Talk Team UK Analysis - Essay Example

Conversely, intrinsic motivation involves rewards that mainly resonate around psychological motivations such as the opportunity to use an individual’s ability, a sense of challenge and achievement, getting appreciation, progressive recognition, and being treated in a considerate and respectful manner. An intrinsically motivated individual, according to Walker (2011), a worker is more committed to his work to the degree to which the job inherently covers tasks that are gratifying to him or her.

As such, an extrinsically motivated person is more likely to be committed only to the extent that he gains or receives external rewards for a job done. Further, he suggested that for an employee to be motivated in a work environment, there must be a requirement that the individual needs to perceive as a possibility of full filling through some reward. Thus, if the reward is intrinsic to the job, such desire or motivation is equally intrinsic. However, if the reward is labeled to be external to the job, the motivation is accordingly described as extrinsic.

In this light, good remuneration has been found over the years to be one of the major strategies the organization may embrace an approach to increase their worker's performance and at the same increase the organization's productivity. Similarly, with the present global economic trend, most employers of labor have realized the fact that for their organizations to compete favorably, the performance of their employees goes a long way in determining the success of the organization. On the other hand, the performance of employees in any organization is important not only for the development of the organization itself but also for the growth of an individual employee. Thus, a firm ought to understand its best workers, those employees that need additional training, and those employees not contributing to the efficiency and welfare of the company or organization (Anon, 2013).

Equally, performance on the job ought to be assessed at all levels of employment including personnel decisions connecting to promotion, job rotation, and job enrichment among others. Accordingly, such assessment is founded on independent and systematic principles, which include elements significant to an individual’s ability to perform on the job. Therefore, the overall purpose of performance appraisal is to deliver an accurate measure of how productive a person is executing the task or job they are assigned. Indeed, based on this information, decisions at Talk Team UK ought to be made to affect the future of the individual employee and the firm in general. Therefore, a thoughtful evaluation of this firm and its employee's performances uncovers the existing weaknesses or deficiencies in a specific job skill, knowledge, or zones where motivation is missing. As such, since they have been identified, these deficiencies should be remedied through additional training or the provision of the needed rewards and they may take the shape of the following recommendations:

Pay Issues: In the business world it is understood that remuneration is the foremost aspect of workers' motivation. At Talk Team UK, this has not been the practice since it is a fact that workers are paid at the minimum wage of £6.08 per hour in addition to the fact the workers are required to work overtime but they are not paid for it. In this case. This reduces the workers’ productivity and in the long run, affects the income of the firm.

Salary, Wages, and Conditions of Service: Talk Team UK needs to use salaries effectively as a motivator. To that end, personnel managers ought to consider four major components of salary structures including; job rate that relates to the reputation the organization attaches to each employment; payment, which encourages employees or teams by satisfying them according to their performance; personal or special payments, associated with elements that may include scarcity of specific skills (Anon, 2008).

Staff Training: This element does not emphasize the position the organization stands in technology-wise. This is so because high productivity depends on the level of motivation and the effectiveness of the workforce rather than the level of the technology that the firm is operating on. Therefore, staff training is an indispensable policy used for workers' motivation. In this order, Talk Team UK employees must have a good training program, objected towards information professional opportunities for self-improvement and progression to meet the challenges and requirements of new market trends.

Information Availability and Communication: The best way managers at Talk Team UK can implement to stimulate motivation in their employees is to avail relevant information on the significance of their actions on others. Accordingly, information availability brings to bear powerful peer pressure and teamwork where two or more people collaborate without the fear of outdoing one another. In addition, it is widely recognized that through sharing information, subordinates worker efficiently compete with one another (Williams, 2010).