Human resource management is identified as a vital task to ensure the success of a business organization. It is understood that the people are required to have better motivation in order to drive the overall success of the organization. In this case, the employee engagement could be influenced through the different factors including the financial and non-financial factors. When it comes to the employee motivation it is identified that there are many theories and models which have been introduced by different people and organization which are still valid when it comes to the management of the people.(Anyim, et al., 2011)
When it comes to the different theories, they are mainly include the Maslow’s Hierarchy of Needs, Herzberg’s Hygiene Theory and X and Y theory etc. It is understood that all of them are mainly focused over the satisfaction of the people through different factors which could completely driving through the macro and micro environmental factors. It is suggested that there are many factors which could be considered as the key driving forces for the motivation of the employees. However, identification of the correct and most appropriate factors is the most important element when it comes to the management of the people.(Anyim, et al., 2011)
In the current context of the business environment it is understood that the people could have different set of requirements which could mainly influenced by the society, cultural changes and the technological changes. In this case, it is understood that the human resource management teams are required to understand that the traditional drivers of motivation could not create a major impact over the employee motivation while it is essential to have a newer set of drivers to manage the employees and their motivations. Furthermore, this could be influenced through the generation gap which is mainly the Baby boomers and the Gen X and Gen Y based employees(Allen, et al., 2013) . Hence, the new strategies are required to identify and implement to manage the overall employee motivation.
Hence, the people in the modern era required to treat in a careful manner while giving them the best support when it comes to the motivation of the people. Furthermore, it is understood that the macro level environmental factors could create a major impact rather focused over the traditional motivational factors of the employees(.M.Fapohunda, 2011) . In addition to that, it is understood that the management of the conflicting ideas and expectations between the generations could create another impact over the employee motivation of the present context of the business world.
References
.M.Fapohunda, T., 2011. THE GLOBAL ECONOMIC RECESSION:Impact and Strategies for Human Resources Management in Nigeria. International Journal of Economics and Management Sciences, 1(6).
Adewoye, J. O. & Obasan, K. A., 2012. The Impact of Information Technology (IT) on Human Resource Management (HRM): Empirical evidence from Nigeria Banking Sector. Case Study of Selected Banks from Lagos State and Oyo State in South-West Nigeria. European Journal of Business and Management, 4(6), pp. 28-37.
Ali, A., 2013. Significance of Human Resource Management in Organizations: Linking Global Practices with Local Perspective. Researchers World, 4(1), p. 78.
Allen, M. R., Ericksen, J. & Collins, C. J., 2013. Human Resource Management, Employee Exchange Relationships, and Performance in Small Businesses. Human Resource Management, 52(2), pp. 153-173.
Anon., n.d. Human Resource Management Review. s.l.:s.n.
Anyim, F. C., Ikemefuna, C. O. & Mbah, S. E., 2011. HUMAN RESOURCE MANAGEMENT CHALLENGES IN NIGERIA UNDER A GLOBALISED ECONOMY. International Journal of Economics and Management Sciences, 2011(4).
Bahuguna, P. & Kumari, P., 2010. Strategic Human Resource Management & Organizational Performance. [Online]
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Becker, B. E. & Gerhart, B., 1996. The Impact of Human Resource Management on Organizational Performance: Progress and Prospects. Academy of Management Journal, 39(4), pp. 779-801.
Management Study Guide, 2019. Human Resource Management (HRM) - Definition and Concept. [Online]
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Thanks for your post. It is valuable for the students who are
ReplyDeletefollowing HR for their higher education.
Thank you Thusitha for your feedback,opinion & positive judgment
ReplyDeleteAs an employee myself, this article is quite relatable to me as well because each and every employer's productivity depends on the motivation and benefits they gain.
ReplyDeleteEmployee motivation is a critical aspect in the workplace which leads to performance of the company. Motivating employees need to be a regular routine.
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ReplyDeleteMotivation is a process in a person who moves it towards a goal. Given that employees represent the most valuable part of any organization, their motivation is one of the most important management functions. The subject of the work is modern approaches to employee motivation, that is, motivational strategies and tools that can be used for this purpose. The main goal of this paper is to consider a number of issues related to the modern approach to employee motivation: identifying and understanding the factors that motivate employees today, but also ways to increase their job satisfaction.
ReplyDeleteIn maslow's theory of motivation help us to succeed in self actualisation in top of the pyramid to over come love, esteem, psychological factors, and safety.
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