Introduction
In business organizations, the human resource manager (HR) is tasked with a number of responsibilities to ensure the entities achieve their objectives. People management (PM) is a significant subset of HR, and it encompasses various practices, including training and developing workers, motivation, promoting morals, enhancing a collaborative work environment, solving conflict, and even showing directions to employees. In the Ministry of Active Aging (MAA), the management team were concerned about the performance of the individual employees. However, most workers did not give their best due to limited inspiration from the leaders. Generally, in emerging business approaches, PM is the key facet managers consider an asset that guarantees the firm’s success. Most management team undertakes several projects to enable the company to create a positive perspective about the PM. For the PM to be operative, the leadership style employed by the organization must be effective. In other words, there is a strong correlation between business governance and the outcome associated with PM engagements. PM contributes significantly to maintaining workers’ motivation and job satisfaction through recognition, developing a positive workplace, providing feedback, and proper communication.
Case Scenario
MAA is a government institution that deals with general public, trade unions and other civil servants on matters concerning consultation. The organization is highly valued; however, it is facing several challenges on handling the employees. Unlike the private sector, most public institutions are less concerned about the well-being of the employees. As a clerk working in MAA, I realized that the organization does not value the aspect of motivation, and most workers are less committed to their work. Since joining the entity, I have felt uncomfortable following an unstructured approach to motivating employees. Even though the organization pays salaries and other rewards effectively, the management is less concerned about the relationship among the workers. Therefore, MAA should improve the aspect of communication within its department. In addition, leadership techniques should be formulated to match the current situations experienced by workers in the entity.
Motivational Theories
Based on the case described above, several motivational theories can be applied to solve the identified issues in the organization. Some theories include Maslow’s Hierarchy of Needs, Herberg model, and Fielder’s Contingency theory (Acquah et al., 2021). Each of the mentioned philosophies provides unique accounts of workers’ inspirations elaborating critical aspects that play significant roles in influencing the facet of incentives in the workplace. Even though each model gives a different account, they all merge and aim at ensuring employees’ motivation is achieved. It is worth noting that the concepts allow employers to understand how they can impact and inspire staff members to influence their participation in the company’s operations.
Maslow’s Hierarchy of Needs
Maslow’s hierarchy of needs is a crucial motivation theory, and its application has a significant impact on the performance of the business organization. The model takes into consideration four key aspects that, upon satisfying, the employee feels free and motivated to deliver effective and reliable services. The first stage, as per the theory, is the need for physiological needs. These facets are essential, and there are the basic issues that prompt individuals to seek employment opportunities. The PM should ensure they provide the workers with the ability to fulfill their wants at each level to make them more motivated. For instance, under physiological demands, the PM should ensure that there are healthy foods, a comfortable work environment, and other necessities within the company that can influence the well-being of the workers, such as fresh air circulation (Hornie, 2021). In addition, if the firm issues shelters, they must be in good condition to accommodate the employees accordingly. When the mentioned aspects are provided, the employees will feel motivated, thus making them dedicate themselves to the responsibilities assigned to them by the supervisors leading to enhanced productivity.
Similarly, employees need to be safe and assured of their job security. If workers are not convinced of their safety, they are more likely to be less motivated to deliver the quality expected from them. Therefore, it is upon the PM to ensure that workers’ security is guaranteed (Hornie, 2021). To provide such, the managers must ensure that the staff members work in a safe environment and have insurance coverage. Such aspects will give the employees confidence knowing that their safety needs are protected by the firm (Haas, 2020). It is important for the business organization to create a system where there is limited or no insecurity that can tamper with the work morale of the employees.
In addition, based on Maslow’s theory, it is necessary to enhance love and belonging in the company. Generally, an entity is composed of different workers from various socio-cultural backgrounds. The aspect of diversity might be a challenge and, if not handled accordingly, may affect the participation of employees in the workplace. The PM has a mandate and can promote the facet of togetherness in the corporation through encouraging practices such as teamwork. In addition, by facilitating social interactions, the employees will have the opportunity to appropriately interact with each other, thus enhancing love and togetherness (Acquah et al., 2021). Based on the model, when this stage of satisfaction is provided, workers’ morale and ability to perform their duties efficiently will increase effectively.
Furthermore, upon ensuring that the aspect of love and belonging is achieved, the gap in self-esteem arises and demands immediate attention for the employee to feel satisfied. The MAA should take into consideration the various needs of workers on the facet of self-esteem. Based on Maslow’s argument, each person desires to be recognized by the business organization (Acquah et al., 2021). When individuals realize that their efforts are noticed, and the company is well aware of their contribution, they feel encouraged to participate and dedicate their time to deliver effectively. Therefore, supposing MAA creates a platform that enables it to depict persons based on their contributions and appreciates them, such workers will feel motivated to work with the department.
