Jinjian Garment Factory Essay

As a manager the three motivational methods that should be used would be to provide monetary incentives, employee recognition, and training incentives. Monetary incentives are one method that can be used by a leader or a manager in his or her workplace, these incentives is to reward an employee for his or her outrageous work-related performance. These incentives may include such as profit-sharing within the company, stock options, performance bonuses, and scheduled bonuses. These different types of monetary incentives can increase the motivation of its workers and can lead to more productive, less absenteeism, and may improve one’s quality of service. Monetary incentives when awarded to one employee may also be a morale booster can also encourage other workers to improve his or her work performance, and maintain a healthy, friendly, positive work environment. A healthy workplace is a product of a successful and productive work environment. Working in this kind of economy, monetary incentives is the excellent method to use. However, these incentives may persuade others and may not to some; the result will be the same, increased quality work

Classical theory: - This theory implies that the money given to the workers is the major motivation factor for better output. If flat-rate system is implemented by Galt instead of piece-work system, it will decline the motivation in planters and results in poor output.

All organizations aspire to be successful in this era of rapid development where the market is very competitive. Therefore, there is a need for them to motivate their employees since they are a critical strategic asset for dealing with such competition. Employees’ motivation can be described as the psychological process that causes workers to behave in a positive manner thus improving their performance behavior (Townsend, 2002). Companies irrespective of their size and market should strive to retain their best workers, acknowledging their significant role and influence to the organizational effectiveness. To achieve this, firms should create a strong and positive relationship with the workers. From the data obtained from various researches, it is apparent that employee motivation improves performance through reducing absenteeism as well as increasing renovation among workers (Norsworthy &Zabala, 1990). The relationship between motivation and performance is clearly depicted in Southwest Airlines Company where the firm invests on its human resource to improve its productivity.

It has been proven that when expectations of employees are handled properly, it will lead to a committed employees thus the occurrence of turnover is lower (Luscombe, 2013).An employee who is happy with his or her work setting would be an unlikely candidate to be yearning to go.

b. Does the issue of branded vs. private label enter into this consideration? Why or why not?

Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.

“Low employee turnover allows an organization to focus on revenues and productivity instead of spending time in the rehiring cycle” (Turner, F., 2002 January,. Jacksonville Business Journal). In the healthcare industry for example the number of qualified employees in the nursing field are lower than job spots that are available; creating a huge need for more nurses to fill the jobs. Employers in these field could not afford to have a huge turnover rate of employees in their respective companies. One of the best way to promote a long return rate is to offer employees bonuses or higher salary rate. Most of the time just dangling a higher salary pay would not prevent an employee to go to another company that is willing to pay a slightly higher rate. These would create a revolving door effect on the turnover to return rate of the company; though, it may be easy to fill the position, the money invested by the company in training the new hire would cost more than just offering to send existing employees back to schooling or training classes. A company that offer tuition reimbursement as part of

The retention of employees basically refers to different procedures and practices that help retain employee for a much longer period of time. The following issues should be taken under consideration if they want their employees retained for a longer time period: management, communication, salaries, decision making, perks, career development, recruitment, understanding and appreciation (Belanger and Caron, 2005).

After the Civil War and the reconstruction era, textile mills become one of the main labor sources in the New South. Textile mills were brought from New England and were preserved for whites. The mills were a hit down south because southerners were known to take what they were handed, and were less likely to rebel when compared to union workers from the North. The health conditions in the mills were horrible and the employees were underpaid, but the people that the cotton mills attracted were poor and needed work so they continued to work in the mills because it meant being able to provide for one's family.

An employee will appreciate an employer who is being considerate of their needs. This means, they will be less likely to move on from the business and create less turnover in staffing. This also creates positivity for the employer.

Loyalty bonuses should be directly linked to manager performance to recognize and encourage employees to strive to run their operations effectively, efficiently, and collaboratively. Extrinsic rewards could take many forms to include gym memberships, mini-vacations, and they should also be tailored to the employee to be more meaningful. Reimbursement for educational degrees and certifications that are industry related conveys to managers that Tanglewood cares about investing in their careers. Intrinsic rewards allow the organization to make a difference in retention efforts; and are a valuable tool that can be utilized in employee motivation. Providing managers with a sense of meaning, choice, competence, and progress are all ways to provide intrinsic rewards and motivation. Typically, flexible working arrangements do not cost the organization any out-of-pocket-expense and it allows employees to have a better work and life balance. Tanglewood should establish programs, such as, ‘manager of the month’ to communicate wide-spread recognition for employees who crave external recognition. Intrinsic rewards are an inexpensive tool that Tanglewood should incorporate into their retention efforts.

that employees remain motivated if they are rewarded to achieve goals of a company. And when they are

Pay and rewards attract and retain employees. Having the right pay and benefit for employees motivate them. This helps employees feel valued and can remove animosity between employee and employer. Training and development has a positive impact on employees, this shows investment from the employer and enhances career progression.

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

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.