Employee Motivation at IPRP: Circumstances and Evaluation
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This report discusses the circumstances and evaluation of employee motivation at IPRP, including factors such as pay scale, work culture, and work-life balance. It also highlights the importance of employee motivation for the organization's growth and success.
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ES1 HRM3007 Table of Contents
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INTRODUCTION.................................................................................................................................3 MAIN BODY........................................................................................................................................3 Circumstances of IPRP to motivate its employees.............................................................................3 Critically evaluation of employee motivation at organisation............................................................5 CONCLUSION.....................................................................................................................................7 REFERENCES......................................................................................................................................8
INTRODUCTION Human resource management is denoted as managing the human resources associated with the organisation. This report is based on the case study of the IPRP in regards to the management of the human resources in the organisation. Henceforth, report will emphasis on the management of the human resources at the organisation will demonstrate in this project. In what circumstances the organisation is capable of motivating the employees part of the organisation. Furthermore, this report will assess the critical areas of the organisation about which the organisation is not able to operate the employees properly. Different aspects that can impact over the motivation of employees in organisation will demonstrate in this project. MAIN BODY Circumstances of IPRP to motivate its employees IPRP has been constantly involved in order to motivate the human resources part of the company. The organisation is constantly operating its functions so that overall work efficiencies of the employees can be achieved by the company (Khan and et.al., 2017). Following are the different aspects related to the organisation that are motivating the employees of company to motivate. These approaches and practices of the organisation that has delivered the better responses in regards to employee motivation. All these practices has been significantly improved the organisa5ion scale to achieve the best level of effectiveness in order to motivate the employees to achieve the motivated environment at the organisation level. Pay scale The pay scale of the IPRP is effective as compare to other organisation. In respect to the human resources pay scale is one area that tends to motivate the employees part of the organisation. Organisation is trying to give an effective pay scale that would support the organisation in respect gain the positive confidence of employee’s part of the organisation in regards to motivate the human resources part of the organisation. Outcomes of the job against the employment opportunity are the best thing that can motivate the employees of company to work more effectively and for the longer time frame (Kuvaas, Buch and Dysvik, 2018). This aspect of organisation has supported the organisation to achieve the best level of environment that would support the organisation to motivate its employees of comply to workpositively.Thisisaneffectiveaspectoftheorganisationthatwouldleadthe
organisation to motivate its human resources associated with the organisation. This is one aspect that is impressive about the organisation which also attract to both fresher graduate and experienced professional towards work with the organisation. Even to young graduates organisation do not hesitate to pay an effective salary benefits against the employment opportunity at the organisation. Work culture Management at the IPRP has tried to enhance and boost the work culture of organisation. This is one critical aspect that has been worked positively in favour of the organisation in order to motivate the human resources part of the organisation. Positive work culture at the organisation that has supported the IPRP in order to motivate the human resources part of the organisation. This one critical area that could support the organisation to motivate all its employee and work force.Positive work culture always motivate to both young graduates and experienced professionals to work with the respective organisation in order to achieve the best level of employee motivation at the organisation. Organisation has constantly put efforts to improve the work culture of organisation which involved various practices like change management, infrastructure improvement and other such strategies that can deliver the best quality of culture at the organisation that can motivate the human resources part of the organisation (Bro, Andersen and Bøllingtoft, 2017). With the support of the human resource department organisation also tries to channelize various events, activities and other function that can boost the morale of employees part of the organisation. This all support the motivation level at the organisation. Work life balanced Management at the IPRP has focused over the work life balanced of the human resources part of the organisation. This is a critical area of practice that has supported the organisation to motivate the employee’s part of the organisation. Work life balanced is all about managing the balance in between the personal and professional life of the employee work at the organisation. Organisation delivers the holidays properly at all other key occasions which has improved the work life of all employees part of the organisation. Weekly off also provided to all employees so that they can charge up for the entire week. This is another crucial aspect about the organisation that has supported the IPRP to motivate the human resources part of the organisation (Hao, Farooq and Zhang, 2018). Due to well balanced work life of employees the management at the IPRP has achieved the best level of
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employee motivation at the organisation. This is a critical area which required to be addressedbytheorganisationinordertomotivatethehumanresourcespartofthe organisation. Apart from the pay scale, work culture and other such factors every human resourcesalwayslookfortheworklifebalancedfactorsbeforeworkingwiththe organisation. If the organisation caters more effective work life balanced elements employees andgraduatesliketoworkwithsuchorganisationmorepreferablywithanyother organisation. This aspect of the IPRP has also supported the organisation to motivate the human resources part of the organisation. The above mentioned topics are the key areas associated with the IPRP to improve the motivation of all human resources part of the organisation. All the above practices could positively support the organisation in delivering best level of employee motivation at the organisation. It’s essential for the growth of every organisation that work force of the such organisation remain motivated to work more passionately and ready to do more hard work in delivering the best level of work efficiencies (Dagenais-Desmarais, Leclerc and Londei- Shortall, 2018). The above practices can be stated as the organisation could successfully achieve the employee motivation through these practices. Critically evaluation of employee motivation at organisation There are a lot of factors which can de-motivate a workforce in the market and for being able to achieve the targets and goals it is very important that the organization is following the demands and needs of the workforce.Employees are the backbone of any organisation which is working in the market since they are responsible for the quality of the products and the demands of the customers being matched. The demands of the customers also increasing in the market which the company will have to match so that there is going to be help for the company to be able to set up a standard for themselves (Nwambie, 2018). In the Pharmaceutical industry, IPRP will have to make sure that they are fulfilling the demands of the customers. This industry is having a lot of growth in the current time for the demands of the supplies and if those demands are not going to be met the customers are going to shift from one company to the other. There are a lot of improvements which is required in IPRP which cannot take place because the employees are not putting in their best since they are not receiving the best as well which is not good for the functioning of the company (NYABUTO, 2018).
