Human Resources Management Issues Employee Motivation - Term Paper Example

Running header: Human Resources Management Issues Student’s name: Instructor’s name Subject code: Date of submission HUMAN RESOURCES MANAGEMENT ISSUES EMPLOYEE MOTIVATION INTRODUCTION One of the issues that currently affect the human resource of any business or entity is employee motivation. This is due to the relevance and importance it has in the human resource or in any company. Motivation refers to an internal drive within a person to do or to achieve something or to attain a certain set goal. It is important for employers and managers to try their best to see to it that the motivation of the employees is improved. (R. Pritchard & E. Ashwood (2008).)p.6) Research has proved and confirmed that motivated employees work better and produce better quality of work as compared to those who are poorly motivated. As such, the need to see to it that motivation of employees is stimulated arises. The management has a crucial role in ensuring that the employees are motivated in order to stimulate their performance of tasks and activities. Through this, they should try their best on their part to foster this. (Levine, 1990, p. 92) Motivation can be categorized into two different categories. They are namely; a. Intrinsic motivation b. Extrinsic motivation 1. Intrinsic motivation This is also known as internal motivation. It is the motivation that arises from inside an individual. As such, it is driven by the interests of the individual in the activity which they are undertaking. It falls only within the individual rather than on the external pressures that may arise or on desires that are within the individuals to get rewards for the activities from other people. It can be defined as a natural state of motivation. (Whyte, Cassandra, 1979 p.199)It is characterized by people undertaking tasks willingly and working even harder in a bid to improve their individual skills and competencies. This type of motivation is usually affected by the attitudes that different people have and the feelings they have towards some tasks or activities. (Earn, 1982, p. 375) 2. Extrinsic motivation This is the motivation of individuals to undertake an activity based mainly on the benefits that accrue from the completion of the activity. The main goal of this type of motivation is the attainment of a certain outcome. As such, it is not a natural form of motivation. It comes from other Factors outside the individual. Examples of things which create extrinsic motivation is the desire for money rewards or prizes, promotions in the job levels, or the existence of threats such as of punishment or of demotions for the non-completion of the tasks. (Pritchard and Ashwood 2008, p.6)Due to this, the higher the reward is, the more motivated the individuals are. The vice versa applies where the lower the reward, then the lower the motivation of the individuals is. This is the form of motivation where the managers of a business or an organization fall. They should put in much effort to see to it that this form of motivation is improved to the highest level possible. Through this, the benefits in terms of the quality of service derived from the employees will be very high. Better quality and quantity of work from the employee results to better returns for the business and hence increased profitability for the business organization. It is due to this that they should put in such strategies as bonuses for extra units of produce, or for good quality of work. This is because this stimulates the employees to work more efficiently in their respective tasks. (Earn 1982, P. 378) THEORIES OF MOTIVATION There are theories that have been developed by scholars to define motivation. Some include the psychological theories and models. This can be defined as cycles whereby the different thoughts of the individuals influence a lot their behaviors. The behaviors on the other hand drive the performance of the individuals and the tasks. Performance on its part impacts the thoughts of the individuals and the cycle tends to become cyclical. (Pritchard and Ashwood 2008, p.6)Each face of the cycle is made up of many multi faces which include among others beliefs, attitudes, intentions, efforts, training and all these affect the amount of motivation that an individual has. Therefore, an improvement on the positive traits and a reduction in the negative traits all lead to an improvement in the level of motivation of an employee of a company. (Whyte and Cassandra 1979, p.198)) Another theory is the Maslow Need Hierarchy theory. In this theory, Abraham Maslow listed human needs into a pyramid with different levels as shown below. Self actualization Esteem needs Social needs Security / safety needs Physiological needs He developed this pyramid shape with the most fundamental and basic needs falling at the bottom part while the need for self-actualization is in the highest level. 1. Physiological needs- these are the basic needs for human survival and existence. Failure to meet / fulfill this needs results to a human being not functioning properly. In any motivation process, they must be fulfilled first. Examples of this include air, water and food and shelter. For employees to work well efficiently, these needs must be fulfilled by the relevant persons so that they can be able to live without struggle. (Whyte, Cassandra, 1979, p.200) 2. Safety/ security needs- once the basic needs are met and fully satisfied, the need for security arises. Security may be from such things as war, child abuse, job security and safety from any other harm. This raises the need to put in place such things as insurance policies to cover the employees while at the work places, savings accounts and disability accommodations. Security may be categorized as either ;( Pritchard & Ashwood ,2008, 59 ) Financial security Personal security Health cover/ security Physical security The employees who have this in check will be more motivated to work even better at their work premises. (Whyte and Cassandra, 1979 p.6) 3. Social needs- this are the needs of love and belongingness that arise from the employees. Once the first two levels of needs are satisfied, the need for social acceptance arises. This includes such things as friendship, intimacy and good relations among the employees. As such, vices such as neglect and shunning should be completely eliminated so as to see to it that this is done. It has been proved that employees who are socially accepted and who feel loved at the work