HR Management – Be Motivated Essay Sample


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This study will explicate the nexus between motivational theory and wages. measure the procedure of occupation rating and other factors finding wage. asses the effectivity of wages systems in different contexts. analyze the methods administrations use to supervise employee public presentation. place the grounds for surcease of employment with an administration. depict the employment issue processs used by two administrations. and this study will besides see the impact of the legal and regulative model on employment surcease agreements.

Most companies motivate their staff in order to have better consequences. public presentation. good attending. growing of the company and improved single behavior. Motivation can demo a concern an individual’s ability to execute. which will enable the company to see if any preparation or development is needed. However. reward systems can besides be put in topographic point by concerns. Wagess can be things such as ; fillips. flexible working. staff price reduction. free or decreased rate wellness benefits. discounted gym rank etc. Motivation focuses on the person and how they can accomplish better consequences for both the company and the person. whereas wagess are giving the single something excess outside of work to congratulate good work. “Guest et Al ( 1998 ) notes that in recent old ages there is grounds of the formation of the psychological contract – this has resulted in better organizational committedness and motive for employees. ” Bratton & A ; Gold ( 2003 )

The Psychological contract is over and above the written contract. the written contract includes: hours. rewards. vacations. wellness & A ; safety. occupation rubric. pensions. length of contract. provisional period etc. The Psychological contract includes preparation – up skilling. it looks at future chances. calling waies. and work/life balance ( i. e. flexible hours ) . “Primarily. the Psychological Contract refers to the relationship between an employer and its employees. and specifically concerns common outlooks of inputs and results. ” Business Balls ( 2010 )

“There are many academic theories that exist within the field of employee motive. Some of the statements of the theories are indistinguishable and the differences are the advocates of the same. However. the commissariats and statements of some of the theories are different. depending on the motive of the advocates and their worldview. ” Smith. C ( 2010 ) Maslow’s Theory focuses on cardinal human demands. Maslow suggests that persons are motivated by different factors at work. the hierarchy of demands includes:

This theory can let directors to make calling waies for their employees and construct a better relationship with them. Not merely can the hierarchy of demands be used for an person. but for an administration every bit good.

Maslow’s theory can be applied to many different occupation descriptions and administrations which is why it is such a great motivational theory. nevertheless there is one point which may be a disadvantage ; everyone’s hierarchy of demands are different. so if you are a concern you can non construct one hierarchy and anticipate a good public presentation for all of your employees because it will non fulfill every employee’s needs. Everyone is different and everyone has different ideas to each other. Elton Mayo’s theory of Human Relations suggests that teamwork is an of import incentive. and directors should take an involvement in their workers. Besides while Mayo carried out this experiment at the Hawthorne mill of the Western Electric Company he stated that physical conditions and pay matter less than societal interaction when actuating employees. Elton Mayo believed that workers could be “better motivated by holding their societal demands met whilst at work ( something that Taylor ignored ) . He introduced the Human Relation School of idea. which focused on directors taking more of an involvement in the workers. handling them as people who have worthwhile sentiments and gaining that workers enjoy interacting together. ” Tutor2U ( 2012 ) The two factor theory by Herzberg doesn’t merely analyze the workers. it analyses the concern every bit good.

Herzberg’s research shows that some factors are satisfiers and non incentives. Satisfiers/motivators are factors that can actuate workers supplying occupation satisfaction. and they are concerned with the occupation itself and include achievement acknowledgment and duty. Hygiene factors are external to the occupation itself and can do dissatisfaction if non fulfilled. Hygiene factors include: company policy. supervising. wage and working conditions. To do workers experience fulfilled at work concern need to make conditions which will enable this. From these theories you can see each individual has a different position on what motivates employees. some theories older than others. F W Taylor’s theory was one of the earliest motivational theories. and he declared that workers are merely motivated by wage. This theory could be seen as out of day of the month. because now more and more administration are offering excess wagess which may give employees the feeling that wage is something that should be given irrespective.

