Human Resource

The Basic Motivation Force

A. Needs
The best one word definition of a need is a deficiency. In the homeostatic sense, needs are created whenever there is a physiological or psychological imbalance.
B. Drives
With a few exceptions drives or motives are set up to alleviate needs. A drive can be simply defined a deficiency with direction. Drives are action oriented and provide an energizing thrust toward goal accomplishment. They are at the very heart of the motivational process. The examples of the needs for food and water are translated into the hunger and thirst drives for affiliation.
C. Goals
At the end of the motivation cycle is the goal. A goal in the motivation cycle can be defined as anything which will alleviate a need and reduce a drive. Thus attaining a goal will tend to restore physical or psychological balance and will reduce or cut off the drive. Eating food, drinking water and obtaining friends will tend to restore the homeostatic balance and reduce the corresponding drivers. Food water and friends are the goals in this example.

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Basic Characteristics of Motivation

Basic Characteristics of Employee Motivation are as follows:
  1. Effort. This refers to the strength of a person’s work-related behavior.
  2. Persistence. This refers to the persistence that individual’s exhibit in applying effort to their work tasks.
  3. Direction. This refers to the quality of a person’s work related behavior.
  4. Goals. This refers to the ends towards which employees direct their effort.

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Objectives of Employee Motivation

Main Objectives of Employee Motivation are as follows :

  1. The purpose of motivation is to create condition in which people are willing to work with zeal, initiative. Interest, and enthusiasm, with a high personal and group moral satisfaction with a sense of responsibility.
  2. To increase loyalty against company.
  3. For improve discipline and with pride and confidence in cohesive manner so that the goal of an organization are achieved effectively.
  4. Motivation techniques utilized to stimulate employee growth.
  5. For the motivation you can buy man’s time. Physical presence at a given place.
  6. You can even buy a measured number of skilled muscular motions per hour or day.
  7. Performance results from the interaction of physical, financial and human resource.
  8. For the achieve a desire rate of production.

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Determinants of Employee Motivation

Traditionally it is believed that employees are motivated by the opportunity to make as such money as possible and will act rationally to maximize their earnings. The assumption is that money, because what it can buy, is the most important motivator of all people.
Three types of forces generally influence human behavior

  1. Forces operating within the individual,
  2. Forces operating within the organization and
  3. Forces operating in the environment.

Description:

  1. The Individual: Human needs are both numerous and complex. Some of the needs cannot be described and identified because people hide their real needs under the cover of socially accepted behavior. Further, each person is different and a variety of items may prove to be motivating, depending upon the needs of the individual, the situation the individual is in and what rewards the individual expects for the work done. It is the duty of the manager to match individual needs and expectations to the type of rewards available in the job setting.
  2. The Organization: The climate in the organization must be conducive to human performance. Climate plays an important part in determining worker’s motivation. The climate in an organization is determined by a number of variables such as its leadership style, autonomy enjoyed by members, growth prospects, emotional support from members, reward structure.
  3. The environment: A worker does not live in two separate worlds, one side the factory and the other outside it. The troubles and pleasures of off-the-job life cannot be put aside when reporting for work in the morning, nor can factory matters be dropped when returning home after work. Culture, norms, customs, images and attributes accorded by society to particular jobs, professions and occupations and the worker’s home life- all play a strong motivational role. The factors such as social status and social acceptance play an important role in shaping the motivations of people.

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Importance of Employee Motivation

Motivation can have an effect on the output of your business and concerns both quantity and quality. See it this way: your business relies heavily on the efficiency of your production staff to make sure that products are manufactured in numbers that meet demand for the week. If these employees lack the motivation to produce completed products to meet the demand, then you face a problem leading to disastrous consequences. The number of scenarios is extreme but you get the general picture.
Your employees are your greatest asset and no matter how efficient your technology and equipment may be, it is no match for the effectiveness and efficiency of your staff.
Motiva0tion involves getting the members of the group to pull weight effectively, to give their loyalty to the group, to carry out properly the purpose of the organization. The following results may be expected if the employees are properly motivated.

