logo

Managing People And Careers - Sample Assignment

   

Added on  2021-04-16

24 Pages5971 Words94 Views
Leadership ManagementProfessional DevelopmentHealthcare and Research
 | 
 | 
 | 
Running head: MANAGING PEOPLEManaging and Leading PeopleName of the Student:Name of the University:Author’s Note:
Managing People And Careers - Sample Assignment_1

2MANAGING PEOPLEExecutive SummaryThis current report focuses on the role of line managers in employee motivation andemployee engagement. It has been received that the line managers should provide respect to theemployees. Hence, the employees can feel valued in an organization. However, the employeescan be motivated by both financial and non-financial reward. On the other hand, y applyingdifferent models such as Maslow's model, Herzberg model, expectancy model, four drives modelwill be beneficial for the line managers to support the motivational practices. Apart from this, agood relationship between the HR and line managers is required to manage the people in anorganization. It has been found that the line managers are involved to implement the HR policiesin an organization to manage the people.
Managing People And Careers - Sample Assignment_2

3MANAGING PEOPLETable of ContentsIntroduction......................................................................................................................................4Discussion of the key practices to motivate and engage the employees in an organization............4Discussion of the models related to motivational practices.............................................................9Identification and evaluation of the relationship between the line manager role and HRrepresentative in the management of people.................................................................................14Conclusion.....................................................................................................................................18References......................................................................................................................................20
Managing People And Careers - Sample Assignment_3

4MANAGING PEOPLEIntroductionPeople management refers to the management of subordinates in a business organization.However, workforce management is a crucial duty for line manager by establishing a goodrelationship with the staffs (Leroy et al. 2018). In order to meet the organizational goal leadingand management of people is essential for the management. Line managers can manage theirstaffs by moving them from one place to another place. A line manager can manage the peopleby motivating themselves. Such motivation can be done by establishing a good relationshipbetween the managers and employees. Informal recognition is a good approach that is used bythe line manager to insist their employees in their work. To enhance the performance of the staffsin an organization motivation is one of the vital techniques as it leads the employees to feelvaluable in an organization. This study deals with the role of line manager as well as leader tomanage the people by motivating them in an organization. Discussion of the key practices to motivate and engage the employees in an organizationEmployee motivation and employee engagement are mandatory for every organization toenhance their performance. In order to motivate the employees an organization needs to adoptseveral practices. Major practices are as follow:Acknowledge the personal career objectives of the employeesEmployees those know that they are in particular career path is motivated highly. It isimportant for an organization to motivate their employees by ensuring them that their career issecured in this organization. Every employee has an aim to get high growth in their career.Hence, if a company fulfills this need of the employees then it will be easy for this organization
Managing People And Careers - Sample Assignment_4

5MANAGING PEOPLEto motivate their employees (Venkatesh et al. 2017). For an employee, it is essential tounderstand what opportunities are present in their current job role. Many employees prefer theupward mobility and future promotion rather than the money. Thus, organization needs to give aclear idea to their employees about the benefits and growth that are associated with their jobprofile. As argued by Ngotngamwong (2018), many organizations face high turnover as they failto reveal the growth opportunity towards their employees. For every organization, it is crucial toacknowledge the personal career goal of their employees. Based on the current status of globaleconomy a secure career path is preferable than the high salary. Line managers of anorganization needs to identify the preferences of the employees in their job.Maximum individuals who have a great focus on upward mobility are influenced byleadership opportunities (Ranjan 2017). This is a major career objective of the employees. For aline manager, it is important to identify the specific career objective by providing leadershipopportunity to the employees. However, the line manager needs to reduce the promotion ofwrong people as it may hamper the overall performance of the organization. An employee shouldunderstand what opportunities are available in an organization. However, if the opportunities areclear to the employees then they will get confidence and involve more in their work. Lack ofupward movement in an organization leads the employees to lose their sense of the purpose ofmotivation.Establishment of an open communicationCommunication is vital for any business to manage their workforce. In order to enhancethe employee engagement in an organization, communication is necessary. Maximum employeesgive priority to the open communication process. An open communication helps the employees
Managing People And Careers - Sample Assignment_5

6MANAGING PEOPLEto share their concern regarding their job (Oberink et al. 2017). For the line managers, they needto establish an interpersonal relationship with the employees. This can be done by using opencommunication process. Such open communication allows the line managers as well as theleaders to find out the interest of the employees. The managers require speaking frequently withthe employees as it enables them to show that they care about their employees besides enhancingthe productivity. As criticized by Hodgeset al. (2017), many employees often demotivated dueto poor communication between the leaders and the employees. This leads the employees to feelthat they have no value in their organization. This leaves negative effect on employeeperformance. To enhance the motivation process it is vital for the managers to establish a goodrelationship with the employees that can be done by using an open communication. Opencommunication leads the employees to feel free with the managers. Motivation of the employeescan be done based on a strategy hence; open communication is a useful strategy to motivate theemployees by identifying their issues and needs regarding their work. Providing informal recognitionInformal recognition is more effective than formal recognition scheme. However, toenhance the employee engagement it is essential for an organization to give value to theiremployees. If the employees get sufficient respect and value in their workplace then they want toattach with this organization (Gillet et al. 2017). Informal recognition will be helpful to developa personal link between the line managers and the employees. As for example, Sodexo RemoteSites Scotland has introduced a point based recognition scheme for their UK staffs. Thisorganization has launched this recognition scheme for 1,000 UK staffs. This scheme containsthank you cards, long service award and award for having an innovative idea(Employeebenefits.co.uk 2018). By using this practice Sodexo Remote Sites are able to increase
Managing People And Careers - Sample Assignment_6

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
Managing and Leading People
|19
|5198
|368

Motivating and Engaging Employees: A Comprehensive Guide for Managers
|25
|5866
|233

Motivating and ENGAGING Employees
|20
|5706
|428

Managing and Leading People in the Workplace: Critical Analysis of Leaders' Role and Relationship with HR Representatives
|17
|6052
|216

Managing Human Resources: A Bridge Between Employees and Organization
|15
|3624
|141

Career Option as Human Resource Officer
|8
|640
|469