Lastly, employees usually want to be the best resource for the company in whatever operation they undertake. In order to realize their full potential, employers must provide workers with the necessary support to undertake challenging roles within the workplace. For instance, giving room for innovation and empowering noble ideas of workers can make them grow their personal development which is vital for their motivation. When staff members feel that employers are able and willing to help them reach higher levels, their overall work morale will automatically increase (Acquah et al., 2021). Therefore, in relation to Maslow’s hierarchy of needs, business management should ensure all the stages of employees’ wants are met progressively to facilitate their level of motivation to enhance job performance.
The Herzberg’s Model
The Herzberg model is a concept that considers two factors that is hygiene and motivators, as influencers of job satisfaction. The former aspect is based on basic needs such as job security, salary, available policies, and working conditions. The latter facet majorly concentrates on issues such as recognition and development opportunities. When the company addresses both the stated elements, it enhances its ability to maximize the workers’ inspiration and job satisfaction (Chiat and Panatik, 2019). Based on the theory, hygiene elements contribute significantly to job dissatisfaction when not provided, and motivators facilitate job fulfillment. MAA managers must take into consideration the mentioned facets of the concept to enable the determent to influence employee motivation. Based on the MAA setting, aspects such as achievement, personal growth, and recognition are limited, yet they are vital in enhancing the morale of employees. Considering the arguments of the Herzberg model, the MAA administration should invest in motivating factors to enhance job satisfaction.
The Fiedler Contingency Model
To manage individuals accordingly, it is necessary for managers to formulate an effective and reliable approach. In most cases, workers are resistant and unwilling to cooperate and contribute to daily operations. According to the Fielder contingency model, there are three key essential steps that supervisors can use to influence the effectiveness of workers in the business organization (Shala, Prebreza, and Ramosaj, 2021). First, it is necessary to identify the headship style being used. This aspect makes it easier to depict the core futures associated with governance. Second, it is essential to determine the situation at hand that requires intervention. Lastly, select an appropriate leadership approach that can practically solve the scenario. The Fiedler concept allows managers to have the proper insight into their management tactics and then determine if there is a practical style that can be applied to the condition (Shala, Prebreza, and Ramosaj, 2021). Based on the case of MAA, where employees feel less motivated to offer services to customers, examining the appropriate management technique will be useful in solving the issue, thus making workers to be motivated.
The PM Approaches
Currently, there are a number of PM approaches that are used by business organizations to influence employees’ motivation as well as their overall job performance. Each corporation usually utilizes criteria that best suit the needs of its workers. Some of the common PM methods applied include offering training, employee recognition, work flexibility, fair compensation, and creating a positive work environment. The mentioned approaches have proven significant in facilitating work morale as well as job satisfaction among employees.
Offering Training Services
Generally, for employees to work effectively and achieve their daily objectives, they require skills and knowledge that matches the job. Sometimes, when workers are recruited, they do not have the necessary abilities to perform their duties accordingly. Sometimes, the employees may need to advance their expertise to enable them to work with ease and accomplish their tasks within the shortest time possible (Ali and Anwar, 2021). When managers fail to recognize the need to assist staff members in gaining new techniques, employees may be less motivated and lose interest in working for the given firm. In such a situation, engaging in workers’ development is essential for making the staff members acquire relevant and emerging styles that can make them work effectively. For instance, in MAA, the human resource manager opted to provide periodical information technology (IT) training to employees to equip them with the current advancement in technology, including the use of artificial intelligence to assist in performing tasks. The move has impacted MAA workers, and the individuals feel motivated to handle their assigned roles.
Similarly, by allowing the employees to undertake new courses to enhance their skills and knowledge, the management has taken into consideration the aspects highlighted in Maslow’s theory of needs. As stated above, the model supports the role of managers in empowering and making sure workers realize their potential. Therefore, promoting education programs is an effective way of ensuring employees reaches their personal growth on the job, thus enhancing their work satisfaction (Ozkeser, 2019). Since the MAA management incorporated such programs, employees have been optimistic and dedicated to serving the clients accordingly.
