Human Resource Management Essay -- Business Management Studies Essays

Human Resource Management Businesses use different motivational techniques to keep employees happy, it is important to keep employees happy so that they work effectively and efficiently. The HR department will spend lots on different ideas to try and keep their employees working hard often including rewards for hard work or constant attendance or even by in some cases punishing workers for not working to their potential. I will look into different cultures, motivational theories and techniques, job satisfaction, the importance of management styles, is money the only motivator and employee demotivation. Examples of motivational techniques In 1943 Abraham Maslow suggested that all people have a hierarchy of needs. He said that a person is motivated by his or her own needs, so he developed this pyramid. He believed that once someone had achieved one level of needs then they would want to move onto a higher level of need. Douglas McGregor’s X and Y theory In the 1960’s Douglas McGregor developed the ideas of theory X and theory Y. Theory X is the view that people really don’t want to do work and if they can avoid doing the work in anyway they will try to. This means that they are being persuaded to work by being given money or rewards and must be closely supervised and controlled so that they will do their work. Theory Y is the belief that humans can be stimulated by being given responsibility and strive to prove themselves. This management style is the view that the work itself can be rewarding and given the right conditions then they will strive to achieve goals and targets. Frederick Herzberg’s two factor theory This American psychologisat research in the 1950’s led him to develop the two-factor theory of job satisfaction. Many criticised him for drawing conclusions about workers as a whole from a sample drawn from just accountants and engineers, although his theory has proved very robust. His view was that the factors related to job satisfaction can be divided into two; those that only have the potential to provide a positive job satisfaction and those that can only cause dissatisfaction. Hygiene Factors Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work... ...vate them to do their work, work for certain companies and explains unhappiness levels at jobs which do not challenge their workers such as Mcdonalds etc. Motivation on a project depends on * The project culture * Often established by the project manger * The project's reward system * If there is one! * The work content * Especially if it is challenging * The working environment * Especially if it is conducive to creativity * The supervision * Especially if it is a source of learning * And not overbearing * And the opportunity to network Motivating Factors Project turn-ons * Recognition * Increased responsibility and status * Advancement * Opportunity for intellectual growth * Opportunity for personal achievement * Flexible working * Variety and the job itself * Good communication * The leader's enthusiasm De-motivating Factors Project turn-offs ----------------- * Constraints of company policy and administration * An over-bearing bureaucracy * Below-average compensation * Poor quality supervision * Poor communications * A poor working environment * Either sociologically or physically * A negative attitude of the project leader