Keeping the Workplace Engaged and Motivated Through Human Resource Management

Topics: Motivation, Maslow's hierarchy of needs, Abraham Maslow Pages: 6 (1932 words) Published: April 15, 2013

In the world of commerce today, businesses with an extremely efficient organizational structure are most likely to gain a competitive edge over rival establishments. In order to maintain such an efficient atmosphere the workforce needs to perform at their optimum peak. Management effectively achieves this feat by keeping their employees very engaged in the workplace and by keeping them constantly motivated, doing so helps reinforce the employees loyalty towards the establishment. The line managers and Human Resources work in swift conjunction to try and ensure job satisfaction amongst their staff. The concept of Human Resource Management had been around since the 20th century. It predominantly involved the strategic workforce management of an establishment but has steadily evolved over the years. Human Resource Management now a days involves a lot more than interviewing and hiring of staff. Specialized professionals who are well trained in the field often undertake human Resource’s Duties but some duties are also delegated to management staff and at times even the employees. Hence, Human Resource Management plays a key role within the establishment and is tasked with looking after employee welfare whilst still maintaining the company goal. At the heart of any business are its employees and these employees need to work and function very efficiently to achieve the level of profitability that the company needs to stay afloat. What drives the worker to come into the job and perform his or her duties is not a monetary affair anymore; he or she also needs psychological backing from the workplace. Within a business keeping employees engaged and motivated greatly helps increase profitability as it reinforces loyalty and also drives the workforce to perform better even in hard times. The Human Resources Department is usually tasked with motivational duties within an establishment but studies have shown that they have to collaborate with the line managers and even engage employees to achieve the set goals. Motivation helps guiding, maintaining and most importantly initiating behaviors that are all goal oriented. This has been a very widely researched and studied topic and several fascinating theories of motivation supporting the fact that it plays a pivotal role and is directly linked to the successful running of a company. Motivation is an inner drive or an external inducement to behave in some particular way, typically a way that will lead to rewards (Dessler, 1978). The effectiveness of employees within an establishment may not necessary rely on the level of skills they attribute but also the motivation exhibited. There is a very clear link between the ascending progresses of a business and how motivated is the workforce within that particular establishment. Every employee is very different and his or her motivations are very subjective. Cash or other forms of financial incentives are usually the most common forms of motivation and are termed external motivations. There is also internal motivation, which involves non-materialistic instigators such as respect, responsibility, sense of achievement, pride in your job etc. Both internal and external motivation is very effective and has proven so over the years. The four basic but most paramount types of motivations are: - * Intrinsic: This is purely the most primary emotion towards the work itself; it is job satisfaction that’s the key motivator here. * Extrinsic: This is a more tangible form of motivation and often involves monetary incentives. * Personal: This form of motivation is subjective to the individual and the values they have. * Interpersonal: Motivation that is derived through a collective means i.e. competition amongst co-workers or influence teammates have over each other. A brilliant strategy that Human Resources or Higher management can adopt to motivate their staff is to...
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