Recognizing Employees
In the company, most employees want their effort and commitment to be recognized by the management and their peers. According to Maslow’s hierarchy of needs theory, acknowledgment is an essential aspect that promotes self-esteem. When managers compliment positively about the work done, employees are more likely to feel satisfied and motivated to deliver such services (Feng, 2021). In most cases, supervisors use regular feedback as a way of making the staff members know how their efforts are monitored and appreciated by the company. By pinpointing the exact performance of an individual, the person’s status will increase, which is a need for the worker. With such recognition, the employee is encouraged to continue offering the same or even improving their commitment to attracting further respect for the roles they play within the entity.
Offering Work Flexibility
Generally, some work are demanding significant time from employees, leaving them with limited time to have a social life. Such conditions are challenging the employees, and the majority working in such situations feel less motivated. Currently, PM has adopted a flexible work schedule that allows staff members to pick specific days they will work from the office and periods they will perform their roles from home. According to research by Adriano and Callaghan (2020), the aspect allows employees to have a proper work-life balance which is essential for the growth of the workers. The practice is common following the advancement in technology that makes it easier for people to work remotely. Most managers have taken into consideration the PM approach as a way of making employees feel motivated. Overall, work flexibility enables workers to spend significant time with their loved ones, thus making them satisfied. The aspect has proven useful in facilitating work morale among employees.
Rewarding Employees
In addition, managers use rewards as a way of motivating employees to perform their duties. The aspects entail paying a good salary, providing bonuses, and issuing other monetary value that can impact the financial needs of the worker. Majorly, staff members undertake their roles to generate income for their families. If the wages are less and cannot allow them to meet their basic livelihood demands, the individuals are more likely to become less motivated and can easily shift from one company to another. However, to avoid challenges such as employee turnover as a result of poor pay, managers have adopted the tendency of giving workers rewards to enable them to afford their needs (Sitopu, Sitinjak, and Marpaung, 2021). The facet enables staff members to remain comfortable and satisfied with the jobs they do.
Creating a Positive Work Environment
Based on Herzberg’s theory of motivation, the aspect of the working condition determines whether an employee is satisfied or dissatisfied with the job. Currently, corporation managers are focused on creating a positive working environment whereby workers can feel motivated to work. For instance, most employers promote personal growth, enhance the relationship among coworkers and even establish rules that value the well-being of workers. The PM technique makes it easier for employees to work freely within the institution, thus, allowing them to remain focused (Na-Nan and Sanamthong, 2020). In addition, some organizations have regulations that prohibit practices such as discrimination that usually instill bad energy in workers. When issues such as prejudices are not tolerated, and the element of friendship is valued within the firm, staff members will be motivated to work in the company and be contented with their responsibilities. Therefore, in contemporary business situations, PM plays an essential role in promoting a reliable work environment that inspires and attracts the workforce.
Recommendations
Since MAA is currently experiencing a lack of trust between the manager and the staff members, it is vital for the department to embrace communication. When there is regular and well-coordinated communication between the management and workers, it will be easier for the organization to enhance trust, which is vital for job performance. Furthermore, the PM approach will enable the supervisor to solve possible challenges due to the fact that employees will believe in their methods of tackling different scenarios. Therefore, by applying the facet, MAA will be in a position to regain to have a unified workforce that motivates employees as well as make the workers contented with working for the department.
In addition, MAA should promote effective leadership across the institution. Over the past years, most employees have been complaining about the headship approach used in the department. For instance, cases of unresolved conflicts and other unsettled disagreements are common, which has fueled divergence among coworkers in the institution. By choosing the leadership style stated in Fielder’s contingency model, it will be easier for the MAA management to establish governance that can tackle the current problems employees face in the workplace. Good leaders will be capable of identifying the pending situations and thus formulate effective approaches that provide proper solutions.
Conclusion
In general, the aspects of PM, such as recognition, a positive work environment, training, and rewards, play an important role in influencing the employees’ motivation as well as job satisfaction. It is necessary for managers to identify various PM approaches and apply them accordingly to impact the performance of each worker in the company. Even though PM can be challenging to determine and implement, several motivation theories, such as Maslow’s hierarchy of needs, Fielder’s contingency model, and Herzberg’s concepts, provide essential insights into core factors that inspire workers. When the ideas are utilized effectively, it will be easier for the management team to work on specific facets that have the potential to increase job satisfaction. Based on the current situation at MAA department, PM techniques such as regular and coordinated communication and effective leadership should be prioritized to motivate and enhance work satisfaction among the employees in the organization. Therefore, to influence and enhance job fulfillment, the mentioned PM approaches should be practiced accordingly. When employees are motivated, they dedicate themselves to delivering quality services that are vital for the overall growth of the business organization or any other institution that serves different clients.
Reference List
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