Extrinsic motivation

Running head: EMPLOYEE MOTIVATION 1

EMPLOYEE MOTIVATION 2

Employee Motivation

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Introduction

Employee motivation is a factor or factors that causes an employee to pursue work or goals. This is what may make one to act in a particular way. There are two theories that are used by employees:

Extrinsic motivation

These are factors that are external which may influence an employee to act towards fulfillment of a task. This can be in the form of a reward or even a punishment. A reward can be in the form of pay while punishment can be in the form of termination.

Intrinsic motivation

These are factors that come from within the employee. This happens when the particular job motivates one to work. This form of motivation has better results than extrinsic motivation though it is often harder to facilitate. Intrinsic motivation can be achieved through giving employees the ability to be creative and innovative.

Succession planning also referred to as talent management recently identified as a top human resource issues of immediate future. Focusing on the current economic future, it is important for organizations to not only focus on high performance but to think and plan on the way forward / years ahead.

Succession planning entails not only retention of the key holding staff who in time have gathered organizational skills, values and knowledge but also foster the culture of the company’s promotion values, development agenda and career way forward/ opportunities for growth.

It is important to focus on the major issues in lieu of the above:

Future Analysis: Succession planning should be focused closely to the organizations business plan. Focus should be emphasized on the future strategies bearing in mind the goals of the business plan, having in mind the business plan (years in projection)

Management Appointment: At this stage, identify competence of the holders of the positions said above. This must be focused on once skills, knowledge and attributes that follow within the roles. To identify the qualifications focus should be on the job description, competency and personal specification.

People Analysis: At this stage performance management analysis must be put in place. This is to analyze the achievement of the aforesaid to evaluate how well the performance has been. To achieve this objective, different tools can be used including: psychometric and ability test, occupational personality questionnaire (OPQ), group exercises and ability test. HR professional if available should provide guidance and advice while conducting in-house assessment. Career assessment of individuals is a vital focus to career development majoring on work and life balance including other factors which can be achieved using tools such as career orientations, inventory, work interest schedule and OPQ.

Training, Learning and Development Needs: To identify the need of training of the employees, identification should be focused on the above. This should not be the norm but developing plans for the individual employees plus action plans is key. This is to ensure to ensure a structured development program geared towards a targeted level of capability. To achieve this, focus should be on the ‘skills gap’ implying where the employees are now and where they ought to be in the projected future.

Career Development: This entails training, learning and creating an environment for opportunities for employees. To achieve this, focus should be geared towards stretch assignments in regards to what the said employee is aimed at achieving. It may be necessary to encourage them to go past their natural part of their current job role. To achieve this the following should be adhered to: delegate other responsibilities above the employee’s job description in order to develop new skills and experience. This may be in such ways as supervision and human management skills.

Secondment: This can be done through projects which allows one to attain experience working at a different level. Shadowing of employees in roles such as interviews or skills meetings. The most important factor here is to ensure that the employees are fully involved so that they understand why they are going through the process so they can own up to the process.

Assigning: It is important at this stage to place the right individual with the perquisite skills and knowledge in the position that they have trained and qualified for. This should not be a way of direct hiring, for a selection process is necessary. This ensures that equality of people within the organization and outside can competitively compete. The goal here is to ensure that promotion to higher positions is based on performance and not on the period one has worked or even the current job position.

It is important not to focus mainly on internal promotion since this may eventually lead to an organizational stagnation since there is the risk of lack of new ideas and experiences. It’s important to note that not all employees are focused on the up wards progression commonly referred to as career ladder, most prefer the status quo. Good succession planning is the one that gives the opportunity to individuals to make cross-boundary career moves. Opportunities should be there for horizontal well as vertical movement within an organization.

Remuneration: This is termed as compensation as in other terms payment that an individual receives for work done. This may include; basic pay, allowances, bonuses, gratuity and other benefits. Executives of companies may receive other pay for instance; expense account and other forms of compensation. The total amount of remuneration depends on experience, value to the company that is whether full time or part time, business model of the parent company, whether salaried or hourly paid. For executives remuneration should be based on basic pay and stock options.

Succession planning

This is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. This can also be termed as replacement planning .Succession planning has been experienced in different situations such as dictatorship, monarchy and in business.

Business is a major focus in this paper .This is ensuring the development of people in an organization who have the potential to be hired as key management leaders. In dictatorship the major aim is to continue a legacy with the intention of preventing a major power struggle. Monarchies are settles by the order of succession.

The disadvantage of the stock option is awarding over sizable grant that is barely out of money (OTM).This is a call option with a strike price which is over and above the market price of the company value. Another way of looking at OTM is a put option. This is a strike price which is lower than the market price of the company value. From the a foregoing if the stock of the company goes up, the management is at liberty to convert options into common stocks hence once they do sell, the shares make a huge benefiting themselves.

At some organizations senior executives are rewarded for other vexpense3s including: pay bonuses, relocation allowances and company transport commonly referred to as perks

Esprit de Corps

This is a feeling of pride and mutual loyalty shared by members of a group. It is also a sense of unity developed among a group of persons involved in a task. Esprit de Corps is an administrative principle that states that a company or organization should strive to ensure cohesion within members of their work force which can be easily demonstrated in military groups that have been in active duty. This translates well in an organization that is been headed well. Employees work in a cohesive manner hereby achieving their objectives using their team work.

Stabilization of Tenure and Personnel

In order for an organization to prosper, employees and in focus senior management must not keep on changing. Continuity is vital in such positions, stability is key. It is expensive for disruptions or frequent change in an organization since will require hiring of personnel to replace the vacate positions and will also have to be trained and oriented towards the organization’s role, objects and vision. A company must ensure that there is reduced percentage of employee attrition commonly referred to as turnover, which is achieved by identifying a work force that share the same goals and values that are in unison with the company’s final vision.

Corporate Social Responsibility (CSR)

This is where an organization takes into consideration the interests of the society and takes responsibility of the impact of their undertakings on the customers, communities, suppliers, their own work force and the shareholders. It is important to note that a tradeoff may exist between economic development and the overall welfare of the community. There are critics who are of the opinion that CSR distracts the organization from their key objectives, why others express themselves and state that it is nothing more than superficial window dressing.

The fundamental importance of CSR is the demonstration to the customers and the media

That the organization values the social issues affecting the particular community that have no direct impact on the bottom line. CSR is used to help disadvantaged, members of a community, has shown to build morale among employees and has led to greater productivity.

In a nutshell, a number of studies suggest no negative influence on shareholders that has resulted from CSR. There seems to be a slightly negative correlation with improved end year returns

Conclusion

Succession planning is useful in an organization in order to identify groups of employees that have an intention to exist and identify variables that may influence employees not to exist

References

Menaldo ,Victor. The institutions curse: Natural resource politics and development , Cambridge university(2016)

Charan, Ram , Drotter Stephen ;The leadership pipeline, how to build the leadership (2001)

Cosack, Sabine Lawson,Emily ;Retaining key employees in times of change (2010)