  1. The workforce will be better satisfied if the management provides them with opportunities to fulfill their physiological and psychological needs. The workers will cooperate voluntarily with the management and will contribute their maximum towards the goals of the enterprise.
  2. Workers will tend to be as efficient as possible by improving upon their skills and knowledge so that they are able to contribute to the progress of the organization. This will also result in increased productivity.
  3. The rates of labor’s turnover and absenteeism among the workers will be low.
  4. There will be good human relations in the organization as friction among the workers
  5. themselves and between the workers and the management will decrease.
  6. The number of complaints and grievances will come down. Accident will also be low.
  7. There will be increase in the quantity and quality of products. Wastage and scrap will be less. Better quality of products will also increase the public image of the business.

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Employee Motivation

Employee Motivation is the core of management. Employee Motivation is an effective instrument in the hands of the management in inspiring the work force .It is the major task of every manager to motivate his subordinate or to create the will to work among the subordinates .It should also be remembered that the worker may be immensely capable of doing some work, nothing can be achieved if he is not willing to work .creation of a will to work is motivation in simple but true sense of term.Employee Motivation is an important function which very manager performs for actuating the people to work for accomplishment of objectives of the organization .Issuance of well conceived instructions and orders does not mean that they will be followed. A manager has to make appropriate use of motivation to enthuse the employees to follow them. Effective motivation succeeds not only in having an order accepted but also in gaining a determination to see that it is executed efficiently and effectively.

In order to motivate workers to work for the organizational goals, the managers must determine the motives or needs of the workers and provide an environment in which appropriate incentives are available for their satisfaction .If the management is successful in doing so; it will also be successful in increasing the willingness of the workers to work. This will increase efficiency and effectiveness of the organization .There will be better utilization of resources and workers abilities and capacities.

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Employee Retention

“Employee Retention” is the buzzword that one could hear in all the companies. Hiring a talented employee and retaining them is one of the major concerns faced by the companies. The employees with more experience in an organization are always an asset to the company, the reason being they are much familiar with the company culture.

Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project. Employee retention is beneficial for the organization as well as the employee.

Employee retention refers to policies and practices companies use to prevent valuable employees from leaving their jobs. How to retain valuable employees is one of the biggest problems that plague companies in the competitive marketplace. Not too long ago, companies accepted the “revolving door policy” as part of doing business and were quick to fill a vacant job with another eager candidate. Nowadays, businesses often find that they spend considerable time, effort, and money to train an employee only to have them develop into a valuable commodity and leave the company for greener pastures. In order to create a successful company, employers should consider as many options as possible when it comes to retaining employees, while at the same time securing their trust and loyalty so they have less of a desire to leave in the future.

Employees today are different. They are not the ones who don’t have good opportunities in hand. As soon as they feel dissatisfied with the current employer or the job, they switch over to the next job. It is the responsibility of the employer to retain their best employees. If they don’t, they would be left with no good employees. A good employer should know how to attract and retain its employees.

Employee Retention involves taking measures to encourage employees to remain in the organization for the maximum period of time. Corporate is facing a lot of problems in employee retention these days. Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no dearth of opportunities for a talented person. There are many organizations which are looking for such employees. If a person is not satisfied by the job he’s doing, he may switch over to some other more suitable job. In today’s environment it becomes very important for organizations to retain their employees.

The top organizations are on the top because they value their employees and they know how to keep them glued to the organization. Employees stay and leave organizations for some reasons.

The picture states the latest statement that corporate believes in “Love them or lose them”

The reason may be personal or professional. These reasons should be understood by the employer and should be taken care of. The organizations are becoming aware of these reasons and adopting many strategies for employee retention.

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What Makes Employee Leave

Employees do not leave an organization without any significant reason. There are certain circumstances that lead to their leaving the organization. The most common reasons can be:

  1. Job is not what the employee expected to be: Sometimes the job responsibilities don’t come out to be same as expected by the candidates. Unexpected job responsibilities lead to job dissatisfaction.
  2. Job and person mismatch: A candidate may be fit to do a certain type of job which matches his personality. If he is given a job which mismatches his personality, then he won’t be able to perform it well and will try to find out reasons to leave the job.
  3. No growth opportunities: No or less learning and growth opportunities in the current job will make candidate’s job and career stagnant.
  4. Lack of appreciation: If the work is not appreciated by the supervisor, the employee feels de-motivated and loses interest in job.
  5. Lack of trust and support in coworkers, seniors and management: Trust is the most important factor that is required for an individual to stay in the job. Non-supportive coworkers, seniors and management can make office environment unfriendly and difficult to work in.
  6. Stress from overworks and work life imbalance: Job stress can lead to work life imbalance which ultimately many times lead to employee leaving the organization.
  7. Compensation: Better compensation packages being offered by other companies may attract employees towards themselves.
  8. New job offer: An attractive job offer which an employee thinks is good for him with respect to job responsibility, compensation, growth and learning etc. can lead an employee to leave the organization.

