返回首页

人力资源管理论文:组织内激励员工的探索方法

时间:2016-06-21 18:55:53 来源:www.ukthesis.org 作者:英国论文网 点击联系客服: 客服:Damien
组织内激励员工的探索方法
Exploring methods of motivating employees within organisations
 
激励是影响员工劳动生产率的关键因素之一。员工的激励起着关键的作用,从员工产生更大的产出。它已经看到,平庸的员工通常不生产他们变得容易自满。动机的缺乏也导致员工的士气和低性能的挫折而最终结果下降(动机)。
它已被发现,员工通常需要额外的东西,除了他们的基本工资,以获得动机。这种额外的通常是在给予员工的奖金的形式,这有助于使员工意识到,他的辛勤工作是由组织认可。这些情绪通常会增加员工的激情,以更好的表现得到更高的奖励和奖金。
 
Motivation is one of the key factors that affect the productivity of an employee. An employee's motivation plays a key role in producing greater outputs from the employee. It has been seen that uninspired employees are usually less productive as they become apt to complacency. The lack of motivation also leads to a decline in morale and discouragement which ultimately results in lower performance of the employee (Motivation).
It has been seen that employees usually need something extra apart from their basic salary in order to get motivated. This extra is usually in the form of bonuses given to the employees which helps the in making the employee realize that his hard work is being recognized by the organization. These feelings usually increase the urge within the employee to perform better as better performance may lead him better incentives and bonuses.
Although it is important for a manager to give bonuses but allocation of resources is not always an easy task for the manager. It is one of the most complex decisions as identifying the best out of many good performers is quite difficult as employees have to be given different bonuses which are usually on the basis of their performance. It is also important for the manager to keep in mind the budget of the company while allocating bonuses as allocation of bonuses should be done within the budget as excessive money allotted to bonuses may lead to decline in the total value of the organization.
 
Value Driven and Performance Driven Organizations:价值驱动和绩效驱动的组织:
 
In the book "Authenticated Leadership" author Bill George has said that the biggest challenge for businesses today is to create a culture that is performance driven and value centered as performance and values form a very important part of business today. It can also be said that businesses today run on these two basic terms. Value driven generally means dealing with the current scenario and it deals with the values of employees and clients. As the clients and employees are the people responsible for success or failure of the company it is important not to hurt their values as it may lead to loss of client or a skilled employee for an organization.#p#分页标题#e#
Performance driven means that performance is the most important criteria to judge any entity related to an organization or organization as a whole. A performance driven company usually has fixed and clear goals. The activities of a performance usually are well planned to achieve the goals of the organization. In a performance driven organization bonuses and incentives are based on the performance of employees.
 
Bonuses as Motivating Factors:
Bonus given to an employee may make him feel that his worth is understood by the organization and gives him a feeling of belongingness to the organization. Bonuses are also a method to make the employee feel that the profits that the organization is making due to his contributions are shared with him. Such feelings in the minds of the employees motivate them to work harder for the organization as they feel that the organization belongs to them and higher profits to the organization will lead to higher benefits for the employee.
 
Issues for managers in allocation of bonuses:管理者分配奖金的问题:
 
While allocating bonuses the managers of the organization have to deal with various issues. The issues can create problems for the organization if they are not handled with care. The allocation of bonuses is mainly done on the basis of performance so the first issue that affects the manager has to take care is to distinguish between the performances of different employees. Another issue s that the staff of the organization may feel that the decision taken by the manager was bias towards an employee so it is important for the manager to explain his views on the allocation of bonuses to different employees and why different amounts were given to different employees in other words the manager has to take the whole staff into confidence. Sometimes it is also possible that people with better communication skills and lower performance may present themselves as high performers in such cases also the manager has to work out the situation and ensure that the best performer is awarded as otherwise a wrong message will be passed to the employees of the organization. The manager also needs to make sure that the allocation of bonuses is not affected by the Wasta Connections of an employee.
 
