Human Resource Management Application: Providing Motivation for Old Employees

Motivation is a key aspect in the organization or workplace, and it is imperative to know the basic theory application and methods dealing with any problems that usually unavoidable for the employee and will come up in any work environment. This is a mandatory skills for a leader or future manager to know how important on how to motivate his or her employee to work more efficient. Motivating employees is a big dilemma for managers. To produce a higher level of performance and productivity, manager’s today are obliged to pay more attention on this matter. Every employee needs different types of motivation. In this paper will elaborate three motivational methods that a

This helps in maintaining a friendly relation with the members later on. This in turn, helps in the motivation of employees which result in the firm’s success.

Many different techniques exist to intrinsically motivate employees(Walker, 2008). Some include: job enlargement, job rotation, and job enrichment. As noted earlier, job satisfaction among employees is important for a company to attain, thus, the use of techniques that boost intrinsic motivation is key. However, the employees were happy because they were paid well. The flip side to that is those older employees are closes to retirement, and have no intrinsic motivation. They are not motivated in sharing to new ways in doing things for the organization, such as saving money and hiring new clientele as suggested by Hubres in her memo. Therefore, it has been suggested by Willis that James and Counts work together to develop a retirement package for senior employees in the division without any immediate replacement for retirees. This would be a start in saving money for the division.

Respect applicants and employees, as we believe the company benefits from them as the same way they benefit from the company, and they are vital for our success.

As the Company promotes good corporate governance, the employees are committed in maintaining a high level of transparency or openness for

Their happy workforce creates maximum productivity—willingly. Trust and respect between the workers and management is an integral part of the company’s success.

For the performance management framework to meet the business strategy, employees must understand what they are working for. CCC must make the employees feel like they are a critical part of the team and without them, the organization will never reach its goals. This cannot be accomplished by telling them they are doing a good job. This is done in three ways, define performance, facilitate performance, and encourage performance (Cascio, 2013). Defining the performance is telling the employee what their

-Employees should be happy with the opportunities given to them in this reputable company, so that they do their best for the good of company.

The aging labor force affects Human Resources by that the department needs to take the time to motivate employees who are older to push themselves, start planning for retirement and manage the cost health care. In today’s society, many older people do not plan on retiring anytime soon or do not have enough money to retire. From this, some older workers are cutting down hours, working on temporary assignments, and are working from home. This allows older generations to mentor younger generations with work ethics and other aspects of the business. While this also gives the younger generations to mentor older generations with the latest technology and new ways of thinking. Human Resource management might run into different issues with the different generations such as the silent generation values job security and income. Baby Boomers value job opportunities and time management. on the other hand, Generation X is self-managed and can be pragmatic and Generation Y is good with technology and respect the hard work of older generations.

One of the main objectives in any organization is to have a team of employees that is able to work at their maximum best to meet the set organizational targets. For this objective to be achieved, employees of the organization should be fit enough to ensure maximum production. Organizations that appreciate that success is mainly dependent on the output of their employees place priority on the wellbeing of employees.

The employees feel that they have greater responsibility and trust put on them, this can generate greater participation, commitment, and a better job performance.

We are successful because of our employees and our mission is to provide our employees with a rewarding work environment that allows individual growth and development within our organization.

then they may be tempted not to come at all. If a worker does not get

Employees at “Your Company” are highly skilled and tend to stay with the organization and work their way up through the ranks. The company also provides a very stable learning environment where employees can develop and exercise their skills.

They employees follow the leaders instruction assuming that the outcome will be positive and for the betterment of the employee (Rao, 2010).