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Top 6 Benefits of Employee Retention to the Organization

Benefits of Employee Retention to the Organization are as follows:

  1. The Cost of Turnover: The cost of employee turnover adds hundreds of thousands of Money to a company’s expenses. While it is difficult to fully calculate the cost of turnover (including hiring costs, training costs and productivity loss), industry experts often quote 25% of the average employee salary as a conservative estimate.
  2. Loss of Company Knowledge: When an employee leaves, he takes with him valuable knowledge about the company, customers, current projects and past history (sometimes to competitors). Often much time and money has been spent on the employee in expectation of a future return. When the employee leaves, the investment is not realized.
  3. Interruption of Customer Service: Customers and clients do business with a company in part because of the people. Relationships are developed that encourage continued sponsorship of the business. When an employee leaves, the relationships that employee built for the company are severed, which could lead to potential customer loss.
  4. Turnover leads to more turnovers: When an employee terminates, the effect is felt throughout the organization. Co-workers are often required to pick up the slack. The unspoken negativity often intensifies for the remaining staff.
  5. Goodwill of the company: The goodwill of a company is maintained when the attrition rates are low. Higher retention rates motivate potential employees to join the organization.
  6. Regaining efficiency: If an employee resigns, then good amount of time is lost in hiring a new employee and then training him/her and this goes to the loss of the company directly which many a times goes unnoticed. And even after this you cannot assure us of the same efficiency from the new employees.

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Stress Management in Human Resource

Modern life is full of stress. As organization become more complex, the potential for stress increases. Urbanization, industrialization and increase in scale of operation are some of the reasons for rising stress. Stress is an inevitable consequence of socioeconomic complexity and, to some extent, its stimulant as well. People experience stress, as they can no longer have complete control over what happens in their lives. The telephone goes out of order, power is shut down, the water supply is disrupted, an expected promotion is denied, children perform poorly at school, prices of essential commodities increase disproportionately to income, etc. we feel frustrated, and then stressed.

There being no escape from stress in modern life. We need to find ways of using stress productively, and reducing dysfunctional stress.

Several terms that are synonymous with stress, or similar in meaning, have been used. In order to avoid confusion we will use the following terms: stress for stimuli that induce stress; stress for the affective (emotional) part in the experience of incongruence; symptoms for the physiological, behavioral and conceptual responses or changes: and coping for any behavior that deals with the emotional component in the experience of incongruence, e.g. stress. The term stress will be used here to refer to such terms and concepts as strain, pressure, etc. As already stated, role can be defined as a set of functions, which an individual performs in response to the expectations of the significant members of a social system, and his own expectations about the position that he occupies in it. The concept of role, and the two role systems (role space and role set) have a built-in potential for conflict and stress.
Stress is normal. Everyone feels stress related to work, family, decisions, your future, and more. Stress is both physical and mental. It is caused by major life events such as illness, the death of a loved one, a change in responsibilities or expectations at work, and job promotions, loss, or changes.

Smaller, daily events also cause stress. This stress is not as apparent to us, but the constant and cumulative impact of the small stressors adds up to big impact.

In response to these daily stresses, your body automatically increases blood pressure, heart rate, respiration, metabolism, and blood flow to your muscles. This stress response is intended to help your body react quickly and effectively to any high-pressure situation.

However, when you are constantly reacting to small or large stressful situations, without making physical, mental, and emotional adjustments to counter their effect, you can experience stress that can hurt your health and well-being.

It is essential that you understand both your external and internal stress-causing events, no matter how you perceive those events.

Stress can also be positive. You need a certain amount of stress to perform your best at work. The key to stress management is to determine the right amount of stress that will give you energy, ambition, and enthusiasm versus the wrong amount which can harm your health and well-being.

Important Stress Causing Issues, Characteristics and Traits

While each person is different and has different events and issues that cause stress, there are some issues that almost universally affect people. These are the stressors you most want to understand and take measures to prevent.

  1. Feeling out of control
  2. Feeling direction-less
  3. Guilt over procrastination or failing to keep commitments
  4. More commitments than time
  5. Change, especially changes you didn’t initiate or institute
  6. Uncertainty, an
  7. High expectations of self

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