place are even more motivated as compared to those who are not. Due to this, their performance of activities at the work place is even better and more improved. All this is as a result of a sense of belonging which is created where there is the presence of love among all the people. (Steel, Piers and König 2006, P.895) This in turn improves the quality of work and the quality of output from the employees. Their performance of activities in the business improves greatly. It is hence the role of the managers to see to it the facilitation of the employees in a bid to improve the relations which exist in the business area. (Steel, Piers and König, 2006, P.906) 4. Esteem needs- this is the need which is very common among many people of being and of feeling respected by all and sundry. It is comprised of the need for self-esteem and self-respect. This includes the existence of acceptance for a person amongst the other work mates and the feeling of being valued and of importance to the rest of the people. If this trait of being valued is absent or is eliminated, there occurs a state of inferiority complex which can ruin the quality of work and the service levels of an employee. Poor quality of work would result to poor returns from the business undertakings and the existence of poor relations which can all lead to business failure. (Steel, Piers; C. König, 2006, p.910)It is hence essential for all parties to try their very best to see to it that all the employees are accorded all the respect they deserve. If this culture is well initiated into a business setup, it results to the employees putting in much effort to seeing to it that they improve their performance and the quality of work in an organization. It is hence the role of all managers and employers and all related stakeholders to improve the levels of a business in ensuring that the social needs of the employees are fully met. Through this, the employees feel motivated and strive to their full ability to foster business growth and development. The improvement of their self-confidence leaves a lot to be desired by all parties in a business setup. (Pritchard and Ashwood , 2008, p.6) 5. Self-actualization- this is the highest level in the pyramid. It goes for the fact that all people try their level best to attain their full potential and to realize their full self. According to Abraham Maslow, this level represents the desire for all the individuals to accomplish everything that they can and become the most and the best that they can be in their lives. Through this, the employers must see to it that the employees are stimulated to attain their highest levels in the employment ladder. This can be enhanced through such things as promotions and increase in the job groups and the salaries paid to the employees. This stage is very crucial in seeing to it that the best has been gotten from the employees in terms of quality and quantity of service offered by them.( Fisher, Marshall, and Nanayakkara, A. 2009, p.60) In summary, this theory states that all human beings have their respective wants and desires which influence their behavior. As such, only the unsatisfied needs influence behavior as the satisfied needs do not. The needs of the individuals are arranged in the order of their importance from the most basic to the most complex. Similarly, a person advances to the next level only after the lower level has been fully satisfied. (Fisher, Marshall and Nanayakkara, 2009, p.58) Another theory that has been developed on employee motivation is by Fredrick Herzberg’s two factor theory. This theory states that certain factors in the work place result in job satisfaction, but if absent, they lead to no satisfaction rather than dissatisfaction. He also categorically stated that respect between persons is the most motivating factor in any stage of life. He classified motivators are activities which give positive satisfaction such as recognition and responsibility. He also listed the hygiene factors such as the status, job security, added benefits as things which do not motivate if present but lead to demotivation if absent.( Whyte and Cassandra, 1979, p.199)) Another theory that supports employee motivation is the Acquired Needs Theory. According to this theory, some needs of human beings are as a result of life experiences. It states that the need for achievement is through embarking on a difficult task and its accomplishment (Barbara and Marinak, 2008, p.19). People are more motivated when they embark on a difficult task and finish it. It also states that the need for affiliation is through the formation of close personal relationships which are catalysts to long lasting friendships. It also goes ahead that the need for power is satisfied through having control over others. The theme hence states that motivation is a process which is fulfilled or attained through the fulfillment of a set goal or a target set. All parties therefore should strive to see to it that what they started has been completed no matter how difficult it is. This is what is essential in creating motivation to the employees (Whyte and Cassandra 1979, p.200). A generalist manager is a manager who oversees the activities of all the other functions of the organization without any special attention or qualification on any of them. He possesses knowledge on a wide variety of areas and subjects. He sees to it that activities are performed in an organization through the linking of the various specialists in the respective activities. He overlooks such people as the tax managers, functional and the human resource managers in their work. His way of creating motivation to the employees is through putting in place strategies to be followed by the different functional managers such as the human resource manager. (Pierce, etal. 2003, p.573) ROLE OF GENERALIST MANAGERS The generalist managers may also seek the work of professionals and experts to facilitate their work. They can as such be termed as managers with mixed specialties based on the fact that they interact with other managers from other departments and functions. It is the role of generalist managers to offer advice to the other managers. Team success is better assured of if there is a generalist manager in it. (Steel, Piers, König, 2006, p.904).)This is due to the fact that he holds many different special skills in him. Through this, he can ensure that employee motivation is ensured from all the sectors of the organization. Socio-economic strategies This can be through putting in place strategies