Managing the Human Resources at Shenzen China Factories

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

Scientific management or "Taylorism" is an approach to job design, developed by Frederick Taylor (1856-1915) during the Second World War. With the industrial revolution came a fast growing pool of people, seeking jobs, that required a new approach of management. Scientific management was the first management theory, applied internationally. It believes in the rational use of resources for utmost output, hence motivating workers to earn more money. Taylor believed that the incompetence of managers was the major obstacle on the way of productivity increase of human labour. Consequently, this idea led to the need of change of management principles. On the base of research, involving analysing controlled experiments under various working

What motivates employees today? This is an increasing concern to managers today because the definition of motivation is a very complex. One cannot actually define motivation but can give theories to better explain it. In this paper, I am going to talk about some of the major theories and factors that affect motivation at the job.

In the 1960s, LEWIN was one of the first to address employees’ motivation. According to him, motivation and skills must be combined to determine the level of performance. After him, there was a lot of research done about that subject; we then realized that motivation was very important to organizations. Motivation at work can therefore be defined as the employee 's willingness to do their job, the degree to which they are involved, their perseverance and continuity of their effort. Nowadays, companies are in a situation of hyper-competition, and profitability, profits and economies of scale have become major concerns. Human resources services are at the forefront. Indeed, they must succeed in conciliating satisfaction and profitability in

The manifestation of Frederick Taylor's theory of Scientific Management was a major breakthrough in traditional approaches in the twentieth century, it proposed in enhancing the business economic efficiency by simplifying and optimising organisational tasks with scientific methods which in turn would increase productivity (Taylor, 1911). Taylor’s methods of rigid control of workers to enhance productivity was met with widespread support by industrialists and economists in the USA and Britain. On the contrary Human Relations School of Thought was a movement which saw workers in a different light, instead of viewing them as merely one more cog in the company wheel as Taylor, it asserted that the organisation will prosper as it helps the employee to prosper. Over the course of time the onus has shifted from Taylor’s Scientific Management to Human Relations School of Thought as the dynamic nature of business has led to a change in the mind-set of people and they give more prominence to employee participation and well-being than just financial incentives.

In recent years the number of organizations is rising, consequently the competition between them is increasing. In order to remain competitive ability, organizations should provide high performance in production. For identifying what leads to high productivity, the key elements of organization should be analyzed. It’s obviously that the core of any organization is human element. There is not product without employee, and consequently there is not organization without workforce. Human naturally has aim in doing any action. People study for working, and then they work for earning and try to find their places in society. Though they seem always have aim and toward which they go forward. However, some people can’t decide what they want, and refuse doing attempts to change anything in their boring life. The same situation may occur in workplace. Furthermore, workers doing the same work every day, they often feel dull and bore from their work, as a result productivity starts decreasing. Therefore the organization’s leadership and management have been searching out various effective methods which lead workforce to high level of performance for many years. Researches and studies determined that employee should be motivated and engaged, furthermore it was determined that it is responsibility of organization’s leadership and management to engage and motivate workforce. Consequently, now the main job of leaders and managers are to motivate employee. (Gordon, 2010) The aim of this

Improving the productivity of the organization and the worker has always been the objective of any management philosophy. Of all the assets that the organization possesses, the human element can provide the most variability and therefore require the greatest attention. Employee motivation is important if any organization wishes to fully its objective of increased productivity.

Nadeem Malik (2010) expressed that there were times when workers were thought to be another expansion to upgrade the production of service or good. Be that as it may, a great deal has changed at this point. Motivating employee is an essential stride that each entrepreneur ought to take to succeed. This is on the grounds that motivation energizes better execution and efficiency with respect to workers. What 's more, when this happens, the organization has nothing to appreciate except for advantages

The human resource is vital for any organization, as it is important to manage organizational employee happiness. Motivation has long been seen as a positive indicator of job performance. What are some great ways to motivate an employee to increase job performance? A performance review can act as motive for an employee to improve his/her productivity. Therefore, when an employee sees his goals clearly defined and is measured against the set goals and objectives, he can be motivated to work harder (Mathew, Johnson). In this review, I will look at and explore the multiple arguments of the management research articles. So, the question I must ask is this: Is there a positive correlation between employee motivation and job performance?

The human resources department of any firm or business entity, is engaged with many different requirements. Although it is oftentimes understood that the primary requirement that such an entity has is to maximize profitability, this particular paper will instead argue that the primary focus should be to maximize employee motivation. The reason for such an approach is contingent upon the fact that without proper levels of employee motivationI. it is essentially impossible for the firm/entity to realize any of its other goals. Moreover, within the current business environment, profitability is oftentimes something that is determined at the very margins. As a function of this reality, it is necessary for business leaders and individuals

In today’s economy, businesses face evolving issues, and attempt to examine ways to obtain a competitive edge. The individuals behind these problem-solving issues are the managers within the company, whether they are first-line managers or top managers. One of the many goals of a manager is to motivate their employees, which makes the organization more efficient. Employee motivation is a very understandable concept, but the process of implementing this to your work staff is very complex. Employee motivation is very essential to running a successful organization, and managers need to find the best strategies to make sure that this is accomplished.

In the contemporary business development, it is essential to manage not only the external resources but also the internal resources, such as human resources (Flamholtz, 2012). In the field of human resource management, employee motivation is an essential topic, which aim to enhance the working enthusiasm for the employees in order to gain the higher production (Jiang et al., 2012). Then, another complex theme, job satisfaction, is considered to be a factor that can force the employees retain or leave the company (Edmans, 2012). If the employees not satisfy with the company, it may lead to a large number of problems, including the inefficiency even high rate of turnover in the company (Jain, 2013). Therefore, whether the human capital can feel job satisfaction or not is an importance issue for the human resource development department in the company in order to enhance the inherent strength of the firm. For the purpose of reaching higher level of employee job satisfaction, an effective incentive mechanism can be useful (Ahmed and Islam, 2011).

benefits of employee motivation. Motivated employee is a valuable asset who creates value for an organization in strengthening the business and revenue growth. Motivation is going to work if the right person with suitable skills is made responsible for the job or otherwise it will be the wastage of resources and time, and will lead to job dissatisfaction. The paper is aimed to study the effect of

The assumptions and theories explaining the concept of employee motivation will also be reviewed. Significantly, the research is also focused on identifying strategies of enhancing employee motivation so as to ensure attainment of the identified benefits. The research will be able to draw a correlation between the issue of employee motivation and the organizational performance. In order to achieve this, qualitative approach will be utilized so as to ensure success of the research study (Heimerdinger & Hinsz 2008: 383).

The way a person behaves in a work situation is largely a function of motivation, that is, his desire to fulfill certain needs. Employee’s motivation is one of the most important factor for increasing performance and productivity.