Human Motivation

Paper Summary:

The paper takes a look at how a company has created an intense and competitive work environment in which each employee is remunerated based on his performances but this is not embraced by all staff members, as they feel reticent to the idea of not having a stable and guaranteed income.The paper discusses how the company implements its program and how it fails to satisfy its employees.The paper also talks about how these failures could be resolved e.g. by introducing motivational strategies, which would in turn satisfy both the management as well as the employees and thus individual goals and corporate goals would be achieved.

From the Paper:

"The organization depends directly on the performances of the staff members; in other words, the company's profits are given by the numbers of contracts signed. Keeping this in mind, it would be implicit that the management placed an increased emphasis on motivating their employees. The motivational philosophy forwarded by the top management revolves around an increased employee on the job satisfaction, which would in the end result in increased performances and consequently, higher corporate profits. However the philosophy is generally good, the actual implementation is rather poor. In this instance, the operational management seems to be more focused on the performances of the staff members, rather than their on the job satisfaction. And whenever an employee is unsatisfied with the working conditions, the management pats them on the back, ensures them they do a great job, that they are a valuable asset to the organization and maybe throws in a modicum of salary raise."

Sample of Sources Used:

• Armstrong, M., Murlis, H., 2007, Reward Management: A Handbook of Remuneration Strategy and Practice, Kogan Page Limited Mathis, R.L., Jackson, J.H., 2005, Human Resource Management, Cengage Lea
• - Mathis, R.L., Jackson, J.H., 2005, Human Resource Management, Cengage Learning
• McCLelland, D.C., 1987, Human Motivation, Cambridge University Press

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