Bradford College Recruitment - Essay Example

?Bradford College Recruitment OVERVIEW Motivation forms an important part which leads different business organisations to fulfil their desired business targets at large. With respect to motivation, different motivational theories can be applied in order to accomplish desired outcomes resulting in supporting the organisations to raise as well as enhance their organisational effectiveness by a greater level (Shanks, “Management and Motivation”). THESIS STATEMENT This particular paper intends to reveal the distinction between the Maslow’s Hierarchy and Herzberg’s Hygiene theory relating to a real experience. Moreover, demonstration concerning towards understanding of the recruitment procedure within Bradford College will also be discussed in the paper. EVALUATION OF MOTIVATIONAL THEORIES Maslow’s Hierarchy Theory The motivational theory of Maslow has been viewed to be developed by a psychologist named Abraham Maslow. This motivational theory further reveals that it is the prior requirement of an individual to fulfil his or her basic needs initially. The basic level of hierarchy needs incorporates various sorts of needs that have been portrayed hereunder (Corpuz 261-268). The theory can be better explained with the help of the following pictorial illustration. Source: (Corpuz 261-268). It is necessary for every individual to satisfy basic needs. The fulfilment of these basic needs act as a driving factor for motivating an individual. With reference to Maslow’s Hierarchy theory, all the levels have been briefly explained hereunder (Corpuz 261-268). Physiological Needs Physiological needs represent those needs that are required by every individual to sustain and survive. In this context, physiological needs embrace air, water, sleep and accommodation among others. These are considered to be the basic needs for an individual. It can be stated that without fulfilling these basic needs, an individual cannot take measures or implements procedures to satisfy other needs. In this similar context, it can be further affirmed that if any of the aforementioned needs is not fulfilled by an individual, then it becomes difficult for him to satisfy other needs and thus, the person tries to satisfy the missing need on a priority basis. This reflects the task identity on the basis of prior needs (Corpuz 261-268). Safety Needs In accordance with the fulfilment of basic needs, the next level of need emerges. Next level of need reflects safety needs. In this regard, there lies probable chance of arising crucial threats from safety needs in terms of physical as well as the emotional harm. Thus, an individual need certain measures to follow that helps in the fulfilment of safety needs at large. For example, safety against the occurrence of accidents or injuries and the financial securities that is provided against the health schemes reflects the examples of safety needs (Rakowski 4-5). Social Needs With reference to the Maslow’s Hierarchy theory, after fulfilling the fundamental requirements that comprise physiological along with safety needs, an individual takes into account the higher level of need. It has been viewed that an individual dwells within a society. Social needs reflect the needs and wants linked with societal interactions. Every individual dwelling within a society needs someone to share thoughts and feelings (Rakowski 4-5). Self- Esteem The need that drives a person to get love and respect from others represents self-esteem. In this context, fulfilment of desire to become famous and attain important position reflects self-esteem needs. According to this statement, an individual reflects autonomy within his personal boundaries. Every individual desires for gaining self-respect, higher achievements with respect to assigned work, recognition as well as awards and certain amount of reputation within the society (Rakowski 4-5). Self- Actualisation Self- actualisation reflects the summation of fulfilling all the levels of Maslow’s Hierarchy needs. It represents the stage of an individual where he or she attains full potential as a human being. In the modern day scenario, Maslow’s Hierarchy Need theory is mainly used within the health and educational sectors. The theory does not comply with every individual in relation to drive them towards the attainment of the desired objectives. Every individual desires for self-actualisation in his or her life but human desires are never satisfied. Thus, for an individual to attain self-actualisation stage is rather a difficult process. For example, related to an organisation, employees working within the organisation continuously desires for gaining self -esteem and reputation. Thus, in relation to this, an organisation must frame strategies that will motivate the employees to attain their personal desires and objectives that in return help the organisations to attain its predetermined business targets (Rakowski 4-5). Herzberg’s Hygiene Theory Employee satisfaction as well as retention has always been important factors within an organisation. This particular theory is not viewed to motivate employees working within an organisation but results in minimization of dissatisfaction from the working environment amid them by a certain degree. Hygiene terminology relating to organisational context includes policies, salary structure, interpersonal relation and working conditions. Herzberg’s Hygiene theory reflects two directions of employee satisfaction that broadly comprise satisfiers along with dissatisfiers. Herzberg’s theory is mainly applicable within a specific organisation. Effectual organisational policies and regulations are framed to manage and direct the employees towards the attainment of the organisational objectives. In this context, these rules and policies act as a source for generating dissatisfaction or disagreements amid the employees. In order to reduce the dissatisfaction amid the employees, it is necessary for an organisation to frame policies equally for everyone. This particular aspect generally relates with the job roles of an individual. It is worth mentioning that an effective supervisor that possesses dynamic leadership skills can help in lessening the generation of dissatisfaction amid the employees by a greater level. Notably, framing up of salary structure also becomes a source for the dissatisfaction among the employees. An organisation must ensure fair salary structure with respect to the position among the employees. An organisation must take adequate measures in order to foster a healthy interpersonal affiliation amid the peers. Internal organisational environment and the working conditions affect the efficiency capacity of an individual. Effective and efficient hygiene factors must be ensured to encourage the employees to perform in an accelerated manner. Recognition and reputation are the factors that help an employee to get motivated and increase their efficiency (Stello, “Herzberg’s Two-Factor Theory of Job Satisfaction: An Integrative Literature Review”). In order to compare the theories between Herzberg and Maslow, it can be stated from a broader perspective that Herzberg’s theory differs from Maslow’s need theory on the basis of its application. With respect to the Herzberg’s Hygiene theory, it takes into concern the dual theory of an individual’s needs that can vary on the basis of diversification. In contrast, Maslow’s Need theory represents five levels of motivational needs that drive an individual to attain organisational goals. Motivators with respect to Hygiene theory reflect the achievement, recognition, responsibilities and the advancement of an individual. Whereas, Maslow’s theory represents the basic as well as self-actualisation needs of an individual. However, it can be stated that the application of Maslow’s theory is not possible for every individual as it depends upon the prevailing situation (Stello, “Herzberg’s Two-Factor Theory of Job Satisfaction: An Integrative Literature Review”). REVIEW OF THE RECRUITMENT PROCESS OF BRADFORD COLLEGE Bradford College is delivering quality educational services for over 175 years. The recruitment process encompasses different strategies and policies that to be maintained by the college authority to make the process effective. With respect to apply for the job vacancies or to recruit as well as to promote personnel into key posts, the applications are being accepted to use the techniques concerning online mode. For filling the application of the desired job vacancies, the candidate needs to open a login account. There are certain questions that are mandatory for the candidates to answer before filling in the application forms. In accordance with the recruitment process, the application format consists of applicant details. With respect to the Applicant details, there are five sections namely personal details, qualification details, employment history, references and equality information. The college provides diversification and equal opportunities for the employees working within the college premises. With reference to the guidance notes, equal opportunities are provided to the disabled candidates also. There is a strict policy within the Bradford College recruitment process that includes the disclosure of any criminal record (Bradford College, “Corporation Committee Structure”). With reference to the guidance notes, the college management give preference to the candidates those who can provide references. In this regard, references include establishing familiarisation about the person by a current employer or the other person who has been authorised to speak for the employer. After the effective fulfilment of procedures, health assessment of the candidate is incorporated within the recruitment procedure. The college management is liable to pay certain amount of interview expenses that has been beard by the candidates (Bradford College, “Corporation Committee Structure”). With reference to the Corporation of the Bradford College, there exist certain procedures related to the appointment as well as reappointment of the Governors and the Induction Arrangements. In accordance with the Corporation of Bradford College, they have taken measures in forming a search committee that supervises the entire process involved within the management. The search committee that has been framed by Corporation is given a hand-out that entails the details linked with the process involved during inducting the new members in the corporation. It is mandatory for the search committee to comply with the practices and the requirements that have been laid down within the ‘Articles of Government’ (Bradford College, “Procedure for the Appointment and Re-Appointment of Governors and Induction Arrangements”). With reference to the recruitment process related to the appointment of Governors includes certain processes. Process starts with identification of the potential vacancies. This particular statement further reveals that it is responsibility of the search committee to advise and identify the vacancies available within the department. The management implements various modes to attract the pool of candidates for the available post. In accordance with the search engines, the management includes advertisement, executive search, direct approach, maintaining a data base and direct nomination. The aforesaid search engines helps the Corporation to attract a quantify pool of candidates (Bradford College, “Procedure for the Appointment and Re-Appointment of Governors and Induction Arrangements”). The recruitment process further entails details with respect to the legal requirements of the management of college. The details with respect to the college entails a summary related to strategic plan that is followed by the college. The legal requirements about recruitment procedures include the employment details, diversification details and details related to the disclosure of criminal records if any. Inclusion of the college prospectus and the prescribed code within the recruitment format must be followed by the Corporation members (Bradford College, “Procedure for the Appointment and Re-Appointment of Governors and Induction Arrangements”). According to the recruitment process, the next step comprises of shortlisting and interviewing the candidates. Decisions with respect to shortlisting of the candidate depend upon the search committee after interviewing them. Decisions on selection of the potential candidate by the Corporation are considered to be final. On the completion of selection of the potential candidates, the next step relates with confirmation details. Induction processes are involved to induct the new entrant to increase their knowledge and information with respect to the college norms. The recruitment processes also incorporates the reappointment of the Governors. It is the responsibility of the clerk to review the procedures annually and to submit the details if there is any need for revision (Bradford College, “Procedure for the Appointment and Re-Appointment of Governors and Induction Arrangements”). Works Cited Bradford College. Procedure for the Appointment and Re-Appointment of Governors and Induction Arrangements. Corporation of Bradford College, 2011. Web. 17 May 2013.https://www.bradfordcollege.ac.uk/about-us/corporate-information/college-corporation/corporation-members-area/corporation-recruitment-procedure-may-09.pdf> . Bradford College. Corporation Committee Structure. About Us, 2012. Web. 17 May 2013. Corpuz, C. Human Resource Management. Philippine: Rex Bookstore, 2006. Print. Rakowski, Nina. Maslow's Hierarchy Of Needs Model - The Difference Of The Chinese And The Western Pyramid On The Example Of Purchasing Luxurious Products. Germany: Grin Verlag, 2009. Print. Shanks, Nancy H. “Management and Motivation.” Theories of Motivation (n.d.): 1-35. Print. Stello, Christina M. “Herzberg’s Two-Factor Theory of Job Satisfaction: An Integrative Literature Review.” Overview of the Theory (n.d.): 1-32. Print. Read More