Motivation is human psychological characteristic which shows the level of commitment towards a particular goal. Motivation shows that how employee think about his job, if he is motivated than productivity level will be high. Motivation linked with morale as well, if the morale is high it shows employees job satisfaction and they are dedicated and loyal for their works. But if morale is low it results low productivity, absenteeism, and the high staff turnover. In another words performance mainly depend on motivation. Contemporary Views on Motivation In this section we will be discuss about five motivation theories which can be a good example for the managers who are struggling with the low motivation of staff and the high staff turnover and these theorize can help to learn how to motivate the staff. 1. Need Theory of Motivation Concentrates on what people need to live satisfied lives. According to the need Continue reading
Human Resource Management Basics
Methods of Workers Participation In Management
Worker’s participation is a system where workers and management share important information with each other and participate in decision taking. Workers’ participation in management is an essential ingredient of Industrial democracy. The concept of workers’ participation in management is based on Human Relations approach to Management which brought about a new set of values to labor and management. Workers participation in management implies mental and emotional involvement of workers in the management of Enterprise. It is considered as a mechanism where workers have a say in the decision-making. It is a process by which authority and responsibility of managing industry are shared with workers. Most important Forms / Methods of Workers Participation in Management are: 1. Participation at the Board level: This would be the highest form of industrial democracy. The workers’ representative on the Board can play a useful role in safeguarding the interests of workers. He or she Continue reading
Top Performance Appraisal Methods Followed by Companies
Performance Appraisal can be described as a formal process of assessment and evaluation of the employees on an individual as well as group level. The word “formal” is crucial, as it is important that the managers or supervisors review the worker or individual on a periodic basis. Even though, PA is only an element of performance management, it is very crucial for the success of performance management as it directly relates to the strategic plan set by the organisation. Managers may choose from among a number of performance appraisal methods. The type of performance appraisal system used depends on its purpose. If the major emphasis is on selecting people for promotion, training, and merit pay increases, a traditional method of performance appraisal, such as rating scales, may be appropriate. Collaborative methods, including input from the employees themselves, may prove to be more suitable for developing employees. 1. 360-Degree Feedback Evaluation Continue reading
Workers Participation In Management – Definition, Features, Objectives, and Importance
Workers participation in management is an essential ingredient of Industrial democracy. The concept of workers participation in management is based on Human Relations approach to Management which brought about a new set of values to labor and management. Traditionally the concept of Workers Participation in Management refers to participation of non-managerial employees in the decision-making process of the organization. Workers’ participation is also known as ‘labour participation’ or ‘employee participation’ in management. In Germany it is known as co-determination while in Yugoslavia it is known as self-management. The International Labour Organization has been encouraging member nations to promote the scheme of Workers’ Participation in Management. Workers’ participation in management implies mental and emotional involvement of workers in the management of Enterprise. It is considered as a mechanism where workers have a say in the decision-making. Definitions of Workers Participation In Management According to Keith Davis, Participation refers to the mental Continue reading
Selection Process in Human Resource Management
Selection Process Selection activities usually follow a standard pattern, beginning with an initial screening interview and concluding with the final employment decision. It is very important for human resources management because this process help human resources personnel to identify the candidate with the necessary qualification to perform successfully in the job. Selection process has several steps which are as follows: Initial Screening: To further proceed with recruiting efforts, human resources management has to initiate a preliminary review of the potentially acceptable candidates. There are two steps for this screening procedure. (1)The screening of inquiries and (2)The provision of screening interviews. Once the screening process is successful, an organization will have a pool of potential candidate. On the basis of job description and job specification, many of the candidates have been removed from the potential list. These occur due to irrelevant experience or inadequate qualification and education. The provision of screening Continue reading
Effects of Job Satisfaction and Dissatisfaction on Employee Behavior
Job satisfaction is related to the positive feeling an employee perceives about one’s job resulting from an evaluation of its characteristics. Jobs require interaction with coworkers and bosses, following organizational rules and policies, meeting performance standards, living with working conditions. It has been identified that a positive relationship exists between a person’s job satisfaction level and holding of positive feelings about the same concerned job whereas a person dissatisfied with his job carries negative feelings about the job and organization. Every organization works towards having satisfied employees. When employees are dissatisfied with their jobs, lack job involvement and are low in their commitment to the organization, a wide variety of consequences follows in. Dissatisfied employees may engage in psychological withdrawal, physical withdrawal or even acts of aggression and retaliation for presumed wrongs. Satisfied employees may provide acts of consumer service beyond the call of duty, have sparkling work records, and Continue reading