Employee Motivation and Incentives - Coursework Example

Another factor that can inhibit commitment is that the goals of the organization are handed down to the employees rather than having the employees participate in the development of these goals. Employee participation in the development of goals will create more commitment towards achieving these goals, which in turn can influence turnover, willingness to help co-workers and team performance in terms of quality, quantity, cost and time. Studies have shown that employee commitment may translate into a willingness to help team members and improve team performance (Bishop, and Scott 1997).

On the other hand low levels of commitment to both the organization and the team have been linked to absenteeism, turnover and intention to quit. 2. Why native moods are unequal Moods are long lasting feelings and are not necessarily tied to a particular cause. A person may be in a positive cheerful mood or a negative mood and feeling down. Therefore all native moods are not equal. Employees with positive mood tend to do better in the workplace because they cognitively process more efficiently and more appropriately.

They are more open to taking in information and handle it professionally and objectively. Positive moods are linked to high performance and stronger commitment to the organization. On the other hand, a person with a negative mood performs poorly in the workplace which is linked to poor productivity, absenteeism and turnover. Researchers have found that the mood an employee brings to work has a stronger effect on the person’s overall mood though the day and on work performance when compared to mood changes caused by events in the workplace (University of Pennsylvania 2006: 1).

According to Nancy Rothbard, Wharton management professor, a business’s performance might be enhanced by efforts to help employees cope with mood-affecting influences in their private lives. This includes advising employees on how to best handle commuting hassles or offering counseling for family problems (University of Pennsylvania 2006: 1). 3. Importance of participation and its effect on work effectiveness Employee participation is defined as any workplace process which allows employees to exert some influence over their work and the conditions under which they work (Heller et al. 1998). One of the key factors that ensure employee participation is effective communication between the management and employees.

Employee participation or “employee empowerment” as is the popular buzz word, improves work effectiveness. Employees have the ability, knowledge and expertise to assume greater responsibility in the workplace and can therefore make significant contributions to their organizations. Studies have confirmed that when organizations tap into this resource and involve their employees in decision making, the overall productivity of the organization increases. Employee participation also fulfills many of their psychological needs and serves as a motivating vehicle resulting in greater productivity and effectiveness for the organization.

Participative management therefore stimulates employee enthusiasm and willingness to carry out decisions in which they have been involved. High performance organizations are now encouraging employee participation in decision-making because they realize that employees have a legitimate right to be involved in decisions