Introducing People Management

Introducing People Management

Executive Summary

People management and revenue generation rate is closely interlinked since employees are the key success criteria for every small, medium and even large-scale organisations. Motivated employees are responsible for higher performance output. The leadership and management departments of organisations have to take proper steps and initiatives for improving the motivation level of recent employees. Additionally, I have learned about the importance of self-reflection. Employees have to provide with career and self-development opportunities so that their motivation level can be increased. Maintaining the work and life balance of employees can motivate them to hard work.

Introduction

People management can be defined as a set of different practices required for encompassing the last process of talent acquisition and talent management. People management encompasses with ranges of processes including talent optimisation, talent acquisition, talent retention and providing continuous guidance and support to a business organisation while selecting human resources. In the report about people management, discussion about the aspects of employee motivation will be illustrated. After that, factors that can influence employee motivation level will be discussed in the report. Lastly, I will make a self-reflective essay that will highlight different things that I have learned throughout my course. I will also highlight my learning lesson from the experience in the reflective log.

Discussion about employee motivation

Employee motivation can be defined as the level of commitment, energy as well as creativity that the workers of an organisation can bring in their respective job role. In the circumstances of growing or shrinking economic aspects, the importance of employee motivation is continuously increasing and it is expected that the level of importance posed by higher employee motivation will increase exponentially in a future context. Employee motivation can be illustrated as the internal and intrinsic drive putting forward to accomplish necessary actions and efforts for making job-related activities (van der Kolk et al., 2019). The attitude of different employees to their respective job roles and responsibilities can be reflected while knowing about their peripheral motivation level. Employee motivation is a certain type of energy and desire that an individual employee may put in his/her respective job roles and responsibilities. Since there is a relationship between increased productivity and higher employee motivation level, every small, medium and even large-scale enterprise is working for increasing the motivation and satisfaction level of the different employees.

While having a higher motivation level, employees can push themselves to accomplish a variety of complex tasks, which can be hugely beneficial for the success and revenue generation rate of most organisations. Employee motivation is such an instance that let the employees have some ground for showing up at work every day. The importance of employee motivation is continuously increasing for several different factors. For an instance, the main success capacity of an organisation depends on the employee motivation level and the capacity of workers to conduct complex jobs (Hitka et al., 2018). Without having the proper form of employee motivation, productivity and working output level, the success rate of any organisation can be decreased enormously and the organisation may fail to reach their desired goals and objectives. List of benefits that different organisations may have due to high employee motivation level is described below:

Increased commitment level from the employees

While being motivated internally and externally, it may be possible for ranges of different types of employees to push their best efforts for the benefits of respective organisations in terms of revenue generation rate. High employee commitment level is responsible for increased success chance for several different organisations.

Improved employee satisfaction

The goal for most of the recent organisations is associated with improving employee satisfaction rate, or otherwise, the organisations may not have required and desired success rate in the required aspects (Idowu, 2017). Positively satisfied employees may lead to having growth in revenue and production-related aspects.

Employee development opportunity

Motivated and satisfied employees are always looking forward to finding out new development related opportunities so that they can help their organisations in achieving the desired goals and objectives. Individuals can have the proper scale of personal and professional development opportunity while having high self-motivation level. After the workers meet up with some initial goals, they can see that there are some clear links between high-performance output and self-achievement (Thokozani, 2017). It can further motivate the different workers to improve their working output while satisfying personal and professional desires.

Improved employee efficiency level

From ranges of different instances, it has seen that the efficiency level of different workers can be exponentially improved while having a higher motivation level. The efficiency level of an employee does not only depend on their respective abilities and qualifications. If an organisation wants to have its required success rate, then the leadership and management department needs to look at the efficiency level of the workers. There should be a balance between the efficiency of workers and the complexity of different tasks. Therefore, complex works and/or projects required highly efficient workers and employee motivation level ensure the efficiency level of existing workers (Al-Madi et al., 2017). While keeping up the balance, even large-scale organisations can improve productivity and efficiency. Since every private organisation has the goal and objective of increasing its revenue generation percentage, it has seen that the importance of having higher employee motivation level is continuously increasing.

There are some instances or activities could be done by recent organisations for helping their employees to achieve a higher motivation level. List of skills or activities to be done by recent organisations for increasing the employee motivation level are illustrated below:

Valuing the contribution of individual employees

Employee motivation level can be achieved through the help of several different activities and valuing the contribution of different individuals can increase their motivation level. The leadership and management department of different organisations must make sure that the contributions made by different employees are checked thoroughly and there are not any mistakes to check on. Furthermore, it has seen that the confidence level and professional satisfaction level of individual employees can be exponentially improved if they have the feeling that their contributions are making a positive impact over their job roles and responsibilities (NGUYEN et al., 2020). Additionally, individuals belonging from the leadership and/or management departments have to make sure that the employees are aware of the importance of their contribution to the future success rate of the company.

However, the leadership and/or the management departments of recent organisations do not need to provide gifts or monetary rewards to the employees every time they have achieved something exceptional in their respective job roles and responsibilities. Appreciating the hard works of different employees can be helpful in terms of increasing the job-related motivation level of the employees. Appreciating the hard works of employees monthly or quarterly basis can improve the satisfaction level.

Creation of a positive working environment- It is not very easy to have highly motivated employees in every department of an organisation and there are some cost-effective ways of improving the motivation level of different employees. Sometimes, the employees complain about not having a proper workplace environment where they can work without facing any difficult situation or issue (N?me?ková, 2017). Therefore, the need for creating a positive working environment is regarded as quite important for keeping up the employee motivation level. However, the perceptions of individual employees have to be included in the key decision-making process so that their satisfaction rate can be maintained. Other than that, stopping discrimination and providing equal opportunities to everyone play important role in managing the motivation level of recent employees.

Improving internal and external communication levels- One of the most effective and easiest ways of improving employee motivation level is to make positive communication at the workplace. The internal managers of different organisations have to make sure that the conversations are not only been done via email and other application, as face to face conversation between employees and employers are required for increasing the motivation level (De Vito et al., 2018). Taking with employees on personal levels has the possibility of knowing about their personal and professional choices, which are highly valued for having higher employee motivation. Even in the context of an organisational team, communication levels have highly valued due to its contribution at the motivation level.

Not only the leaders and managers of different organisations but also the employees of recent organisations want to see their respective organisations gain a high success rate. Some employees may have some exciting and effective ideas about different organisational processes. Without having proper communication scale, the ideas and outputs of the employees may not be considered and the employees may feel leftover (Mikkelsen et al., 2017). It certainly decreases the possibility of having higher employee motivation level. There is certainly not anything valuable aspect compared to the feelings of value.

Factors that influence employee motivation

Ranges of different factors are closely directed for influencing the rate of employee motivation in recent times. Motivating employees may not be groundbreaking costly for the employers, as there are some cost-effective ways of influencing it. It is not very difficult for the management department of different organisations to find out different ways of motivating employees. List of five different factors that seem to be effective for creating motivated employees are presented below:

Reward and recognition

The impact of proper rewards and recognitions in employee motivation is quite high and both these factors are interlinked with one another. Recognition of good work has a very limited shelf life and it may lose potential impact if it is not accompanied by some rewards. Exception work or performance in any segment requires better reward level, or otherwise, the employees may not feel it motivating. It has seen that the employees may lose motivation level if they are not rewarded properly (Olusadum and Anulika, 2018). There are many ways of rewarding employees. It varies in both cost-related segment and level of impact. In addition to that, it has seen that there are two types of rewards, which include intrinsic reward and extrinsic rewards. The condition of employees has to assess at the time of deciding on intrinsic or extrinsic rewards. For some employees, something as simple as giving a day of the can is a huge motivation level; whereas for some other it may not seem to be an attractive reward.

Career and self-development opportunity

In recent times, every employee is career-oriented and everyone wants to achieve greater things in their professional life. Therefore, organisations have to develop some proper career path for the employees so that their motivation level can be maintained. Career development opportunity includes aspects like training and development opportunities, in house training facilities, the opportunity of being promoted in respective job roles and responsibilities. These factors can make an employee feel motivated and produce greater work. Having development opportunities may create a sense of achievement for the employees and it will ultimately make them motivated to do certain things (Rozi and Suna, 2020). If an organisation invests in its employee base, then it may be possible to create a genuine interest for the employee base to hard work.

Effective leadership

The motivation level of different employees certainly depends on leadership styles as well as management styles. If the existing leadership styles can satisfy, need and expectations of the employees while giving required values and attentions, then the motivation level is bound to be increased by certain levels.

Maintaining the work and life balance of employees

Employees often complain about the lack of work and life balance. It frustrates the employees while decreasing their motivation level. For such reasons, most of the recent employers are paying proper attention to managing the work and life balance of employees. Providing leaves, sick leaves and others can be done for creating a balance between work and life of the employees. In an organisation, it needs to make sure that the employees are having enough time to take rest and return fresh for the next day's work.

Making a better working environment

The relationship between better workplace environment and high employee motivation level is very prominent and it creates the need for making healthier and better workplace environment (Kukreja, 2017). Furthermore, valuing the perceptions of employees is required for having a better working environment. The effective working environment for the employees is essential for influencing into hard work.

Reflective Essay

While learning from my in-class and self-learning activities, I was able to develop ranges of different skills and attributes that I did not have before. Most times, I have learned about HRM and the other learning topics are associated with HRM. While participating in-class activities and while trying to submit different assignments, I felt that I have some core strength and weaknesses. For an instance, I have identified that I am commercially aware and can make a proper form of negotiation with other personals. I can use the skill to improve my personal and professional experiences of future context. For an instance, I can develop my selling and persuading instances due to increased commercial awareness. Additionally, I have felt that I am quite good at doing team-based works and projects. I had a conversation with some of my project group members and almost all of them told me that I am an effective team player and I always consider other's perceptions before conducting different work. It is required for resolving higher confliction possibility.