Wasta Connections:
Wasta is Arabic for connections, pull. Wasta connections usually play a key role in decisions taken in the Arabic organizations. Wasta was initially used by patrons to help their followers but now it has been exploited to seek money rewards and is commonly used in the Middle East. Wasta initially served the purpose of defusing tribal conflict in the past to acquiring economic benefits today (Wasta connections)
According to a poll done by Arab Archives Institute it was found that more than 87% of the respondent believed that Wasta should be eradicated from the society and considered it as a form of corruption. Another problem that was clear from the polls was that more than 90% agreed that they would be using it if it was not eradicated which shows the affect of Wasta on the Arabic society. (Research on Wasta By Arab Archives Institute). This high percentage is bound to impact all the organizations working in the organization as organizations usually adopt to the culture of the place where they operate and the acceptance of Wasta highly reduce their probability for becoming performance oriented because due to the existence of Wasta a non-deserving employee may get higher bonuses than a deserving employee.#p#分页标题#e#
Wasta has affected both private and public sector enterprises of the region and has been the cause of losses to many organizations in the region.
Wasta generally refers to mediation by a third party which leads to benefitting an individual. Some of the Wasta practices are considered legal in the Middle East whereas others are illegal under law in the region. Wasta practices are considered legal and include the services of real estate broker, attorney generals and accountants in the west (Description on Wasta).
Wasta usually leads to acceptance of a less skilled person on a job where a more skilled person could be employed does leading to loss for the organization as a less skilled person requires more training and is usually less efficient in terms of output hence the organization has to put in extra costs and gets lesser output. Moreover if Wasta is dominant while allocation of bonuses and incentives it gives a feeling to the other employees that they will not get awarded in the organization no matter whatever their performance be and as a result demoralize them and also affects the productivity of the employee in the long run.
 
Conclusion:结论
 
From the study it is clear that bonuses form an important part of businesses today as highly serves the purpose of motivating employees and getting higher profits from them and also affects the net output given by the organization in the year. If the bonuses are distributed ethically they tend to act as promoters for the business but if they are distributed unethically and in a manner that questions the transparency of the distribution process then its impacts on the organization are usually negative as it leads to loss of confidence of the employee on the organization.
In today's highly competitive world the organizations have largely become performance oriented as high performers usually leaded to higher outputs for the organization and which in turn leads to a high growth rate for the organization but in the Arabic countries the practices such as the Wasta affect the organizations badly and usually lead to lower profits.
It is important for the companies working in the region to find ways to cope with all these practices in order to ensure a steady growth rate.
It is also important for the manager to allocate the bonuses properly after the complete analysis on the subject as any errors or misconceptions with lead to a feeling of misunderstanding in the minds of the employees and the values of the manager will be questioned even though the manager is not at fault with his values and is clear when it comes to his personal values.
It can be concluded that awarding bonuses are measures taken by organizations in order to revolutionize the growth of the company but they may have negative impacts if they are not properly distributed which creates importance to the role of the manager and it is the ability of the manager that finally results in the success or failure of the policies.#p#分页标题#e#
 
(责任编辑:www.ukthesis.org)


------分隔符-------------------------------------
UK Thesis Base Contacts
推荐内容
  • 人力资源管理论文:组织内激励...

    本文是留学生论文范文,主要是内容是围绕人力资源管理中,组织内如何激励员工的方法进行探索和研究。...

  • 国际人力资源管理(人力资源管...

    随着全球经济与文化的日益加深,为了获得竞争优势,在激烈的市场竞争中采取主动行动,越来越多的中国企业走出国门,寻求资源的有效配置。...

  • 培训是否实际提高员工保留?

    本文是人力资源论文,主要内容是员工保留的重要性和对经济的影响,以及影响人员流动的因素和分析培训是否真的能影响人员流动。...

  • 人力资源管理论文:公共部门机...

    本文是人力资源管理论文,主要讲述了公共部门机构中,领导激励方法对员工绩效的影响,突出了评估性能团队的重要性。...

  • 人力资源管理

    本人是HRM essay,主要讨论人力资源管理可以帮助企业获得竞争优势,在人力资源管理战略和经济上成功之间有直接相关性,是否可以在大陆用同样的政策和程序管理来自......

  • 人性在公司中的重要性

    这是关于公司如何提高员工工作效率的研究,介绍了研究的目的,方法。其中涉及动机的一些学说,提倡采用激励的企业战略来达到高生产率的企业目标。...