Organising Work Motivating Employee example essay topic

Personal management skills (2000 words) Terms of reference have been employed by Fab Sweets Ltd to analyse the production side of their business, and to suggest and develop solutions to the problems that exist. Procedures Analyse the company Organisational climate Organisational culture Job design Work restructuring o Motivation Leadership Apply theories and best practice Recommend actions to be taken (future actions!) According to Charles Handy (1991), the modern organisation requires us:' To learn new ways and new habits, to live with more uncertainty, but more trust, less control, but more creativity. ' The shape of the current organisation The organisation structure needs to be adjusted. Peter drunker: operations of a manager Setting objective so Organising work Motivating employee so Job measurement o Developing people It is clear that the management here are not doing all the operations which they should, especially as regards motivation".

Effective organisations contain happy people. If organisations are run in a way that everyone can give of their best, then we will all be happier, more prosperous with greater security". (web) In this case the workers are unhappy, this is because: 1. they have no responsibilities 2. they are not motivated 3. there is no job satisfaction 4. lack of communication 5. grading and payment levels are not implemented properly The leadership is inappropriate, It is clear that the production supervisor is only concerned with the production targets, she has no concern for the employees, this compares to the theory x manager by Douglas McGregor (1960). A better type of management would be the theory y manager. Management models MODERN TRADITIONAL Theory y Participation Control Theory x Co-operation Direction Work is natural Communication Orders Work is a necessity creativity security (Hannigan Tim, page 58, 2002) Job measurementMaslow's needs hierarchy Analysis of the companyFindingso Identify problems (why is it a problem?) (reference) o No responsibilities o No motivation o No job satisfaction o Lack of communication Personal problem so Grading and payment level so High labour turnover o Unreached target so High level of scrap o Attitude Atmosphere Climate o Support your findings Conclusion Overall summary of problem (holistically) Recommendations Solutions to the problem Why suitable? (reference) MOTIVATION Applying Maslow's need hierarchy Needs levels General Rewards Organisational Factors 1. Physiological Food, water, sex, sleep a.

Pay. Pleasant working conditions. Cafeteria 2. Safety Safety, security, stability, protection a.

Safe working conditions. Company benefits c. Job security 3. Social Love, affection, Belonging ness a. Cohesive work group. Friendly supervision c.

Professional associations 4. Esteem Self-esteem, self-respect, Prestige, status a. Social recognition b. Job title. High status job.

Feedback from job itself 5. Self-actualization Growth, advancement, creativity a. Challenging job. Opportunities for creativity c. Achievement in world. Advancement in organisation (Mullins Laura j. page 419 1999) o Alderfer's erg theory Blake's management gri do o Herzberg's 2 factor theory McClelland's learned needs theory Determinants of job performance Effective performance evaluation asks the following two questions: Is the work being done effectively?

Are employee skills and abilities being fully utilised? Improving Evaluations Suggestions for Improving the Effectiveness of an Evaluation System- Ask employees to participate in the evaluation process. - Set specific performance goals. - Provide supervisor's training in evaluation subordinates' performance. - Communicate the results of the evaluation process to employees.

- Do not focus entirely on problem areas; good performance should be actively recognized and rewarded. - Make performance evaluation a continuous, ongoing process. The Reward ProcessHerzberg's Two-factor Theory Hygiene Factors MotivatorsSalaryJob Security Working Conditions Level and Quality of Supervision Company Policy and Administration Interpersonal Relations Nature of Work Sense of AchievementRecognitionResponsibilityPersonal Growth and AdvancementMaslow's Hierarchy of Needs.