Employees of this organisation are not satisfied which is the main reason for the company for not being able to match the standards. Pharmaceutical industry has a set standard for them in the market and without the help of the employees the company will not be able to do so. Motivation in any form and especially in this case the employees are not being paid for the effort which they are trying to put in for the organisation. It is very important to make sure that the needs and expectations of the employees and not just of the customers is being matched which is going to make the company have higher portfolio strength in the market. Employees want respect and a sense of motivation from time to time (LEONE, 2018). There are no right wages, incentives, or any form of physical motivation which is being provided to them by IPRP which is a great de-motivation and that is going to impact the performance of the organization in the market as well. The company will have to make sure that they are providing the employees with the right motivation otherwise the products performance, quality and standards of the organization is going to fall in the market and that is not going to be good for the company’s reputation and portfolio. There are a lot of technological changes which are coming in the organisation and in the market which has to be adapted by the workforce and till a workforce are not motivated these changes are not going to come in the organisation. Technology changes an artificial changes are coming in the pharmaceutical industry which has to be matched otherwise there are a lot of mishaps and the standards and reputation of the industry is going to fall overall. The employees of this industry will have to be included in the decision-making for the operations and productivity which is taking place so that there is going to be higher satisfaction and value of the employees which is going to be present (Rivers, 2019). The employees have to be given their respect and value in the company which is going to make them feel more accepted and would motivate them well enough to make sure that they are being able to given their best. Since the GDP is improving and so is the unemployment rate in the country the pricing for products are increasing as well therefore the income level of the employees will have to match that growth which is coming in the market. It is very easy for employees to find jobs who are having an experience in the market. The retention level in the pharmaceutical area is not that strong therefore it is very important for the company to be able to provide the expectations which the customers and employees are having from the organisation. There are a lot of differences which are present in a pharmaceutical Industry which the employees always face but due to the training and understanding which they develop over
the years are making the industry develop. It is very important for the industry to develop since they are providing the health and safety measures for the customers. there are different kinds of occupations and this industry is one of the most reputed occupation which is present and therefore they should be given the right wages as well so that there is going to be more development which can be seen in this field. IPRP has expanded themselves in a lot of countries but if the reputation is going to fall then the demands of the products is going to fall in the market as well and that is not going to be a good factor for the company to have in the market. It is very important for the company to be able to match the demands and needs of the customers from time to time (Hung and et.al., 2017). The trends and treatment methods for the customers are also changing because they are getting more aware therefore it is very important for the organization to be able to get in these changes which is going to make the performance of the organization improve. When the employees are going to be motivated there would a lot of exchange of knowledge and skills which is going to be very good for the overall performance of the organization in the market and that is going to be good for a long run as well. Customers can shift from one product to another very easily which needs to be maintained and backbone which are the employees have to be maintained and satisfied in the organization so that there is going to be higher functioning, performance and productivity which would be present (Singh, Kennedy and Stupans, 2020). CONCLUSION Human resources are motivated with effective pay scale, incentives, work culture and other such aspects that could effectively motivate the human resources part of organisation. Different areas like ineffective increments and many others have lead to the less employee motivation at organisation.
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REFERENCES Books and Journals Bro, L. L., Andersen, L. B. and Bøllingtoft, A., 2017. Low-hanging fruit: Leadership, perceivedprosocialimpact,andemployeemotivation.InternationalJournal of Public Administration.40(9). pp.717-729. Dagenais-Desmarais, V., Leclerc, J. S. and Londei-Shortall, J., 2018. The relationship between employee motivation and psychological health at work: A chicken-and-egg situation?.Work & Stress.32(2). pp.147-167. Hao, Y., Farooq, Q. and Zhang, Y., 2018. Unattended social wants and corporate social responsibility of leading firms: R elationship of intrinsic motivation of volunteering inproposedwelfareprogramsandemployeeattributes.CorporateSocial Responsibility and Environmental Management.25(6). pp.1029-1038. Hung, M.Y and et.al., 2017. Identification of the benefits, enablers and barriers to integrating junior pharmacists into the ward team within one UK-based hospital.Integrated pharmacy research & practice.6. p.181. Khan, A. and et.al., 2017, July. Factors affecting employee motivation towards employee performance: A study on banking industry of Pakistan. InInternational conference on management science and engineeringmanagement(pp. 615-625). Springer, Cham. Kuvaas, B., Buch, R. and Dysvik, A., 2018, July. Individual variable pay for performance, incentive effects, and employee motivation. Inannual meeting of the Academy of Management, Chicago, IL. doi(Vol. 10). LEONE, S., 2018. Integrated Public Financial Management Reform Project. Nwambie, A.I., 2018. Strategies for Pharmacy Managers to Increase Profit by Reducing Prescription Errors. NYABUTO, O.I., 2018. CHALLENGES IN ADMINISTRATION OF MICROINFUSION MEDICATION BY CRITICAL CARE NURSES AT INTENSIVE CARE UNIT KENYATTA NATIONAL HOSPITAL. Rivers, O.R., 2019. Change Management Implementation Strategies for Small Businesses. Singh, H., Kennedy, G.A. and Stupans, I., 2020. Does the Modality Used in Health Coaching Matter? A Systematic Review of Health Coaching Outcomes.Patient preference and adherence.14. p.1477.