Human Resource Management Essay

Please establish a clearly designated area in your team’s Group Discussion Board for this purpose – I do not want to search all over for this.

The biggest problem to a manager is managing employees. This is because employers often do not know how to handle their employees. An effective manager knows that motivation is a difficult skill to acquire. So over the years, many theorist have studied motivation in order to

This theory of Herzberg has been applied by the management of Greyston to ensure that the employees are motivated to increase their productivity. The motivating factors that the enterprise uses include recognition and encouraging them to work as a team. The company has also incorporated team member excellence and happiness as a strategy for ensuring that the workers are motivated to work towards the achievement of organizational objectives. The hiring process is also unique in some way. For instance, the enterprise does not consider one's educational qualifications or social status during the recruitment process. Additionally, Greyston applies David McClelland’s needs theory of motivation. The organization achieves the needs of its workers by providing them with social services such as health and housing facilities (Leflar & Siegel, 2013). McClelland’s needs can be classified as achievement, power, or affiliation. Additionally, the management encourages teamwork and timely achievement of results. Their effectiveness and motivation can be achieved by meeting these needs, and the enterprise has incorporated them into its strategic planning

Motivation according to Kelley (2014) is the ‘process through which managers build the desire to be productive and effective in their employees’. If an employee is motivated, they are more likely to be productive and generally staff turnover is low. The problem of worker motivation is that workers are not seen as humans, they have a lack of freedom at the workplace and lack of job fulfilment. Taylor and McGregor Theory X argue that there is not a problem with worker motivation, workers will be obedient because of fear of losing their job motivates them to do well. Whereas Maslow and McGregor’s Theory Y argues that there is a problem with worker motivation because of class conflict between the worker and the manager. The

Overall, Herzberg’s satisfiers and dissatisfiers could be identified throughout the case study, the city should ensure that the anxieties of the workers are taken into account, it may be opportune for alternative job actions to be utilized, and organizational development would be the preferable method to promote organizational change.

According to Herzberg (1968) only well-designed jobs, challenging tasks and the acknowledging awareness of management and

3 “Maslow’s Hierarchy of Needs” clearly motivates employees by meeting their self-actualisation needs by offering career progression, introducing new elements to a role, developing supportive training and personal coaching.

This paper discusses the Herzberg theories of motivation also known as the two factor theory, or motivator-hygiene theory. Intending to discuss how the theory was developed, how reliable it is in the work place today, and if it plays a role in the motivation of people in the workforce.

Herzberg, F. (1987, September). One more time: How do you motivate employees? Harvard Business Review .

Human Resource Development (HRD) is often seen to be a central feature of SHRM. Discuss the role and importance of HRD in achieving SHRM organizational outcomes.

The literature review, explain the theories which are related to the case study’s problems in order to the motivation and satisfy employees’ needs. There are three important theories include; organizational motivation justice, Maslow’s hierarchy needs theory, and expectancy theory.

Human Resources Management RECRUITMENT AND SELECTION 1. Introduction Task 1 1. A report distinguishing between traditional personnel management and the new approach to human resource management, outlining their historical development. 2. The Human Resource department in TD Travel Group.

There are several theories based on motivation provide support for the relationship between motivation and performance. These theories include: Expectancy Theory, Maslow’s Hierarchy of Needs, Herzberg’s Motivator-Hygiene Theory, McClelland’s Needs for Achievement, Affiliation and Power, Equity Theory and Goal-Setting Theory. Expectancy theory suggests that motivation is high when employees believe that high levels of effort lead to high performance and high performance leads to attaining desired outcomes. Maslow’s Hierarchy of Needs says that five basic needs must be met by people in the order from bottom to top with each higher level upward leading to motivated behavior. Herzberg’s Motivator-Hygiene Theory focuses of two factors attributed to the workplace: 1) meeting basic expectations 2) leading to increased performance. McClelland’s Needs for Achievement, Affiliation, and Power identifies three needs for a person 1) achievement 2) affiliation 3) power; of which all three pertain to a person’s desire to perform well, have positive interpersonal relationships, and the desire to influence others. The Equity Theory is one’s perception of fairness

Industrial/Organizational (I/O) Psychology is devoted to the study of employee behavior in the workplace and understanding the issues facing organizations and employees in today’s complex and ever changing environment. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. An organization depends on the ability of management to provide a positive, fostering and motivating environment for its employees in order to increase profits, productivity and lower turnover rates of its employees. The purpose of this paper is to discuss and compare six academic journal articles and explore the behavior, job, and need based theories of motivation that can aid management in motivating and understanding their employees. Finding that delicate balance to can sometimes be elusive so effectively learning how to motivate by understanding, controlling and influencing factors to manipulate behavior and choices that are available to employees can produce the desired outcome.

The role of human resource management is to assist managers in strategically managing people as business resources (Bianca, 2016). Implementing strategies that increase employee commitment to the organization begins with recruiting and matching employees with the right positions that fit their qualifications (Bianca, 2016). Hiring a strong workforce is a primary goal of human resource management. There are many challenges and guidelines put into place to ensure fair practices in recruiting are followed. The Equal Employment Opportunity Commission is the agency responsible for enforcing federal laws that make it illegal to discriminate against an applicant or employee based on race, color, religion, sex, national origin, age, disability or genetic information (EEOC, n.d.). The EEOC is the agency that is responsible for investigating charges of discrimination against employers covered by the law (EEOC, n.d.). EEOC laws apply to employers that employ at least 15 employees and the laws apply to many types of work situations including hiring, firing, promotions, harassment, training, wages and benefits (EEOC, n.d.).