Management Assignment Samples

Assignment Sample On Employee Motivation

Question:- Describe briefly employee motivation and also explain organisational behaviour towards employee motivation?

Answer:- 

INTRODUCTION

Employee motivation alludes to processes for propelling workers, and has been extensively characterized as the "mental strengths that focus the course of a man's conduct in an association, a man's level of exertion and a man's level of steadiness". Motivation is a staff’s characteristic which is all about excitement regarding their job and drives them to achieve actions identified with the work. Inspiration is the inward substitute that causes any person to prefer to make the shift. An entity’s motivation is affected by organic, academic, social as well as passionate variables (Cameron & Green, 2004). As being things that is designated, inspiration is very complex, not effortlessly typified, natural main thrust that can likewise be affected by outside components. Every worker has actions, occasions, individuals, plus objectives within his or her living that he/she learns spurring. In such way, inspiration regarding some part of the life exists within every individual's awareness and activities. Unsatisfied staffs in the Verizon Wireless have led to a totally decreased productivity of firm. To compete within such competitive environment this is very vital that each staff delivers his/her best for benefit of firm. Here staffs have also complained about several things like:

1. Their job is very boring.
2. Their boss micromanages them and also never informs them about their performance.
3. Staffs that have been in the same position since seven to fifteen years are also never permitted to give any inputregarding making work better (Carnall, 2002).

DISCUSSION

Innovation strategy usage and dealing with the progressions over the association will be one of the monotonous assignments. This report totally manages the development systems and the authoritative structure change administration methodologies. Change in the association structure can prompt numerous vital changes over the association and these should be taken care of in an immaculate way. Open Innovation is the basic development procedure took after by a large portion of these associations and with the ideal execution of this advancement technique will help in adjusting the basic changes of the association (Floyd, 2002). This undertaking report totally focuses on the Open Innovation strategies took after by the said associations and the achievement variables recorded concerning this technique for execution. Keeping representatives propelled is an essential component of not just getting the most out of your workers, additionally in holding the best workers? (Gill, 2002)

Organizational changes-

1. Improve communication- Line manager’s motivation will be improved by making sure that they communicate with their employees personally and never rely strictly upon email. This will develop their interactions with seniors and also this will be a step towards enhancing the subordinate superior relation in the firm (Graetz & Smith, 2010).
2. Personalize employee recognition- The firm must personalize its staff’s recognition. For this a proper employee recognition curriculum will be run, and the firm will make this additionally motivational by permitting the staffs to select their rewards. The firm, while running staff recognition scheme for businesses will permit staffs to select from the entire menu of the rewards, like tickets towards a concert, a gift of certificates to the shops otherwise additional time off.
3. Start superior feedback program- The firm must organize a proper feedback system in which all the superiors evaluating and assessing the junior staffs must provide a written feedback to them about their pros and cons and also at the end make them understand all the dos and don’ts that needs to followed by the staffs for attainment of better results.
4. Increase responsibility- Staffs must be given additional responsibilities and this will make them feel a better ownership for the firm and would be motivated to anyhow work harder towards making business succeed. The firm will need to ensure that staffs have opportunity towards taking responsibility for several different projects and they are offered training opportunities for improving their skills as well (Green, 2007).
5. Institute a very flexible work timetable and ecology as well- The firm must enable its staffs to work flexibly and within different ecology. They also must be given preference to work for hours which suits their own lifestyle and family situation. By providing them options the firm can enable the staffs to make their tasks a very interesting and active work rather than a boring one which the staffs in the firm feel about their job (Greener & Hughes, 2006).
6. Rewards- Both financial as well as non-monetary rewards will be extra beneficial for staff motivation. Workers at this firm, must be given different rewards and award timely and on frequent intervals as per after analyzing their performances. This will make them perform better and also staffs will be additionally motivated towards the work (Harrington, Conner & Horney, 2000).

