Motivation and Organizational Theory
Though we have discussed motivation extensively earlier, the role of the HR department and the role of the organizational culture in motivating works have not been discussed at length. As administrative presumption commonwealths, employees need to be motivated to actualize their possible and there are several ways of enabling them and empowering them to do so. These include the role of reward systems in motivating hires according to their needs for extrinsic or external motivating and by providing them opportunities that appeal to their intrinsic or internal incitement requirements. The other factors that motivate employees are the kind of job that they are asked to perform, the additional benefits like spread trips and perquisites like corporation accommodated housing and funding for adolescents schooling as well as provided on medical insurance coverage for the employees and their families. In recent years, there has been parcel of increased emphasis on causing works by unionizing offsite occurrences and fun and recreation occasions where the employees give their whisker down and indulge in the much-needed stress alleviating acts. Further, many employees are caused because of the presence of prominent business leaders in the top management of the company as is the case with Apple, Microsoft, Infosys, and the TATA Group.
Some Factors that can Motivate Employees
The organizational structure is another point that they are able motivate employees. For speciman, it has been found that flat arrangements as opposed to hierarchical constitutions cause employees more. Next, the organizational culture represents an important role in motivating works. The examples of Google, Facebook, and startup companionships where the organizational culture is open and collegiate are related regarding this issue. Third, the HR administrators have an important role to play in causing employees by interacting with them, concluding their grievances, and proposing solutions to behavioral troubles. There are a lot multinationals like Fidelity where the HR managers hold one on one periods with the employees to foster an open and inclusive culture where employees do not regard anything back and where they are encouraged to be as forthright as is practicable. Fourth, organizations that promote diversification as an organizational imperative are known to cause females employees who experience little threatened and less insecure than in organizations where bias and sexism are rampant. Fifth, many organizations have the wont of saying one thing and doing something else wholly which means that they are hypocritical in their coming. Such organizations cannot cause public service employees particularly at the lower levels since the fresh recruits and those with less ordeal often look to the senior managers and the leadership for soundnes and consistency.
Salary and Benefits are not the only Motivators
Having included the various aspects of how the organizations can cause public service employees, it needs to be mentioned that merely reliance on salary and benefits cannot cause works absolutely. With the arrival of the software and services sector, the attractivenes of being transported onsite has become an important motivator for the workers who when given the chance to go onsite ramp up on their conduct noticeably. Apart from this, the facts of the case that the label image of the organization makes a lot of divergence to the motivation levels of public service employees is another factor. For speciman, countless alumnus have their own wishes for nightmare corporations or business that they would like to work in after graduation. This important motivator captivates best available talent to those companies that are often viewed as the benchmark for manufacture peers. Of trend, if the likenes does not meet up to actuality or if the publicity is without essence, many employees misplace motivation to work in such companies.
Finally, as discussed above, there is no set formula on what organizations can do or cannot do to motivate the employees. The best approach would be to let employees find their own niche within the organization and let them actualize their potential instead of forcing them to do work that is not to their liking. Apart from this, many industry veterans are also of the view that employees have to find their company that suits them and hence, clinging on to jobs that do not motivate them is counterproductive.