'HR problem\r'

'All employees be continu bothy performance managed and this is carryed at when going or forwardingal material so the employees atomic number 18 always giftting a big bucks of effort to get proficient assessments and appraisals. When many of the employees joined the phoner they were told that promotion would be lendable within two years, however this has non been the strip. The general management studym non to manage about this lack of penury and seem to signify as long as the employees atomic number 18 do m unrivalledy they allow for be happy.Part b chore Analysis To analyses the difficultys in this organization we need to look the issue of motivation at engage and as well the psychological shrivel mingled with the follow and the employee. Arnold et al (1995 cited in Preston 2006 P. 7) suggests that motivation is do up of troika components: 1 . Direction: what a someone is severe to do 2. Effort: how hard a psyche is act 3. Persistence: how long a person continues trying Looking at this suggestion you apprise see that In the case of the employees they stand a key direction In looking for promotion and are putting In a lot of effort to receive good assessments and appraisals.However, they are jump to lack in persistence as they A highly motivated employee will be: o More committed to the business o A more(prenominal)(prenominal) productive put to ca-caer Happier in their pipeline A intentionful theory we groundwork use to look at motivational issues is Mascots hierarchy of needs. Self-actualization mean Social (belonging) Safety Physiological Preston (2006 p. 12) states ‘Mason believed that all people are motivated by the alike(p) things, however there are different levels of need.When one set of needs in the hierarchy has been met, we work harder to fulfill the next level. ‘ In relation to the problem stated earlier a majority of the employees work hard to achieve the different stages of need, howeve r at one time they are lacking motivation because they are endeavour for more ND working harder to achieve more but it is not being made available to them. We can also look at success Brooms expectancy theory he uses the equation x I x V) which looks at the process of motivation.In this case even though the effort being but in by the employees is huge, the outcome they are hoping for (promotion) is not great or non-existent. As promotion is a high priority for these employees they therefore gull a lack of motivation. Another motivation theory we can link to this problem is Douglas McGregor (1960) sup personate X and Theory Y. In this case the management are plain Theory X managers only believing employees are motivated by money. The employees will go away truly disheartened by this as they are trying extremely hard and not being accepted for it.The psychological contract forms part of the un written contract and as Preston (2006 pop) states ‘differs from a written con tract in that it is concerned with implicit expectations, obligations and promises that both parties believe have been made with regard to what each owes and expects to receive from each other. ‘ The psychological contract covers a lot of areas and has become more important in cent clock where the employee expects a lot more from their employer. When joining the company the employees understood that promotion would be available within two years. This was not in the official written contract but was a k todayn promise.Many employees now feel dishonored. They have put in a lot of hard work which they expected would put them well on the road to promotion. These few points are all examples of the psychological contract. In this case it is very weak; this is also a good discernment as to why the employees are not motivated. I think this problem could be solved and have produced a few ideas which could help both ill-considered term and long term. ; Condiment opportunities The com pany could offer its employees neat term condiment opportunities in a higher position when the man power is stretched and in need of a temporary boost.Even though it is not permanent it may help increase motivation in the mindless term. In the case on Brooms theory the promotion they have been working towards will have been made available (if only temporarily) which will increase motivation ; Working in there departments †increase company knowledge There may be a chance to look at letting employees work in different departments short term specially during low season when man power levels indispensable are not as high. This will good both the company and the employee.The business will benefit from the extra knowledge and skills the employee will check off which they will be able to bring back to their passkey role. The employee will enjoy doing something new and being more challenged therefore increasing motivation. ; Opportunities to work up On certain shifts the manag er on duty could portion his duties to a more Junior employee. This gives the employee the opportunity to learn on the Job whilst being supervised by the manager. This could provide a challenge and more elating day at work. Better the relationship amidst managers and employees Reduce the barriers between general management and the workforce, I. E. improve and encouraging more fluid communication between each party. This will enable the management to see how dedicated and committed their staff actually are and allow them to have a more personalized idea of who their employees are. This would be a start n changing the managers from Theory X to Theory Y managers when looking at Douglas McGregor theory.\r\n'