place of energy and purchase it. Instead of pushing solutions on people with the force of argument, the manger should pull solutions out of them.

Beyond a certain point, there is no need to show mercy to problem people.

Rewards for motivational:

Membership and Seniority-based Rewards: Benefits an employee receives depend on the firm which he or she joins.

Performance-based Rewards: The trend that emerging recently is to link pay to performance rather than seniority or membership.

Competency-based Rewards: Increasingly organizations are linking rewards to competencies of employees. Competencies are reflected through skills, knowledge and traits that lead to desirable behaviors. Competency-based rewards have merits. They have been praised for developing a better-skilled and flexible workforce. Customer needs are met more quickly. Employees can handle any job with great happiness.

Job Status-based Rewards: Every firm rewards employee for the status of the job they are holding. Firms use job evaluation system which helps establish differentials in status off jobs. Status differentials are used as the basis for establishing wages/salary differentials.

Available at

https://www.researchgate.net/publication/2417538

Accessed on November 26^th 2022

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Accessed on November 26^th 2022