However. Taylor identified that employees would work harder for more money. so piece rate was introduced. If you look at what administrations offer now you can associate Taylor’s theory to how some administrations use motivational theory. For Example: A batch of administrations offer wagess now in exchange for good/hard work. so alternatively of working harder for more wage or being paid for how much work you do ( Taylor’s Theory ) ; employees are working harder for excess wagess. If you look at it like this so Taylor’s theory is still being used today. Administrations may non merely lodge to one motivational theory because everyone is different so they may blend and fit. they may utilize some factors of two or three different theories to guarantee their employees are motivated and give good public presentation at work.

Wagess are given to employees for good work and/or behaviour. Most concerns have reward systems or programmes in topographic point and they can hold some similarity to motivational theories. For Example: Tesco’s employee wages programme ( Appendix 1. instance survey ) is similar to Taylor’s theory. Tesco’s fiscal wages bundles are one motivational factor nevertheless. Tesco realises that pay/increases are non the lone factor to actuate or honor. they support the varied life styles of single employees through relevant and targeted benefits. Tesco’s wagess for difficult work include:

•Free portions after one years’ service
•Save as your earn portions
•Pension strategy with equal parts from Tesco
•Employment price reduction card
•Christmas or pay faux pas verifiers
•Private health care ( free or particular rates )
•Gym rank
•Holiday price reductions
•Contract free phones with o2
These are merely some of the wagess that are given to Tesco’s employees. but as you can see they offer some great wagess. This helps towards employee motive and fidelity to the company. Not all administrations offer what Tesco offers. Ramfoam Ltd does non offer many wagess to their employees. they offer: Bonuss

Christmas verifiers
Christmas counter ( in work hours )
Work Clothing

From the information above Tesco’s employees would be far more motivated and faithful than Ramfoam’s employees because of what they offer. This shows new possible employees what kind of administration they would be working for. Tesco would be reviewed as a flexible. carnival. and loyal to employees. whereas Ramfoam may be reviewed as a tough administration. non really flexible and more work for less pay/rewards. Other wagess that could be given from administrations are:

All wagess help the administration to make its targets/
aims. and hike the public presentation of employees.

There are a figure of different public presentation rhythms that administrations can utilize to supervise employee public presentation. Some of which are ; Planing Performance – this is where director and employee create a shared position of public presentation. Supporting public presentation – The director should take on board an enabling function. Medal & A ; mission. maintain up to day of the month with organizational alterations. it is employee’s responsibility to run into the nonsubjective set.

Ongoing reappraisal – This is can be informal or formal ( good done or nonsubjective signed off ) The most popular system used by administrations to supervise employee public presentation is the assessment system. An assessment system usually takes topographic point every 3. 6. 12 months with your director and or team leader. and sometimes HR or forces director. Appraisals can be used to ; actuate employees. place countries for betterment. possible career/training chances. place jobs. set marks ( sales/attendance/punctuality ) . give congratulations. reexamine last period. and fit aims with company aims. “According to a recent IRS Survey ( IRS Employment reappraisal 769a. 2003. p8 ) the chief grounds for assessment are: to place training/development demands ( 89 % ) . to measure single public presentation ( 82 % ) . to place and admit good public presentation ( 32 % ) . to guarantee directors and staff communicate ( 31 % ) . to assist do reward determinations ( 19 % ) . to place and cover with hapless public presentation ( 17 % ) . to increase productiveness ( 9 % ) and to mensurate the criterion of people direction ( 5 % ) . Marchington. M and Wilkinson. A ( 2005 )

Both administrations and employees can accomplish a batch with an assessment system. nevertheless. if it is merely the typical routine/procedure that an administration uses so it can be referred to as merely a box clicking exercising. Typical assessments include a self-appraisal signifier and inquiries such as ; where do you desire to be in 1. 3. and 5 years’ clip. Then your manager/HR/Personnel will rate and discuss with you your cognition. accomplishments. occupation public presentation. behavior and any issues you wish to convey up. Then to reason you will travel over new marks and any betterments you need to do.

There are a few academic theories which describe assessments and suggest how they should be carried out.