I am a good communicator, as while doing the group project I was able to reflect properly my perceptions and findings with others verbally. While giving a presentation in front of a large population, I did not feel nervousness and was able to properly executive the presentation without any hesitation. Other than that, my written communication skills are very effective and I have a satisfactory feedback from my friends and peers regarding that. However, I am not very good at leadership skills and I am not convinced that I can become a good and effective leader who can solve different problems for resolving workplace conflictions. Previously, I was not being able to be self-motivated and always worried about different things no matter how small or big it is. However, after taking some lessons about HRM and other related organisational practices, I began to understand the need of self-motivation and tried extensively so that I can find even small things that will make me happy and satisfied. Furthermore, I am learning from different websites and taking notes from online articles and journals so that I can be better at leadership roles and responsibilities.

I have made significant progress in terms of understating the key subject areas and the topic areas. Since almost all of the topics and subject areas seem interesting to me, I was able to gather as much information as possible and now I do not have any subject in mind where I am struggling to understand most parts. I was actively participating in different class activities and able to ask questions whenever I had any doubt. I am feeling quite good about the subject. Previously, I thought HRM as a complex organisational function.

Conclusion

Employee motivation level is required for organisational success and the HR departments of recent organisations have to take proper initiatives for creating better employee motivation level. A series of activities are closely associated with improving the employee motivation level and organisations may fail at improving the revenue generation and production rate without having any motivated employees. Creation of a better workplace environment, providing career development opportunities, improving the internal and external communication methods are some of the different ways of motivating employees. Other than that, proper rewards and recognition, maintaining effective leadership styles and balancing the work and life of employees can be done for having higher employee motivation level.

Reference List

Al-Madi, F.N., Assal, H., Shrafat, F. and Zeglat, D., 2017. The impact of employee motivation on organizational commitment. European Journal of Business and Management, 9(15), pp.134-145.

De Vito, L., Brown, A., Bannister, B., Cianci, M. and Mujtaba, B.G., 2018. Employee motivation based on the hierarchy of needs, expectancy and the two-factor theories applied with higher education employees. IJAMEE.

Hitka, M., Kozubíková, ?. and Potkány, M., 2018. Education and gender-based differences in employee motivation. Journal of Business Economics and Management, 19(1), pp.80-95.

Idowu, A., 2017. Effectiveness of performance appraisal system and its effect on employee motivation. Nile Journal of Business and Economics, 3(5), pp.15-39.

Kukreja, J., 2017. Internal Marketing: a prelude or an outcome of Employee Motivation?. BVIMSR’s Journal of Management Research, 9(1), p.54.

Mikkelsen, M.F., Jacobsen, C.B. and Andersen, L.B., 2017. Managing employee motivation: Exploring the connections between managers’ enforcement actions, employee perceptions, and employee intrinsic motivation. International Public Management Journal, 20(2), pp.183-205.

N?me?ková, I., 2017. The role of benefits in employee motivation and retention in the financial sector of the Czech Republic. Economic research-Ekonomska istraživanja, 30(1), pp.694-704.

NGUYEN, H.N., LE, Q.H., TRAN, Q.B., TRAN, T.H.M., NGUYEN, T.H.Y. and NGUYEN, T.T.Q., 2020. The Impact of Organizational Commitment on Employee Motivation: A Study in Vietnamese Enterprises. The Journal of Asian Finance, Economics, and Business, 7(6), pp.439-447.

Olusadum, N.J. and Anulika, N.J., 2018. Impact of Motivation on Employee Performance: A Study of Alvan Ikoku Federal College of Eduaction. sigma, 1, p.1.

Rozi, A. and Sunarsi, D., 2020. The Influence of Motivation and Work Experience on Employee Performance at PT. Yamaha Saka Motor in South Tangerang. Jurnal Office, 5(2), pp.65-74.

Thokozani, S.B.M., 2017. Strong vs. weak organizational culture: Assessing the impact on employee motivation. Arabian Journal of Business and Management Review, 7(1), pp.2-5.

van der Kolk, B., van Veen-Dirks, P.M. and ter Bogt, H.J., 2019. The impact of management control on employee motivation and performance in the public sector. European Accounting Review, 28(5), pp.901-928.

Appendices

Appendix 1: Student Support- Self-reflection

What new skills have you gained? What can you do now that you couldn't before?

I have gained problem-solving skill and leadership skill. I was able to improve presentation and decision-making skill.

Have you made progress in understanding the important subject ideas? Are there topics you still struggle with?

Yes. No, I do not struggle with any of the subject topics

How did you participate in classes? For instance, did you ask any questions or participate in the discussion?

I have asked questions while participating in the class.

How do you feel about your subject? Has your view of these subjects changed?

My view has not changed entirely.

Do you think you are becoming a more independent learner? If so, give some examples. If not, try to explain what factors are inhibiting your progress.

My researching skills are not adequate, which is why I am still not able to become an independent learner.