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Employee Motivation Assignment: Employee Productivity

   

Added on  2020-05-28

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Running head: EMPLOYEE MOTIVATION AND PRODUCTIVITYEmployee Motivation and ProductivityName of the Student:Name of the University:
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1EMPLOYEE MOTIVATION AND PRODUCTIVITYTable of Contents1.0 Brief background review of secondary sources.........................................................................21.1 Post selection HRM practices and organizational performance............................................21.2 Employee motivation and post selection of HRM practices.................................................31.3 Relationship between employee motivation and productivity...............................................31.4 Techniques in motivating the employees..............................................................................42.0 Aim and objectives of the project..............................................................................................63.0 Research methods to be employed............................................................................................64.0 Project scope..............................................................................................................................75.0 Research problems and limitations............................................................................................86.0 Considerations of research ethics..............................................................................................87.0 Time plan into graphical form...................................................................................................9References......................................................................................................................................10
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2EMPLOYEE MOTIVATION AND PRODUCTIVITY1.0 Brief background review of secondary sourcesThe project plan is based on employee motivation and productivity. The key secondarysources used in this project plan are mainly based on the role of employee motivation inrelationship with the organizational performance to enhance the productivity of the organization.The study is mainly based on the banking sector which is recorded significant growth as well asnetwork of branches to be expanded nationwide on regular basis for capturing the market shareand provide of better quality of customer services (Zavadsky, Hitka and Potkany 2015). Due toexpansion of network of branches, there is requirement to hire of large number of banking staffs.Therefore, the banking sector is facing of challenges in domain of the post selection of thehuman resource management (HRM) practices. 1.1 Post selection HRM practices and organizational performanceDar et al. (2014) studied that the impact of the recruitment, training as well asdevelopmental programs, engagement of employee in addition to performance based rewardmanagement are found to maximize the productivity and profitability of the business. () arguedthat the HRM department has the responsibility to hire of right person for the organization,match the description of job with respect to job specifications and development of employee’straining focused on job ranking. Parker (2014) analyzed how the implementation of HRMpractices affects the performance of the organization. Valencia (2014) studied that the effect ofthe “high performance work system” on the performance of employee supported to increaseproductivity of the organization by adoption of HRM practices. It is also studied that relationshipbetween the performance appraisals, promotional practices as well as organizational performanceare found to be positive. Nie et al. (2015) observed that post selection of the HRM practices such
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3EMPLOYEE MOTIVATION AND PRODUCTIVITYas transparent system as well as participation of employee is correlated with the organizationalperformance. 1.2 Employee motivation and post selection of HRM practicesHoward, Turban and Hurley (2016) stated that motivation is a power which directs theperformance of employee towards attaining of the managerial goals such as improve overorganizational productivity and better customer services. In the banking sector, the organizationprovides of monetary as well as non-monetary rewards to the employee to keep them motivatedtowards enhancing of organizational performance. Dobre (2013) cited that motivationstrengthens the personnel and directs the behavior towards best possible performance to attain ofthe organizational objectives. Motivation of the employee consists of the requirements inaddition to incentives. Maslow theory of motivation is the best motivational theory which is usedby the banking sector to motivate the employee to work. This theory is based on five needs:“physiological, safety, social, self-esteem and self-actualization”. Muogbo (2013) described thatthe purpose of HRM is to maintain the employees motivated towards the work in addition toaffect the attitude of employee to achieve of organizational goals. Employee recognitionprograms help to boost self-esteem needs of the employees. Pinder (2014) viewed that theemployees are motivated that they put up the most efforts to perform the desired level. Thebanking sector is used of employee recognition programs along with reward package to get theemployee motivated towards the work. 1.3 Relationship between employee motivation and productivityZavadsky, Hitka and Potkany (2015) discussed that employees are the most costly assetof the organization. It highlights towards the significance of understanding the motivationaltheory and application of motivation in order to manage the human resources. Jayaweera (2015)
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