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MGT501 Human Resource Management Assignment No. 01 Fall 2014 Last Date is 27th November 2014
Mr. Ashraf is a Rector of a public sector university which offers different degree programs in the field of business administration. It also offers professional training courses/diplomas for students who are already in employment. Increasingly this university is experiencing competition from a newly established private university.
This private university is able to deliver programs more efficiently and effectively than
the older established University because of its more flexible work contracts and
working practices. Ashraf is proposing that more of the training should be carried out
on a distance‐learning basis, often being supplemented by taught weekend programs.
This will involve the staff in writing study materials and working weekends.
Ashraf’s university has teaching staff who, in recent years, have had to adapt to new
situations including organizational structure changes and syllabus changes. The staff
is most unhappy with the current proposals which could result in their conditions of
service worsening. They are reluctant to work on weekend basis without additional
payments. This would make the university uncompetitive. The private business
university, although it employs high quality staff, is able to absorb the high costs by
employing lecturers on a freelance basis and by having larger class sizes, the students
being drawn from a larger catchment area. Ashraf is becoming frustrated by his staff’s
apparent opposition to accept the proposed changes and he is contemplating what to
do next.
Question:
Discuss how Ashraf might encourage his staff to be more supportive of the
proposed change in work practice.
Motivation is an employee's intrinsic enthusiasm about and drive to accomplish activities related to work. Motivation is that internal drive that causes an individual to decide to take action.
An individual's motivation is influenced by biological, intellectual, social and emotional factors. As such, motivation is a complex, not easily defined, intrinsic driving force that can also be influenced by external factors.
Every employee has activities, events, people, and goals in his or her life that he or she finds motivating. So, motivation about some aspect of life exists in each person's consciousness and actions.
The trick for employers is to figure out how to inspire employee motivation at work. To create a work environment in which an employee is motivated about work, involves both intrinsically satisfying and extrinsically encouraging factors. Employee motivation is the combination of fulfilling the employee's needs and expectations from work and the workplace factors that enable employee motivation - or not. These variables make motivating employees challenging.
Employers understand that they need to provide a work environment that creates motivation in people. But, many employers fail to understand the significance of motivation in accomplishing their mission and vision. Even when they understand the importance of motivation, they lack the skill and knowledge to provide a work environment that fosters employee motivation.
Here are thoughts about encouraging and inspiring employee motivation at work.
Factors to Encourage Motivation
These are some of the factors that are present in a work environment that many employees find motivating.
Management and leadership actions that empower employees,
Transparent and regular communication about factors important to employees,
Treating employees with respect,
Providing regular employee recognition,
Feedback and coaching from managers and leaders,
Above industry-average benefits and compensation,
Providing employee perks and company activities, and
Positively managing employees within a success framework of goals, measurements, and clear expectations.
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- Reduces absenteeism
Increases productivity
Improves morale and working relationships
Decreases stress
Attracts new employees
Helps retain current employees
That makes sense. In today's hectic pace of life, employees are drawn to - and stay with - organizations that help them find balance and personal satisfaction. Nonprofits are no exception. While people may be drawn by a passion for the mission, they will burnout or be turned off if their work-life balance is off kilter for too long.
How to implement work-life balance initiatives
In practical terms, setting up work-life balance initiatives involves the following considerations:
Lots of consultation:Work-life balance initiatives need to be based on your employees' needs, so find out what initiatives would enhance their sense of work-life balance. In smaller organizations, this could be a deliberate one-on-one discussion while in larger organizations this could involve a formal survey.
Buy-in and change management support:Consulting with your staff also provides the chance to talk through any concerns and resistance (see "Dispelling myths") to understand potential resistance and how you can respond. In order for any work-life balance initiatives to be successful, they must not only support employees but also must fit with the needs of the organization. Educate your staff, senior management and the board of directors about the rationale for work-life balance initiatives and how they will benefit employees and the organization. Address concerns and talk openly about challenges and how you will deal with them. Success requires commitment from all staff and the board of directors so this step cannot be underestimated. Depending on your organization's culture, change may be easier (or more difficult) to handle.
Develop a plan:Think through and talk through the logistics of your proposed work-life balance initiatives. For instance:
How will you handle office coverage?
What internet security measures do you need for tele-working employees?
How will you deal with inter-office communication so that everyone is "in the loop"?
How will you monitor hours, productivity or deadlines?
Set yourself up for success and avoid an overly ambitious plan. Start slowly and modestly.
Policies and procedures:To support your work-life balance initiatives it is imperative to have clearly written policies and procedures so that they are consistently administered and followed.
Trial period :Set a trial period to see how work-life balance initiatives will work for your organization and how employees handle alternate situations. Make sure your trial covers a representative time period to make sure that your work-life balance initiatives are truly realistic. Another benefit to a trial period is that it often helps people accept change because it is not (at least initially) a permanent change.
Adjust:At the end of the trial period, ask for recommendations and adjust your initiatives to make them work better for everyone. This is another opportunity to deal with challenges or resistance.
Promote:As part of your staff evaluation process, promote your organization's work-life balance initiatives so that all staff is aware of the options.
Ongoing evaluation:Staff needs and organizational needs will change. Set a review period for evaluating your initiatives.
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The greatest way to motivate your employees is not just limited to a pay rise(works well or fails) or recognition. You can motivate them by showing them your passion in work. Show how important a cog in a wheel can be. Progress is the positive force motivating employees to do their best, also by creating friendly environment, solving their issues, by get them trained.
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