Employee Motivation Essay Example | Topics and Well Written Essays - 1500 words

Employee Motivation - Essay ExampleHowever, in the event of a major organisational or useable change in an organisation, the administration or management should inform the staffs in advance which gives makes the employees get hold more indulged and appreciated part of the organisation. Different organisations have distinguishable ways of motivating their labour force. Most frequently, rewards are given depending on the factors of cognitive process and results. Many employees think of motivation as monetary reward. According to Jan-christoph & Koen (2005), monetary motivation does not provide the required concentration among the human resources. Taking all matters into consideration, employee motivation should be a strategy used by companies to add-on the levels of production and operations. Any form of a major change in an organisation should be a cause to worry. This is because the reaction of the employees is unpredictable (Schermerhorn, James & Richard, 2004). A good number o f employees do not feel comfortable when embracing change especially when it is an operational change. They perceive it to be a untried internship use in a familiar environment. However, change in an organisation is an important factor to consider. The change is not the crucial factor of concern, but how employee will dig the change in the organisation. In modern day business environment change is important as much as human resource is. As much implementing change is vital in an organisation the tools of operation in these case employees need to be considered (Bruno & Margit, 2002). With a proper approach it is easy to heart change in organisations. Effective discussions with the head of HR can lead to the best solution when employees are concerned. Additionally, training should be provided to familiarise the staffs on the new operation methods. If the employees will be required to do more complicate duties and their operation level increase, the organisation must consider a pro per and efficacious reward system. In words of Sharlyn (2005) with an efficient training and reward system implementing change in companies should not be a difficult step as far as human resource is concerned. It is an obvious assumption that productivity levels go hand in hand with employee motivation levels. The organisations productivity level can be maximised if motivation levels among employees are also maximised (Aidan, 2008). Future operations structure should consider employees need. These needs include social needs, financial needs, psychological needs, safety needs, esteem needs and self actualisation. The satisfaction of these needs will lead to definite employee motivation. If the organisation is dedicated to fulfil these needs the employees will feel obligated to dedicate to flourish the productivity of the organisation. Self actualisation means the ability of an employee to reach his full potential by working and increase his abilities (Cable & Parsons, 2001). The op eration structure should be in way it puts the employee full potential in activities. Additionally, the operations should not undermine the capabilities of the employee. An employee working in full potential is credibly to be dedicated to his work more than employee who does not exploit his full potential. Safety need require assurance of good health and treatment in case of accident during operations (Geoff & Jan, 2000). Fulfilment