HRMT11010 Organisational Behaviour- Motivating Employees

The managers may also lack some amount of knowledge in execution of the successful program for motivation that raises the level of production and generates some positivity in work culture. However, there are many kinds of motivation, and it is crucial that management recognizes employees on a personal level for a successful implementation of programs. The main objective of every manager increases the level of manufacturing and level of effectiveness to reach the highest results for the company (Schuler et al., 2011). High level of motivation completely depends on the overall performance associated with satisfaction at job, accomplishments, recognition and growth professionally.

Discussion

Job characteristics model

The Job characteristics model can be defined as a concept according to which an idea where the task in itself is an essential element for the motivation of employees. Most notably, when any job is monotonous by nature it decreases the level of motivation and on the other hand; a challenging job increases the level of motivation (Lambert et al., 2012). The most important element of the process is variety, decision-based authority, and autonomy which can be considered as three methods of adding some challenging work in the job description (Simons, 2013). The concept of job enrichment as well as rotation plays an important role of adding different challenges as well as variety. It also defines that there are five important job features like the variety of skills, or identity related to a task, importance of the task, feedback and in the end, autonomy. This specifically influences three crucial states in psychology which can be experienced with the help of meaningfulness, outcomes associated with experienced level and associated responsibility and many more (Gibson et al, 2011).

Following is the detailed discussion: -

1. Work and its meaningfulness: the workforce holds some meaning to the organization, and there are something that people can totally relate to and it just not happens as a set of different movements to be continuously repeated. This is also paramount as well as fundamental for the internal level of motivation which also means that the work is constantly inspiring the people (Griffin & Moorhead, 2011).
2. Responsibility: here people will have to be provided with some options to gain some success or else failure at the work since there is the lack of ample amount of freedom of work given by the organization.  This, also, will also include the basic capability make some important transformations and also consist the process of understanding that people may gain while working (Griffin et al., 2012)
3. Outcomes and its connection with knowledge: this is very crucial because it provides the knowledge to people on how successful the work can be which further make sure that people can learn from past mistakes. Another reason is the connection which connects people emotionally to the consumer because of the outputs. Therefore, it provides some additional motive to the work (Barrick et al., 2013).  

How it helps to create motivating jobs?

People demanding for high development level needs are more influenced by the transformation in different job characteristics. Their conversion at the same time did not seem to impact the overall attitude as well as behavior in a direct manner. Instead, the transformations in the later stage were filtered by the opinion of the employees associated with the changes (Barrick et al., 2013). The level of employee's motivation is mainly based on the personal need of the people to develop and grow further in life. It is important to understand the level of desire to develop since it impacts the positivity of the feeling of the level of motivation. This is why, this further lead to cordial job performance (Boxall & Purcell, 2011). Some particular job features can raise the level of motivation, satisfaction, and performance. Following are some core job features:

1. A variety of skill which is the level to which people can utilize many kinds of skills and capacities on the work. Most specifically for those employees who are looking for some growth as well as development and people are most likely get assigned with the challenging work (Kass et al., 2011).
2. The identity of a task is based on the overall unity of the work assigned. It consists of a collective group of function to finish a project or to make a single line of the assembly.
3. The significance of task raises the level of importance on the job to the life of coworkers, and it also impacts the customer ((Boxall & Purcell, 2011)).
4. The process of autonomy provides employees as an overall sense of independence specifically when it comes to overall scheduling and organizing the overall work.

Attention on enlarging the nature of work helps in providing greater responsibility on workforce and this further assists the employees to accomplish the stage of self-actualization, development, and growth along with the personal level of accomplishment. This further lowers the options of absenteeism and turnover. One of the key goals that feature in any business and plans of the organization is based on the motivation of workforce. It further goes without saying that any inspired employees are able to provide creative as the well productive side of them (Boxall & Purcell, 2011). The process of innovation is crucial to manufacture some quality based work and only drive the workforce to put some serious efforts to find the better process to provide some high-level quality work in the most efficient manner possible.

Following are some of the additional strategies: -

1. Effective level of communication:

a. Interaction based on data that impacts the work of employees: this is important and would also make employees realize that they belong to the organization. It is imperative to keep the employees updated on certain things like modifying the due date, customer level of feedback, improvement of products, new communication structure or departmental based reporting and opportunity based training (Mone & London, 2014).  This will help in making a better form of decisions about the work as well as the changes that impact work. An impactful rule to follow will be based on sharing more than what is important.

b. An open door policy: according to the data provided in some different studies especially when there is a comparison with the immediate level of supervisors, the senior level managers had a significant role in attracting some crucial efforts from the workforce. These studies also covered a huge number of employees from at least eighteen countries all across the world, and it further proves that if in case, an employee gets some extra time to spend with the senior level managers, he must be rewarded for the hard work.  

2. Appreciation: the complete part of the workforce based on the whole picture and each part is crucial. Therefore, appreciation of hard work and different projects delivered in the right manner will inspire employees to feel positive about the work and also being valued. It is also important to identify the employee's hard work and talent as well as also show some appreciation for all workforces as a team when their efforts finally result in some achievements (Mone & London, 2014). This few minutes of appreciation give some recognition for the small period, and it can create important changes in the overall attitude of the employee at work.

Conclusion

The relationship between the manager and the employee is the most important relationship that a manager has to control. Other than this, the ability of a manager to properly motivate the workforce is based on the creation of a work culture as well as an organizational level culture that results in employee level motivation (Mone & London, 2014).

The overall work culture is based on an environment where employees are completely trusted for their work and also treated like intelligent human being and not micromanaged.  It is important that the flows of communication stays for the long period and also are treated with right kind of respect along with civility. Such factor helps in further producing a culture where employees will select the level of motivation to achieve the need of the work (Mone & London, 2014).

References

Barrick, M. R., Mount, M. K., & Li, N. (2013). The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics. Academy of Management Review, 38(1), 132-153.

Boxall, P., & Purcell, J. (2011). Strategy and human resource management. Palgrave Macmillan.

Gibson, C. B., Gibbs, J. L., Stanko, T. L., Tesluk, P., & Cohen, S. G. (2011). Including the “I” in virtuality and modern job design: Extending the job characteristics model to include the moderating effect of individual experiences of electronic dependence and copresence. Organization Science, 22(6), 1481-1499.

Griffin, M. L., Hogan, N. L., & Lambert, E. G. (2012). Doing “people work” in the prison setting: An examination of the job characteristics model and correctional staff burnout. Criminal Justice and Behavior, 39(9), 1131-1147.

Griffin, R., & Moorhead, G. (2011). Organizational behavior. Nelson Education.

Kass, S. J., Vodanovich, S. J., & Khosravi, J. Y. (2011). Applying the Job Characteristics Model to the College Education Experience. Journal of the Scholarship of Teaching and Learning, 11(4), 56-68.

Lambert, E. G., Hogan, N. L., Dial, K. C., Jiang, S., & Khondaker, M. I. (2012). Is the job burning me out? An exploratory test of the job characteristics model on the emotional burnout of prison staff. The Prison Journal, 92(1), 3-23.

Mone, E. M., & London, M. (2014). Employee engagement through effective performance management: A practical guide for managers. Routledge.

Schuler, R. S., Jackson, S. E., & Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 46(4), 506-516.

Simons, R. (2013). Levers of control: How managers use innovative control systems to drive strategic renewal. Harvard Business Press.