The Interim Human Resources Director And City Manager Of The City

I, Marion Forbes the recently appointed senior human resources manager at Hallington Utilities Services (HUS), am facing with a dilemma; work out HR strategies with the Organizations mission and handle employee’s issues and concerns. HUS has made changes due external and internal factors encountered in the market as well as the new regulations happening within the sector. All are very complicated and my main issues are privatizing, downsizing, unionization, motivation, training and compensation. With the information collected, I need to figure out

It’s important to have motivated workforce, so it can enhance productivity of company. IKEA makes sure to understand its staffs and wat motivates them. Besides satisfying their basic salary needs, IKEA ensures that job security is assured for each worker by valuing all workers and creating this sense of belonging n the company. Each worker has equal opportunities for promotion and career advancement. Motivation is also important between staffs themselves and with IKEAs friendly working environment has helped improve working relationships in every individual staff. Each human has different needs in their lives, so knowing what they desire is important to management. It can be associated with Maslow’s Hierarchy Motivation Theory (Griffin, R. (2014) Fundamentals of Management (7th Edition, pg.15) stating “people are motivated by a hierarchy of needs, including monetary incentives and social acceptance”. There are no best motivations method, however, motivation is based on individuals or the

Employees should always be motivated; this attracts talent, opens up new channels for innovation and creativity and brings in a sense of satisfaction among them which helps the growth and development of the organization.

There are five major components of job satisfaction, one being monetary benefits (Ghillyer 2010). According to Ghillyer (2012) an employee’s behavior towards their pay may affect their work performance. The issue that arises with employee motivation is that management is unable to satisfy all (Ghillyer 2010). This becomes an even larger problem when employees being joining unions, resigning and being frequently absent (Ghillyer 2010).

The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

In today’s work place employee satisfaction is just as important as it has ever been in history. With employer cutbacks, job eliminations, pay reductions, and business closings employee satisfaction must be at the forefront of employer’s plans to be successful. In the case of Riordan Manufacturing the company has a problem it cannot ignore, employee motivation. Riordan Manufacturing is a global plastics producer that employees 550 people and earns an

People can be happy and motivated by their current situation but with unchanged working terms and conditions can be caused the employees unmotivated and unhappy.

Job dissatisfaction can come from “inadequate remuneration, increased workload, lack of career advancement, professional recognition, work policies, and the job insecurity” (Basak, S. K., 2014). For this discussion board post I chose deviant workplace behavior as well as affective and behavioral components. While they may be different, they both equally affect dissatisfaction.

Employees require motivation, reward and encouragement for maximum productivity. Punishment to workers not performing is also mandatory to prevent cases of poor performance. Ethical considerations must be looked at and employees must follow rules and company policies for plans made by management to be successful. Workers and management relate like a family and this has enabled the company perform to its expectation. These plans are aimed at ensuring total customer satisfaction and delight.

For many people in our working class society, a job can viewed two ways: a good experience or a bad experience. At the end of the day, the man or woman coming home from that job is either satisfied with the input and output of the day, or they are not; many times, when the outcome of the day depends upon several factors of dealing with worker morale, to include: pay, benefits, treatment by fellow employees or employers and work environment. Not everyone will have the same work experience, but more times than not, a worker’s morale will go hand-in-hand with the motivation that they have; and not all workers are motivated the same way.

Discontent employees can be detrimental to the health of an organization. Essentially, displeasure amongst employees can result in a high turnover rate in which time and resources had been ineffectually invested in areas such as training. In addition, claims of an agency’s indifference towards the welfare of its employees can cause severe damage to its reputation. In regards to Herzberg’s theory, the city did succeed in achieving some level of worker satisfaction. Starling (2011) lists one of Herzberg’s satisfiers as the work performed by staff members being personally rewarding. The city workers are depicted as generally content with the nature of their work and the agency they serve. Denhardt and Miller (2000) “The sense of pride and loyalty among these employees is one of the things that attracted the current city manager to his position” (p. 195). Thus, a lack of worker tenacity does not constitute as a point of weakness for the city. The workers are motivated to advance their independent organizations because of their assigned credence to its

Many companies look to salaries and benefits as the first places to cut back when looking to make changes that involve cost-saving. When this happens, it is inevitable that some employees will leave the company to seek employment elsewhere. The employees that remain, whether they stay voluntarily or because they could not find employment elsewhere, are often resentful. Motivation decreases, taking job performance along with it. Employees lose their company loyalty and may even become angry enough to purposefully sabotage the company.

One is to change the employees' thinking processes like how they interpret or perceive their working environment the other is to change working conditions and psychological climate of the organization. These findings provide a number of "levers of change" that organizations can undertake to enhance job motivation and job satisfaction. Managers should ensure that employees have a clear information about the scope of their job, responsibilities and how to overlap individual goals with organizational goals. Managers should encourage employees in active participation in decision making, welcome their ideas and respect their values to increase the sense of empowerment. At the organizational level, human resource departments should ensure the participation of employees in organization decision making by considering their experiences and ideas. Managers should arrange training sessions for employees to give them information and procedures to take part in decision making and innovating their work

According to Herzberg, the factors leading to job satisfaction are distinctly different from those that lead to job-dissatisfaction. Therefore, the managers who seek to eliminate factors that create job-dissatisfaction can bring about peace at the workplace but cannot motivate the employees. These factors are termed as hygiene factors comprising administration, supervision, working conditions, salary and wages etc. While absence of hygiene factors will lead to dissatisfaction, mere presence of these factors will not satisfy (i.e. motivate) the employees. In order to motivate the employees, managers must resort to ‘motivators’ (those factors that motivate the employees towards better performance) such as recognition, challenging assignment, responsibility, opportunities for growth and self-fulfillment etc.

The major factors due to which staffs were dissatisfied with their jobs are as follows: