Gulf Oil Company - Restructuring Human Resources

Motivation provides individuals the drive to behave and act in a certain way in order to influence their work environments (Robbins & Judge, 2014, pp. 35-36). When employees are able to influence their work environments, they can make a psychological identity with their organization that provides a sense of purpose, or meaningfulness, to their existence in their job performance and involvement (Robbins & Judge, 2014, pp. 35-36). Thus, providing employees with a higher level of job satisfaction. To promote higher levels of job satisfaction, involvement and performance, managers will utilize motivational strategies to encourage their employees to perform certain tasks (McCoy, 2012, p. 2). However, managers are recognizing that traditional incentives are no longer providing the results of behavioral physics in their organization (McCoy, 2012, p. 3). To address this dilemma, managers are looking at motivational strategies where the incentives psychologically empower their employees in their daily activities.

There are as many different methods of motivating employees today as there are companies operating in the global business environment. Still, some strategies are prevalent across all organizations striving to improve employee motivation. The best employee motivation efforts will focus on what the employees deem to be important. It may be that employees within the same department of the same organization will have different motivators. Many organizations today find that flexibility in job design and reward systems has resulted in employees ' increased longevity with the company, improved productivity, and better morale.

Clearly defined goals as they relate to the organization can motivate employees through goal setting. Goals challenge to employees to make them want to explore new technology, ideas, and gain insight from a diverse workplace. Additionally, giving employees more responsibility will make them believe they have contributed with a sense of higher importance. Without motivation in the workplace, a business will suffer from the lack of efficiency from employees. Perhaps the most significant of increased employee motivation is that of increased productivity (staff@incentives.com, 2010). Therefore, it is important that employers give their employees an opportunity to work hard for their reward to obtain a high level of performance, which is an essential to the success of any business.

This article examined the necessity of changes required to traditional reward systems in order for employees to remain motivated and productive in the workplace (Lawler & Worley, 2006).The changes that must occur are in response to shifting environmental demands, with reward systems and motivational tactics holding exceptional importance to the ongoing success and longevity to the organization. The article then emphasizes the ineffectiveness of traditional reward systems, such as merit pay. This is largely attributed to how merit pay salary increases are small and become a permanent part of an individual’s pay (Lawler & Worley, 2006). As a result, the relationship between pay and performance is weak and not particularly motivating. As a more effective alternative, companies should look to implement reward systems such as bonuses in the form of short-cycle business periods, as they have shown to be effective motivators as well as flexible enough to compensate for organizational changes. Lawler & Worley (2006) concluded that “traditional reward systems lead to lack lustre performance, and that in order to create a high performance organization, companies must employ different reward systems that motivate performance, reward change, and encourage the development of individual and organizational capabilities” (p.5).

Motivation is defined by Engleberg and Wynn (2013, p. 42) as giving an individual a cause or reason to act. When working in groups, motivation is an essential skill for unifying and persuading group members to achieve objectives and overcoming obstacles (Engleberg & Wynn, 2013). The Chief Executive Officer (CEO) of mGames, a gaming and mobile device developer, was motivated to act based on two categories of motivating factors (Engleberg & Wynn, 2013). Each of the categorical factors is associated with one of two reward employees for performance, extrinsic and intrinsic rewards (Engleberg & Wynn, 2013). Extrinsic rewards, influenced by the external environment factors such as a boss, usually result in monetary increases, fringe benefits, and special privileges (Engleberg & Wynn, 2013). Whereas intrinsic rewards are intangible, as they

Many high performance companies understand the importance of offering awards and incentives that recognize, validate, and value outstanding work. They help keep the employees motivated and productive, and are effective methods of reinforcing company expectations and goals. When the management of a department gets together to put an incentive program into place, they have to decide which awards are worth the effort. They also have to consider the perceived value of earning the award, as well as the effort that is required to earn it. Management and employees may perceive non-monetary incentives to be more valuable than the retail value of the award in cash. Non-monetary rewards in

Providing recognition to employees that have met the expectations of the company and give small rewards such as a day off, Starbucks gift card or a flexible schedule is one of the many ways a company to get results. In France there is a company who has done remarkably well with motivating their employees in a pharmaceutical company. “Our experience suggests that bonus schemes can be very motivational and result in a ‘win-win’ for company and employees alike — as long as they are well designed and properly implemented. (Turner et al., 2007).” This company’s strategy was to be fair across the board and allow the salespersons to make up to 40% in bonuses. Their process was known as the “Commitment Process” which aligns the interests of the individual and company harmoniously and incentive sales people to stretch their performance and maximize sales results; this resulted in low turnover rate and the employees felt that they were valued employees. In Ayame’s position it would be to her benefit to find a company with these values or convince management to change their style or they would lose her as an employee and others who might feel the same way.

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

To motivate employees to work towards reaching organizational goals, managers frequently depend on some form of enticement. Beyond monetary compensation, awards and additional types of acknowledgment can be given, and the ability to choose a work schedule is a possibility. A reasonable pay system, which would be an incentive for individuals and groups to achieve organizational goals, is a hardship manager’s face (Jones & George, 2011). Within the company that I work for, every quarter awards are presented to Customer Service Agents who have maintained a 95 percent or above quality score. Monetary awards are given out as well as time off coupons.

Keeping employees motivated in addition to creating incentives and/or additional ways for employees to receive more compensation will create better performance overall within an organization. Contrary if company B gives their employees incentives to perform, without any motivational tactics they probably will not have as many top performances as company A, in addition the company may only seek short term rewards verses have long term success. Lack of motivation for employees within an organization, can cause long term damage for the company’s success. Different things motivate everyone; therefore there should be a system in place to keep employees motivated for the long term success of the company. In the MBM textbook under the concept of incentives, compensation, and motivation, there are a couple of different views of how it should be applied within an organization. We will discuss The Social Role of Profit, Personal Profit and Losses, and the way Market-Based Management view how incentives, compensation, and motivation should be applied and the things that effectively drive employees’ actions while at work.

In a traditional model of human resources, employees move through employment in a typical progression from hiring to separation or retirement. As we enter the new era of an advanced high-tech environment, the business world is also entering into an era of fierce competition noticed by takeovers and mergers. This illuminates the type of dynamic and complex business environment that companies have to face. The rapid change in the environment reminds us that, for a business to survive, it has to focus on its core competencies and discover in order to keep ahead of the competitors. The field of Strategic Human Resource Management has evolved mainly in accordance to the fact that human resources need to be managed strategically for

NB: This is a group assignment and individual assignments will not be marked. Twenty percent (25%) of the total 100% will count for class presentations. A minimum number of 5 and maximum of 7 are allowed to form groups. Each group should identify a group leader that will coordinate the progress of groups. Group leaders are encouraged to report students that are not contributing to assignment beforehand to the lecturer. Thus groups should subdivide work and assign a task to each student. Please lets uphold the principle of ethics as prospective business people.

The Saudi Arabia Ministry of Foreign Affairs has a five year applied strategic plan (ASP) to develop the performance of its human resources. This ASP is put in place to help senior leaders establish a better outcome form new hired employees at the ministry. The purpose of this ASP is to draft a roadmap for new employees to enroll in training and gain techniques. The foundation of this plan is training for employees on learning new techniques. That the human resources (HR) applied strategic plan is in place, but not very efficient to accomplish their goals. A re-examination is needed.

Being rewarded and recognised for their work or contribution is what keeps an employee motivated to work towards achieving the organisational as well as personal goals. When the employees is motivated by rewards, they will have job satisfaction consequently increasing the productivity of the organisation. It necessitates the need of managers to pay more attention in understanding their employees and come up with suitable types of reward systems for the organisation so that the employees are intrinsically and extrinsically motivated all the time. The hypotheses that I put forward here is to support this statement that effective reward management is critical to

With so many competing theories there is no generally accepted definition of motivation however, they all focus on factors that can energize, direct, sustain, or stop human behavior to achieve a desired objective (Gibson, et al., 2009; Robbins & Coulter, 2007). Understanding the motivation of employees is extremely important to managers and supervisors, especially in today’s industries with limited budgets and inability to reward workers financially (Sirota, Mischkind, & Meltzer, 2006). Well-motivated employees can lead to the result of higher productivity; higher performance and it can also help to improve the work quality and profits across all the departments. There are many theorists have complied their own conclusions and consequently a wide variety of motivational theory has been produced.