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Showing posts with the label employee development

Developing Strong Socialization Processes in the Workplace

New employees are often confused about the expectations and requirements of their new positions and the organization where they work. These uncertainties result in feelings of stress, confusion, anxiety, awkwardness and uneasiness (Louis, 1980). Such feelings create insecure inaction that begins to clear up the longer the employee is employed. Yet managers can speed up the socialization process by developing stronger communication networks and transference of information through a proper socialization process. One of the first things new employees look for to clear up this confusion is a point of reference. This typically is the person they are first introduced. Such points of reference are based upon interpersonal communication and the information they can secure through the work network. This point of reference is fostered from another employee, organizational information, or their managers (Barge & Schlueter, 2004). It is important for managers to understand precisel

Human Instincts, Workmanship and Economic Development

The innate nature of man is to contribute to the development of the organization and society. Through the purposeful enhancement of individual workers, society can reap the rewards of higher levels of performance. Such performance is a natural instinct of man when given appropriate guidance and opportunities for development. Managers can contribute to the economic development of their society by fostering the instinctual self-interest of individuals to contribute to survival of the entire organization.  " Chief among those instinctive dispositions that conduce directly to the material well-being of the race, and therefore to its biological success, is perhaps the instinctive bias here spoken of as the sense of workmanship ." -Thorstein Veblen Instincts have a large impact on why man engages in meaningful work. As a biological creature he seeks to develop the well-being of his race and in essence his own overall success. Within the context of the organization, instincts

Expectancy-Value Theory: Connecting Expectations to Rewards

As employees scramble over each other in an attempt to achieve the next promotion, or trinket of acknowledgement, it is important to understand precisely how their expectations lead to motivation. Expectancy-Value Theory is one way of looking at how employees value the behavioral options available to them.  In this theory, management should tie behavior and reward closely together if there is an expectation that employees will be motivated and productive.  Management has an ethical opportunity to ensure proper returns on investments and progressive use of human capital in order to fulfill their function. The concepts of valence and expectancy make up the bulk of the Expectancy-Value Theory.  In general, employees believe that when they put forth a specific amount of effort there should be an appropriate reward that is offered. If the expected energy and the value of the reward are not in alignment it will be difficult for management to solicit certain types of motivated behavior.

The Components of Employee Motivation and Organizational Success

At the center of any successful organization rests the employees that take the orders, assemble the products, and sell the goods. Before companies can achieve success they should ensure employees are committed and engaged with the organization and its objectives. Where well managed and committed employees are an asset, a poorly managed company with a lack of employee commitment will ultimately lead to decline. Through the development and encouragement of employee effort does the unique synergy exist in   organizations that allow for higher levels of operational savings and environmental capitalization. The components of this motivation are discussed through this article. Motivation is derived from the word "motivate" which means to push, move, or influence the environment to achieve some objective (Kalimullah et al, 2010). Motivation can also be seen as the process by which behavior obtains a results, attempts to complete an objective and continues to push forward. It still