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Improving Employee Motivation and HR Strategies in G&K Limited

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Added on  2021-04-30

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This paper discusses the correlation between leadership style and employee motivation in G&K Limited, management approaches and related problems, proposed human resource practices, and strategies for employee motivation. The proposed HR strategies include job security, employee hiring process, self-managed teams, compensation, and reducing organization status barriers. The paper also discusses intrinsic and extrinsic factors that influence employee motivation.

Improving Employee Motivation and HR Strategies in G&K Limited

   Added on 2021-04-30

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Table of contentExecutive summary:..................................................................................................................31.0Introduction....................................................................................................................42.0Correlation between leadership style and employee motivation in G&K limited......53.0G&K Management approaches and related problems.................................................64.0Proposed human resource practices for G&K...............................................................75.0Strategies for employee motivation in G&K...............................................................106.0Conclusion.....................................................................................................................14References...............................................................................................................................16
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Executive summary:Retail sector is one of the competitive industry across global and customer service is the key factor for organization development in the market place. According to Heskette et al., 1991 employee attitude is the dynamic aspect for customer satisfaction. Marshall et al., 2001 pointed out that the organizational commitment of employee’s results in lower attrition rates and improves customer satisfaction. Bass 1985 cited that the leadership style of immediate supervisor directly linked with employee job satisfaction. With these references we can interpret that employee attitude can be improved in the organization by apt leadership style and implementing effective human resources strategies, policies. Motive of this assignment is to discuss and provide solution for the human resource issues experienced by G&K limited. Mainly on leadership style followed in the organization, management approaches, improvement needed in the HR strategies and policies and better ways to motivate employee to achieve desired objectives. By analysing it is clear that autocratic or command and control leadership style followed by G&K leads to employee dissatisfaction and further disconnect with leaders and not motivated towards the goal achievement. Also management approaches practiced in G&K negatively impact employee motivation and reason for employee short stay in the organization. G&K HR strategies are not competitive in the current market situation and people and organization centric strategies proposed for better results. From G&K there is very less or no motivational factors implement in the policies, on the other hand in this paper intrinsic and extrinsic factors discussed for inclusion in the HR strategies and policies.
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1.0IntroductionWhat is leadership? It can be defined in numerous ways. Stogdill (1974, p. 7) stated that leadership is similar to the words love and democracy, even if we knows what we mean by such words, the words can have different meanings for different people. 1900 – 1929, Moore, 1927, p. 124 described leadership as, ability of leader to impress the followers and encourage them for better cooperation, respect and loyalty. Seeman (1960) defined leadership as act of a person which influence others in shared direction. In 1980’s leadershipexplained as transformational, trait, charismatic etc. by Burns, Peters & Waterman. In 21stcentury leadership further detailed out into authentic, spiritual, servant and adaptive. As thedisagreement continued for decades, it was commonly agreed by all that common definitionfor leadership may be challenging considering the facts of generation change and global influences. G&K limited is into retail business throughout UK and mainly concentrating on outdoor sports and holiday wear items. Recent events indicates that G&K strategies and approach towards customer is not up to the standard of other competitors. Considering the facts, executive board has decided to appoint a new CEO to improve the organization growth. After analysing the present status of the organization, CEO decided to appoint new HR director to streamline the process. In this paper we are going to discuss on the strategies and approach which can help CEO and HR director has to demonstrate to manage the organization in effective manner.In the upcoming sections, we will be discussing about the command and control leadership style both pros and cons, management approach and improvement, proposed HR strategies and policies for efficient outcome measured through goal accomplishment.
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2.0Correlation between leadership style and employee motivation in G&K limitedIn line with initial studies by Louise, it was identified that the leadership style followed in G&K is command and control. It is a style of leadership, which is authoritative in nature and go with top-down approach similar to autocratic style. Ardichvili, Kuchenke (2010) & Egwunyenga (2010) mentioned that autocratic leader take decisions independently and keeping distance from staff. Although employee given chance to provide suggestions or input, it is hardly considered for decision making process due to leadership style followed. Northouse (2015) argued that under autocratic leadership innovative thoughts of staff may supressed as leader decision overrule others. These references clearly states that autocratic leader has power of decision making and exercise of authority. Reason for the same explained by Cherry (2018) as autocratic leaders believed that motivation environment can be created by rewards and punishments. Hoyle (2012) mentioned that autocratic leadership is a structure of pyramid, where leader at top of hierarchy and employee at the bottom. Hernon and Roister (2007) documented that autocratic leaders decide rules and policies without consulting staff. Considering this Allner 2008; Azuh 2015, Egwenyenga 2010, Long 2008 stated that satisfied employee with the set of policies determined by autocratic leaders will show positive attitude and unsatisfied employee will lead to unnecessary organisation problems. With this it is noticed that the command and control leadership practiced by G&K may give higher productivity for certain period, however according to Judge et al., (2004) in long run this leadership style may negatively impact the groups emotion and relationships. Also Bass,1990; Russell & Stone, 2002 mentioned that these leaders limit others power in decision making. This may in turns lead to employee dissatisfaction and further disconnect with leaders and not motivated towards the goal achievement.
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