Randell et Al – 1984 suggests that assessments fall into three wide classs:
– Reward Review
– Potential Review
– Performance Review
He believes that public presentation reappraisals have the greatest advantage. such reappraisals including assessment of past public presentation. meeting aims. designation of preparation demands and jobs forestalling better aims. This theory is really similar to how most private administrations conduct public presentation assessments. private sector workers are more likely to make more work for less wage which means administrations can/should set marks and aims for their employees to run into. This is an easy manner for administrations to see what their employees are capable of and how good they can run into marks. nevertheless for the employee this type of assessment can be like a box clicking exercising and it doesn’t truly do a difference. Fletcher’s academic theory is the 360 ° assessment. Fletcher identifies this system is where there is a scope of subscribers. Often a quantitative attack is taken with a scope of raters’ finishing a questionnaire on behavior and actions of the appraisee.

Fletcher 1993 notes that assessment systems have a shelf life. he considers that alterations to systems are necessary to regenerate involvement and energy. John fletchers approach to an assessment system is more enlightening and has more construction ; this system would work really good within the nursing sector. Nurses work for complacency unlike most private sector workers so for a nurse to hold an assessment like what Randell Al suggests it would non be really hearty or helpful. Puting marks and reexamining past aims would non make any justness for a nurse. Nurses should be reviewed by the service they give and how good they work with their patients and other nurses on their ward. Patients should be given a pick to finish a short questionnaire which would review/rate the nurses who looked after them. Some inquiries which could be asked are ;

•Rate from 1-5 in squad working ( which shows the valuator how good they work with co-workers ) •Rate from 1-5 in bedside manner/helpfulness ( which shows how good they treat/help their patients ) •Rate from 1-5 in single working ( which would demo how good they can work on their ain and if they need any farther training/development )

An extra remark box could besides be added for any excess remarks the patient would wish to do. The 360 ° is a great manner to hike motive and public presentation ; both nurses and valuators would hold the chance to look at outside reappraisals from their patients. this would demo them both how good they do their occupation and if there is any room for betterment. This attack is better and more suitable for public sector workers because it shows how good they serve. This theory could work for some private sector workers if they dealt with clients face to face. but realistically private sector workers are working to the administrations aims so they must hold aims themselves to assist the growing and success of the administration. This is why Randell et Al’s theory is better suited for private sector industries.

There are different types of payment systems which administrations can utilize. such as ;
Time Rate ( paid hourly/weekly or monthly pay )
Payment by consequences
and there are rather a few factors which can find wage and they are:
Public Sector – pay classs or pay rises every twelvemonth.
Attendance/punctuality – can cut down pay
National Minimum Wage
Because private sector industries can negociate wage. any of these factors could be used to find this.

Some of the grounds why employees leave an administration or for ending a contact can be ; travel to another occupation. sacked/fired. personal grounds. unhappy in current function. redundancy. or retirement. If an employee does desire to go forth. they should supply the administration with the surrender in authorship. and they may necessitate an issue interview so the employer can find the cause. The grounds for an employer ending an employee’s contact can be ; Dismissal ( Wrongful. unfair. justified ) . expiration of employment ; ( surrender. retirement. expiration of contract ) redundancy ; redisposition. re-training.

Dismissal of an employee occurs when:
•The employer terminates the contract either with or without giving notice
•A fixed term contract terminals and is non renewed
•The employee foliages. with or without giving notice. in fortunes in which they are entitled to so make because of employees conduct.

Potentially just grounds for dismissal:
•Capability or makings
•Illegality or dispute of a statuary responsibility
•Some other significant ground

Employment issue processs are handled otherwise in each administration. see appendix 2 for Dudley College’s process and appendix 3 for Ramfoam’s issue process. Both Dudley college and Ramfoam’s processs are similar. nevertheless as you can see Ramfoam has small item in the manner they deal with a disciplinary. for illustration: Ramfoam province that before any grudge is made the intent of the process is first to let an employee freely to show a ailment of affair of concern. so seek and decide the issues by agencies of a treatment. Ramfoam do non do it clear who the employee should talk to or raise the issue to. whereas Dudley college have stated in their process that the affair should be raised orally with the employees immediate supervisor. and if the issue is with this supervisor so it should be referred to the immediate supervisors ain director.