that are followed in such ways as promotion, putting in place of incentive schemes, remuneration and in the seeing to it that good personnel policies are adopted by the businesses. All this have beneficial attributes to the motivation process of the employees as they develop a sense of belonging and a sense of importance. Operational benefits Good personnel policies for example have many motivating advantages to the employees. (Pierce, etal. 2003, p. 577) This is through such things as; a. To carry out the daily activities of a firm in a spirit of friendliness b. To aid the employees in their time of need c. To pay all the employees adequately for the services rendered d. To place the employees in the kind of work that best suits them e. To provide continuous employment and hence creating job security for the employees (Wigfield and Guthrie, 2004, p.304) f. To help each employee to progress in the company service levels g. To encourage and facilitate cooperation amongst the employees for the betterment of the work environment h. Foster the existence and the strengthening of the relationship between the employees and the management (Pierce, etal. 2003, p. 579) These factors among others have enabled the generalist managers to play a very crucial role in the employee motivation process. Their usefulness in the employee motivation process is hence very evident. (Barbara and Marinak 2008 p.22) The human resource managers carry out their activities under the supervision of the generalist managers. Their key role is on ensuring that the human resources of a business who Are the employees work in a comfortable environment. (Mark and Lepper 1973, p.133) Socio-economic functions of human resource managers There are many activities which are undertaken by the managers so as to see to it that employee motivation is enhanced to the fullest. It is the function of the human resource managers to see to it that job changes have taken place. Such changes include among others promotions of the employees. Promotion refers to an upward advancement of an employee commanding greater responsibilities, better pay and remuneration, better status, prestige, high opportunities and challenges, higher authority, better working environment, more convenient working hours and facilities of a higher rank. (Mark and Lepper 1973, p.136)This motivates the employees to be the best they can be. Through promotion, all parties have something to gain from it. Operational benefits It is beneficial to the management due to factors such as; a. It raises the morale of the employees which is beneficial to the company b. It facilitates all management processes c. It reduces the rate of labor turn over and absenteeism d. It creates a sense of loyalty among the employees Promotion also has benefits to the employees. All these are motivating benefits to the employees. Such benefits include among others; a. The employee gets a higher salary(Barbara and Marinak, 2008 p.26) b. The employee attains a higher status in the society c. There is the presence of non-monetary benefits such as better accommodation d. There is a higher position in the organizational setup This management activity hence plays an important role in seeing to it that the motivation of the employees has been improved. (Barnett, etal. 2006, p.915). Through the continued motivation, better quality of work is an assurance from the employee. It is the function of the human resource management to ensure that a competitive recruitment process is undertaken. It is also their role to see to it that the human resource work in conducive environments fit for them and where they do not feel threatened in any way. They ensure that the company’s staffs keep up with the changes in the demand and in the market. (Hackman, 1980, p.449) THE ROLE OF HUMAN RESOURCES MANAGERS It is also the role of the human resource management to see to it that the human resource are always being used to their maximum efficiency. Through this, the best can be attained from them. Proper use of the staff makes them motivated as compared to when they are overused or underused in their service rendering to the company. (Hackman, 1980, p. 452) It is also the role of the human resource management to ensure the training of the employees and their development. Through training and developing, the employees develop a desire to put into use what they have been trained and this motivates them to work better and even more efficiently (Steinmetz, L1983, p. 45) The human resource management has the role of maintaining and remunerating and promoting the employees. Adequate remuneration is a form of extrinsic motivation. The employees try their best to ensure that their quality of work is high and that they get better remuneration for their work. The role of the managers is hence more evident in the motivational process. (Skemp and Toupence, 2007, p. 32) The human resource managers have a role of ensuring professional significance of the employees. Through the promotion of a healthy working environment, the management plays several roles in the motivation process. (Barbara etal. 2008, p.12) They include; a. Maintaining the dignity of the employees as a human being b. Providing maximum opportunities for the personal development of the employees c. Improving the work skills of the employees and their capacity d. The provision of healthy working environments stimulate better performance and better quality of work by the employees (Barbara etal. 2008, p.13,) e. As indicated above, the management both the specialist managers and the specialist human resource managers have a very crucial role which they play in ensuring that the motivation process is fostered. Due to this, they should try their best to see to it that efficiency is created and motivation is enhanced. CONCLUSION With employee motivation emerging as a factor which affects all businesses and the employees, it is very important to ensure that all factors are put in place to see to it that motivation of the employees is at the highest levels possible. The benefits that accrue from ensuring this are many and broad and hence its relevance. The management as illustrated also has an important function in this and hence the need for a combined effort in the maintenance of the highest levels possible. (Skemp and Toupence, 2007, p. 34). REFERENCES Levine, D.I. (1990). "Participation, productivity, and the firm's environment". California Management Review 32 (4): 86–100. Katz, Ralph. 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