Managing People and Systems

This report evaluates the theories of motivation, leadership style, importance of employee induction, and the process of recruiting and selecting in the modern workplace. It discusses the Adam equity theory and Vroom expectancy theory of motivation, different leadership styles to manage the millennial generation, the importance of employee induction in modern workplaces, and the recruiting and selecting process in the 21st century.

MANAGING PEOPLE AND
SYSTEMS

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Theories of motivation ................................................................................................................3
Leadership style to manage the millennial generation.................................................................4
Importance of employees induction in modern workplace's.......................................................4
Recruiting and selecting process in 21st century.........................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................1

INTRODUCTION
Management of people involve training, motivating and organizing the workplace's to
perform effectively (Leroy and et. al., 2018). This report will evaluate the theories of motivation,
leadership style, importance of employees induction and process of recruiting and selecting in
the modern workplace.
MAIN BODY
Theories of motivation
There are number of theories which are used to motivate group of people in any organization
some of these theories of motivation:
Adam equity theory of motivation
As per this motivation theory the employees in the modern workplace are being
motivated when they will get equal advantages and benefits to the input they are making within
the organization. According to this theory their must be an favourable interrelation of
contribution and the benefits they are getting in return. When the employees in a same
department are performing their activities jointly and more effectively then all of those
employees will provided equal rewards and opportunities (Shaw, 2017). This will help them to
motivate and perform more efficiently in the organization. Google is the biggest example who is
currently using Adam equity theory to motivate employees. They are providing better
workplace's environment to all the employees and also give them rewards on equal basis.
Vroom expectancy theory of motivation
This is an employee motivation theory according to this theory employees in any
organization being motivated when their qualities and personality as well as skill are higher. The
expectancy theory is having three elements that are expectancy this element is fixed according to
the experiences of the employees (Saracho, 2019). Valence are basically value putted by an
employee to get rewards or any other return. Instrumentality is the achievement of the benefits
when the goal is being achieved by the employee. Many of the big companies are making use of
vroom motivation theory to motivate the group of people. They are developing their goal
measurable and specific so that employees can attain and enhance their performance level. Apple
inc. is making use of vroom expectancy theory for motivating employees. They are assigning
them such goal which are attainable and specific which assist to inhance their performance and
more motivate as well.

Leadership style to manage the millennial generation
As there are number of leadership to manage the activities in the organization and
manage the people as well. Some of them are as follows:
Transactional leadership: This type of leadership undertake different aspect but mainly they
lead the group of people by giving them rewards on completion of their task or performing
effective during the task and punishing them if they are able to perform the task or done any kind
of mistake (Gandolfi and Stone, 2018). As the current generation is too active, and they have
knowledge about the rules and regulation so to manage them organization have to tell them all
the terms and condition of the company. Organization also inform them early about the type of
leadership they have adopted. The millennial generation also need a satisfaction from their job
they are doing, and they also need career development opportunity, so with the help of
transactional leadership the leaders can easily give then chance to develop their carrier.
Autocratic leadership: this is a leadership approach in which the leader is having all the control
on decisions and not taking any suggestion of the employees working in the organization. There
are number of organization who are currently managing the employees with the help of
autocratic leadership (Blštáková and et. al., 2020). To manage the people they are instructing all
the information to them about the work and the other necessary information. As people in current
generation are very uncertain so when the leader will make use of autocratic then employee have
to follow strict rules and regulation which will help to manage them in any organization. The
employees are also establishing more confidence in the manager so that they can take more
effective decisions which will lead to higher productivity. With the help of autocratic leadership
to manage the millennial people tend to enhance the communication also reduces the stress level
of the employee so that they can perform effectively.
Importance of employees induction in modern workplace's
Employees induction is the process to explain the norms and organization expectancy
towards the employee so that worker can adapt is quickly and perform its best. Its main purpose
is to develop a friendlessness in the mew employees and settle in the new environment faster as
soon as possible (Iliopoulos and et. al., 2018). With the help of induction the employees can be

integrated into the company and further the culture, system and procedure can be told them so
that they can adjust accordingly.
In the modern workplaces the induction play an vital role to attract the new employees so
that they can retain for long time with the organization. Any employee who join an company
uses to analysis the environment in the primary days within the organization. So the induction
must to so effective that employees feels fantastic. In the induction organization uses to tell about
the process and system they used to follow in their organization. There are number of reason
which states that induction is being must important when any new employee enter an
organization (Ployhart, Schmitt and Tippins, 2017). As for any new employee culture of
organization is being totally new, and they need to know about that to work effectively. The
compliance is also important as without knowing about the rules and policies of the employee
not able to perform effectively. It also helps employees to adjust as per the role in the
organization and retain for all period of time. The employee who get the effective induction can
learn the better manner to perform their activities to reach the desired goal of the company. The
organization can use the same induction repeatedly to the new comers and able to save the time
and money as well.
Recruiting and selecting process in 21st century
There are different type and style to recruit and select the employees with the organization which
are used in the current century by the companies (Lee And et. al., 2018). The processes of
recruiting and selecting are:
Recruiting process
The process of recruitment starts from identification of any job opportunity that match the
individual needs (Ployhart, Schmitt and Tippins, 2017). As when an organization want to expand
its business then they need more people to work or if any employee have resigned the job then
the vacancy is available. Further, in this organization will analysis the job in which they will
check whether the work need a new employee or it can be redistributed among the existing
employees of the organization. When they feel the need of need employee then they develop a
job description in which information about the job and duty are explained. Then the organization
develop a person specification in which the needs of skills and knowledge is given so that

anyone can apply. After this advertisement is made of job and application forms are distributed
to interested candidates and with the help of interviews recruitment end.
Selection process
In this process the selection of employee for the organization is done with respective
aspects this are development of criteria in this resumes are overlooked and question are asked in
the interviews. Further the application are reviewed and candidates are being filtered and then
interview are being organized. The candidates are test under different question and exams and
then one employee is being offered the opportunity.
CONCLUSION
This report concludes that management people are being very vital in the modern
workplace to get competitive advantages. Motivated employees can perform more effectively
and millennial people are also being managed effectively with better leadership style.

REFERENCES
Books and journals
Leroy, H. and et. al., 2018. Managing people in organizations: Integrating the study of HRM and
leadership.
Shaw, D., 2017. Managing people and learning in organisational change projects. Journal of
Organizational Change Management.
Saracho, O.N., 2019. Motivation theories, theorists, and theoretical conceptions. Contemporary
Perspectives on Research in Motivation in Early Childhood Education, 21.
Gandolfi, F. and Stone, S., 2018. Leadership, leadership styles, and servant leadership. Journal of
Management Research. 18(4). pp.261-269.
Iliopoulos, E. and et. al., 2018. Correlation between workplace learning and job satisfaction of
NHS healthcare professionals. British Journal of Healthcare Management. 24(5).
pp.226-233.
Lee, T.W. And et. al., 2018. Managing employee retention and turnover with 21st century
ideas. Organizational dynamics. 47(2). pp.88-98.
Ployhart, R.E., Schmitt, N. and Tippins, N.T., 2017. Solving the Supreme Problem: 100 years of
selection and recruitment at the Journal of Applied Psychology. Journal of Applied
Psychology. 102(3). p.291.
Blštáková, J. and et. al., 2020. Reflection of Digitalization on Business Values: The Results of
Examining Values of People Management in a Digital Age. Sustainability. 12(12).
p.5202.
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