Dudley College have covered this item to guarantee the employee can experience satisfied and knowing about the process. Ramfoam have non done this and have non gone into much item. so the employee may experience diffident and may non talk up about the job because they do non cognize who to talk to. Besides Ramfoam merely have 3 simple stairss for their employees to follow. once more non in much item. and Dudley College have put in topographic point 4 phases which are really elaborate instructions. Ramfoam have a good process to how they deal with a disciplinary although more item should be included for the benefit of their employees.

“In Britain employment jurisprudence has traditionally played a minor function compared with any other states. the system holding been moulded by employers and trade brotherhoods instead than by legal enactment… Accordingly. the legal impact of intercession demands to be assessed non merely against its desirableness but besides against the likeliness of achieving it objectives. As we know with any country of legal intercession ( e. g. speed bounds. smoking prohibitions or bounds on noise ) . the more this is accepted as appropriate behavior by citizens. the more successful – and less interventionist – the jurisprudence needs to be. Marchington. M & A ; Wilkinson. A ( 2005 ) HR has to follow all legal and regulative models on employment surcease agreements ; the legal and regulative model consists of: Employment Rights Act 2008 – addition protection for vulnerable workers and buoy uping the burden for jurisprudence. the Employment act besides looks at other Acts of the Apostless such as ; National Minimum pay.

Employment Courts
If an administration does non follow with the statute law acts or an employee or an employer get tied up in a legal difference. so this can either be dealt with by the trade brotherhood within the administration or lead to employment courts where legal differences are dealt with in the work topographic point. “Tribunals play a major function in the HR country. covering with unjust dismissal. equal chances. and redundancy payments. Over the old ages. the tribunal system has had a important influence on the manner in which directions handles employment issues. and it has led to an increasing formalization of processs in using administrations. ” Marchington. M & A ; Wilkinson. A ( 2008 ) All of these statute laws are at that place to protect employees and do certain that administrations are covering with and handling people reasonably.

This study clearly asses the nexus between motivational theory and wages. along with discoursing the effectivity of wages systems in two different administrations which are Tesco and Ramfoam ltd. Performance rhythms and assessments methods were looked at in inside informations to demo why administrations used them to supervise employee public presentation. besides the procedure of occupation rating and other factors finding wage have been evaluated. Within these points creative/lateral thought has been demonstrated. and critical rating has besides been used to warrant valid decisions. Cessation of employment has been mentioned with assorted grounds for this with an administration. descriptive inside informations have been given for the employment issue processs used by Dudley College and Ramfoam Ltd. The impact of the legal and regulative model on employment agreements has been clearly identified.


Web sites
Business Balls. ( 2010 ) . The Psychological Contract. Available: hypertext transfer protocol: //www. businessballs. com/psychological-contracts-theory. htm. Last accessed 8th May 2012.

Business Directory. ( 2012 ) . What is Motivation? . Available: hypertext transfer protocol: //www. businessdictionary. com/definition/motivation. hypertext markup language. Last accessed 8th May 2012. Smith. C. ( 2005 ) . Reward Management and Motivational Theory. Available: hypertext transfer protocol: //www. articlesbase. com/management-articles/reward-management-and-motivation-theory-1902335. hypertext markup language. Last accessed 8th May 2012. Tutor2U. ( 2012 ) . Theories of Motivation. Available: hypertext transfer protocol: //tutor2u. net/business/gcse/people_motivation_theories. htm. Last accessed 8th May 2012.

Bratton & A ; Gold ( 2003 ) . Human Resource Management. 3rd erectile dysfunction. Hampshire: Palgrave Macmillan. P209. Marchington. M & A ; Wilkinson. A ( 2005 ) . Human Resource Management at Work. 3rd erectile dysfunction. London: Chartered Institute of Personnel and Development. P192. Marchington. M & A ; Wilkinson. A ( 2005 ) . Human Resource Management at Work. 3rd erectile dysfunction. London: The Chartered Institute of Personnel and Development. p49.


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