Employee Motivation Essay

Work-life balance has been a popular topic for employees across all age and occupations for years, representing a rising concern of contemporary human resource management and labor policies. This topic has attracted the attention from the millennium generation, who is stepping into the market and beginning to grow a career. Therefore considering the increasing demand, well-designed workforce planning with diverse scheduling options offered to employees appears to be extra credits for most companies. This research paper aims to communicate the positive effects of four-day workweek, and providing support for why employers should adopt this schedule for employees and themselves through 1) introducing background and history of four-day workweek as a work schedule option and 2) demonstrating benefits of four-day workweek from both employer and employees’ perspectives.

In recent years, much attention has been given to downsizing, rightsizing, trimming the fat and other euphemisms for laying off workers. Generally, companies suggest that they are "forced" to lay off workers in order to cut costs and remain competitive. The financial community likes downsizing because it reduces the short term labor costs that companies must bear. Management likes downsizing for the same reason. This research considers the effects of downsizing and whether it is truly the panacea for a company 's ills, or whether it brings with it more problems. A specific company, Boeing, and recent downsizing decisions it has made is also considered.

Downsizing, the planned elimination of positions or jobs, is a phenomenon that has affected hundreds of companies and millions of workers since the late 1980s. In the next lines i will try critiquing the literature related to my practical management problem which was the negative impact of bad downsizing conduct with the aim of refining my research question and we will also attempts to synthesize what is known in terms of the economic and organizational consequences of downsizing. We argue that in many firms anticipated economic benefits fail to materialize, for example, lower expense ratios, higher profits, increased return-on-investment, and boosted stock prices. Likewise, many anticipated organizational benefits do

America has an ineffective and problematic work week. Employees have an arduous time fitting in the rest of their life with their schedules, and businesses find that many employees aren't happy because of this. Many employees are leaving the companies they work for, or aren’t working to the best of their abilities. Converting to a four-day work week will benefit America by developing stronger businesses and increasing employee morale and production. Despite the fact that there are losses when transmuting to this timetable, the advantages this timetable offers are justified, despite the trouble.

These employer-initiated flexible staffing arrangements, although appealing to many workers, are designed to satisfy the needs of the employer. Flexible scheduling arrangements, increasing in the workplace, are

King Company can reduces it labor costs by using freeze hiring. In free hiring, the employer stops hiring employees for positions that are considered non-essential positions. Such a technique enables the employer to consolidate the current staff and potentially restructure departments to undertake job tasks that are essential for the clients in the firm. However, during the hiring freeze, smart employers continue hiring strategically in areas where the skills are hard to find and for the positions that will immediately create revenue form the firm (Kalev, 2014; Perrett, 2013). The employer

Each person could be motivated by different things. Therefore, matching rewards with every employee’s expectation needs to be realized as Williams (2002) suggested. Moreover, factors that motivate employees really well in one level might de-motivate or create dissatisfactions in other levels. Consequently, to realize the real motivator of each employee, organizations

needs ,the person will starts in search for self realization to give the best of what he

Factors driving the interest in flexible working is a flexible work schedule as flextime, telework , or a compressed work week . These are examples of the increasing variation in the timing and duration of working time, and location of work. Although the standard work schedule has traditionally been the norm in the organization , more and more employers are experimenting with a variety of flexible work schedules at the same time as they change jobs and the time zone system processes and work culture . In the rapid rise of flexible work schedules and other members of the organization not only the United States , but a phenomenon of global employment . Studies countries from the U.S. to Australia estimate that only about half of the employees , working regular daytime work schedule regular five-day week ( Gold, 2001 ; Watson , Buchanan , Campbell and Briggs , 2003). As the opening statement suggests, when implemented with both the employer and employee interests in mind , a flexible work schedule can improve efficiency, work focus , and empower individuals to manage their own working time ( Halpern , 2005; Kossek , 2005) . Flexible work schedule is an increasingly important issue for the industry - Organizational ( I - O) psychology because they reflect the adaptation of human resource practices to the changing nature of work , such as changes in the labor force is becoming increasingly diverse in the availability of work and the dramatic changes in the system design work in

Secondly, Garry and Glenda could implement a job rotation strategy. Job rotation can be defined as regularly alternating between different jobs within an organisation on the basis of a scheme or spontaneously alternating on the basis of the workers ' personal needs (Wiebe et al, 2004). Garry and Glenda can implement job rotation as a tool to motivate employees by providing task variety and enhancing employee socialisation (Zin et al, 2013). The business has several multi-skilled employees that are able to perform tasks in the production sector of the business as well as administration. With the successful

The beginning of work life started at the break of dawn. Most workers were bound to their work for as long as daylight was available (Chung). During the Industrial Revolution employees worked in factories on an assembly line(Chung). Workers clocked in at the same time, took lunch at the same time, and clocked out at the same time (Chung). They worked as if they were part of the machine (Chung). In modern times employee’s work within office buildings similar to assembly line workers they have a fixed schedule and work towards the ultimate goal of the organization (Chung). In modern days corporations are considering the benefits of a flexible work schedule because it can contribute to a successful work life balance by enriching families, improving an employee’s health and improving production. Modern technology such as cell phones, tablets, and computers permits a more flexible work schedule because it allows employees to stay connected to the office even if they are miles away (Chung).

Q2. Drawing on examples from the service sector to illustrate your arguments, critically compare and explore the strength and weaknesses of at least two theories of motivation.

In the motivating of employees, there are certainly many theories, definitions, and ideas. Motivation is a continuous battle in the work place, and close attention must be paid to it in order to ensure productivity and performance. It is hard to look at one of these theories and say that one is the most accurate or represents the landscape the best, but I will apply my own ideas and experiences to the topic to better understand how motivation works from my perspective. In the second part of the paper, I will look at my own experience as an employee at Google and at an insurance company, to help understand the various theories in practice. I suffered from lack of motivation as an employee in my first two jobs for two different reasons that can be explored in further depth based on the readings.

The growing need of responsiveness for manufacturing companies facing market volatility raises a strong demand for flexibility in their organization, since the company personnel are increasingly considered as the core of the organizational structures, a strong and forward-looking management of human resources and skills is crucial to performance in many industries (El-Awady Attia). This is especially true for industrial fields where human labor is important with low automation rates: industrial structures in these domains should consider long-term strategies to enhance multi-skills of their workforce, as, for instance, cross-training programmers (Khiong 1279-1295). Flexible working arrangements have been identified as one important means of balancing work and personal commitments. It has the great advantage of allowing employees to work the hours that suit their lives the most (Halen Russell 73-97).Although many employers require a 9-5 work schedule for employees, a flexible work schedule is more beneficial to the workers as well as the employers.

It is my belief that most people genuinely want to do a good job at everything they do. I think where the deterioration of this desire comes in is when they feel their efforts and accomplishments are not appreciated or acknowledged. This can be seen when looking at different shifts in a work place. The second shift may be twice as productive as the first shift. Why is this? Well one reason could be because the second shift supervisor does a much better job of motivating his/her employees, which usually consists of showing appreciation and acknowledging their hard work. According to Bune (2015), “Those in supervisory and leadership roles can either be motivators or morale busters to the organization depending upon their approach.”