Conflicts arising due to changes- 

There will be diverse perspectives by distinctive workers in the association. Diverse perspective of distinctive representatives will make clash in the association. Amid the perspective there is clash among the administration staff about actualization of the change method. This is the contention that happens before the change. Some way or another on the off chance that it is chosen that the change will happen and executed in the association then there will be clash inside of the pioneers (Hayes, 2001). They will make clash about the appropriation of the change by their subordinate. The change that is actualized by the pioneers additionally may prompt despondency among couple of workers. The base level representatives will assess the circumstance with their advantage and the change. In the event that they thought that it was better for the association and adequate then they will expand their profitability. In the event that they think that it’s hard to embrace then they will search for better choice. Some issues that may arise can be as follows:

1. Lower level staffs might not get unhappy with the flexible working hours as they will have to adjust with the same
2. Top level staffs will face issues as well with the time changes
3. Technological advancements might be difficult to be accepted by older aged staffs as they are not very tech savvy (Murthy, 2007)
4. People who will not receive rewards and awards even after several practice and enhancement in performance might get disheartened and they may get discouraged towards work.

Practice for preventing conflicts-

Tactics- build a decent technique to execute the change inside of the association. Arranging ought to be done appropriately so that each representative can get the advantage of this change. The inspiration of the change ought to be more than the negative towards the authoritative advancement.

Organizational Change ability- The association must be sufficiently skilled to embrace the change. The change ought to build the efficiency of the organization (Pugh & Mayle, 2009).

Enablement of Change - Give brilliant change enablement item to the workers so they can comprehend the need of the change inside of the association. Before usage of the change it ought to be assessed by the administration about the worthiness of the change.

Messaging- The data about the change ought to be offered straightforwardly to each worker so that nobody feel negative about the change.

Management of Relationship - Administration ought to assemble great connection with the partners so they don't freeze that will influence the benefit of the association (Pugh, 2007).

Change implementation plan-

Source: ('Readiness for Change', 2010), (Senior & Fleming, 2006)

Justification for channels of the communication

Communication is the most ideal approach to actualize an adjustment in the association. At the point when the administration chose to execute the change then they ought to first illuminate the pioneers in the association. Request that the pioneers comprehend the input if the change happen from the representatives. In the event that the input is certain by the representatives then they ought to authoritatively educate about the change. The channels for communication that the firm will use are:

1. Emails- all the staffs that will be affected by the change will be sent emails on their email IDs regarding the change in timing or alterations in work environment and all.
2. Letters- Also formal letters regarding the changes and alteration will be sent to the staffs and also to the management staffs like middle level managers plus team leaders as well.
3. Meetings- At regular intervals staffs will be called up for different meetings and they will be informed about different tasks that can be done in several different ways and also in these meetings they will be informed about their performances both good as well as bad (Senior & Fleming, 2006).

CONCLUSION

The proposed change by the administration will get a positive criticism from the representatives. The administration must take the system to educate every single worker about the change and take profitable input from them.

REFERENCES

Cameron, E., & Green, M. (2004). Making sense of change management. London: Kogan Page.

Carnall, C. (2002). Knowledge Management. Journal Of Change Management, 3(2), 189-190. doi:10.1080/714042531

Floyd, P. (2002). Organizational change. Oxford [England]: Capstone Pub.

Gill, R. (2002). Change management--or change leadership?. Journal Of Change Management, 3(4), 307-318. doi:10.1080/714023845

Graetz, F., & Smith, A. (2010). Managing Organizational Change: A Philosophies of Change Approach. Journal Of Change Management, 10(2), 135-154. doi:10.1080/14697011003795602

Green, M. (2007). Change management masterclass. London: Kogan Page.

Greener, T., & Hughes, M. (2006). Managing change before change management. Strat. Change, 15(4), 205-212. doi:10.1002/jsc.762

Harrington, H., Conner, D., & Horney, N. (2000). Project change management. New York: McGraw Hill.

Hayes, L. (2001). Organizational change. Reno, Nev.: Context Press.

Murthy, C. (2007). Change management. Mumbai [India]: Himalaya Pub. House Pvt. Ltd.

Pugh, D., & Mayle, D. (2009). Change management. Los Angeles: SAGE.

Pugh, L. (2007). Change management in information services. Aldershot, Hampshire, England: Ashgate.

Readiness for Change. (2010). Journal Of Change Management, 10(4), 445-447. doi:10.1080/14697017.2010.517905

Senior, B., & Fleming, J. (2006). Organizational change. Harlow, England: Prentice Hall/Financial Times.