Employeesrewarding and integration
It is the role ofthe managers to ascertain that employees feel that they are engagedfully in the organization and they are part and parcel of theorganization. It is achieved through rewards and employeeintegration. When the employees are rewarded and integrated they feelappreciated and thus work hard to ensure that the organizationmission and vision is attained in the specified timeframe. Thepurpose of this presentation is to ensure that managers, humanresource and other top management will use managerial approach thatintegrates and rewards employees to ascertain that employee aresatisfied so that the organization can attain the goals.
The appropriateaudience for the presentation is the students who are training to bemanagers, human resource, entrepreneurs and employees who areadvancing education as part time students. The significance of thetopic to the student and the employees who are pursuing humanresources and management plays a major role in creating a goodrelationship between the employees and the employer. When theemployees are rewarded it implies that they are motivated and thusthe possibility of achieving the goals is high. When hiringemployees, competence can be justified by how the person iscommunicating and explaining the questions asked by the interviewers.If the interviewers can reward the person at that moment when beinginterviewed then implies that the company deserves such employee andthey should work to retain him or her by giving rewards afterachieving short or long term goals of the company. Integratingemployees plays a key role in ensuring that employees are broughttogether in different departments to ensure that they can work asteam for the benefit of the organization (Torrington, et al, 2009).
Howemployee integration result employee satisfaction
Integration ofemployees plays a major role in ensuring that they are satisfied. Forexample, when department are grouped to work as one entity impliesthat they are going to work as a team. In the organization not allemployees are 100% perfect on how they handle their routines. Somewill consult their peers in the organization so that they can attainwhat the head of the department requires. By apply a managerialapproach of integrating employees it implies that the human resourceor the manager has given the employees a platform to share ideas.Those employees who are not excellent in their performance get achance to grasp the information properly and thus they will feel thathappiness based on that they have given that chance to get it. Theapproach is beneficial both to the organization and the employeessince when they are sharing ideas since the organization goals areachieved on time. On the other hand the employees have acquired therequired platform to make them excellent in their routines. It isimperative that the employees are going to be satisfied since theyare gaining and on the same time they are paid.
Team work attainsthe goals of the organization very fast and thus employees whoparticipated after the managerial approach of integrating employeeswill be rewarded equally. The approach will lead to employeesatisfaction based on that they have been appreciated. Some of theemployees in the organization may have been working tirelessly buthave never been rewarded. Based on the fact that they have beenrewarded for the first time they will be satisfied and work to ensurethat mission and vision of the organization is achieved.
In the competitivelabor market large number of competent employees is available.Integration is not common in many organizations and thus employeeswill tend to follow their interest in the organization that meets hisor her interest. The employees will like to be associated with anorganization that will appreciate and treat others considerately. Byintegrating employees it implies that the opportunity ofself-realization is attained that proves that an employee can makeit. A well established managerial approach of integration creates asupportive favorable environment that the employees use to show theirself-realization and work to their level best. The favorableenvironment builds team spirit and thus the employees will besatisfied since it is an employee retention strategy and loyaltyprogram.
Howrewarding employees result in employee satisfaction
Rewarding anemployee implies that the organization is recognizing the employee.It is a loyalty program that is either can applied to the customersand the employees. Appreciating a well done job is a fundamental needfor employees. It implies that the management has recognized the jobthat has been done and thus it is important to value the employees.Rewarding is a motivation theory that helps the employers to relatewell with their employees. By rewarding an employee the goals of theorganization will be achieved though extrinsic motivation does notlast for a longer period. The employees feel pleasure to work withthe organization but with time the morale goes down again and thus itis important to reward again.
When the employeesare motivated there is an increased feeling of the employee that heor she has achieved something in the organization. The feeling makesthe employee to have a high self-esteem that he or she can do it andthus leading to self-awareness that makes a person to feel satisfiedin his or her work. The feeling of achievement makes the employee tofeel engaged in the organization and thus being committed anddetermined to work for the organization.
When one is rewardeda sense of personal responsibility increases making it possible forone to work best to attain the goals of the organization. Theemployee will be satisfied with what he or she does since he or shefeels that the responsibility given is the mandate given by themanagement to ascertain that the goals are attained (Emerson andLoehr, 2008). If the employee has not been rewarded he or she willnot take the routines as a personal responsibility since he or shehas never been satisfied in the organization. Failure to motivateemployees in the organization implies that the employees willmaintain the status quo and development will never be at its maximum.It is the role of the management to ascertain that they are going tomotivate employees accordingly.
Rewarding in theorganization reduces uncertainty. For instance, when one is rewardedit implies that doubts that an employee experiences will be reduced.There is likelihood that when one is not performing well in theorganization may be fired or retrenched. When an employee is rewardedhe or she feels satisfied based on that doubts that may have beenexperienced is reduced significantly. When an employee is rewardedthe unpredictability issues are ignored just to make sure that theemployee is working to attain the goals.
Lastly, when theemployee is rewarded the employee performance is standardized basedon fact that he or she values the reward. The reward acts as areminder to the employee that he or she needs the same reward again.Performance goes hand in hand with the competence and this tells theemployee that he or she is competent in his or her work. An excellentperformance indicates that one is capable and thus chances of beingfired are low. A good performer in the organization implies that theemployee needs to be retained since he or she is productive andcreative enough for the attainment of the goals.
Give two types of motivation for the employees
Oneof the motivation is intrinsic motivation. The motivation comes fromindividual desire that emanates when one is satisfied for completinga certain task in the set timeframe. Factors like responsibility,skills, freedom and interest are major factors that contribute towork and attain the goals.
Thesecond motivation is extrinsic motivation. The motivation is done byother people who are in the organization to ascertain that one isappreciated for the contribution. Rewards like money, preciouscommodities like jewelry may be given to the employee to motivate himor her.
What do you understand by content theory of motivation?
Contenttheory of motivation is a theory that explains the needs of person astime goes on and one has to focus on those factors that seems tomotivate one. The internal drives are the one that dictates what oneshould do to attain the goals by feeling satisfied. One of thetheories that explain the need of an individual is the Maslow’shierarchy of motivation.
Mention five basic needs in Maslow’s hierarchy
Thistheory of personality has the following needs. Physiological needs,safety needs, social needs, esteem needs and self-actualization needs(Maslow, 1954).
Motivation ofemployees plays an integral part in satisfying them since if they arenot motivated they cannot perform excellently. The managerialapproach of rewarding and integrating employees should be encouragedsince it satisfies the need of the employees. Organization hasloyalty programs that are used to motivate the customers but they donot have motivation programs for the employees. There is need toretain the employees for a longer period based on the fact that werequire the talent they have. It is the role of the top management toensure that employees are appreciated so that the company vision andmission is attained. The need of individuals should be paramount inthe organization so that they are able to serve the customers.Failure to satisfy their need implies that we are not ready toappreciate their great contribution in the organization and thus wedo not need to retain their potential. Creativity and innovation inthe organization are paramount in the growth of the company and thusit is important to encourage them to work as groups so that they canbe creative enough. Human resources managers should encourage teamwork as an integration strategy that will result to innovation andcreativity. Extrinsic motivation is recommendable for the employeesso that they can be satisfied.
Emerson, B., & Loehr, A. (2008). A manager`s guide to coachingsimple and effective ways to get the best out of your employees.New York: AMACOM/American Management Association.
Maslow, H. (1954), Motivation and Personality, 2nd edition.Harper & Row.
Torrington, Derek. Hall, Laura. Taylor, Stephen & Atkinson Carol.(2009). Fundamentals of Human Resource Management. PearsonEducation Limited.