Employee motivation, organisational performance, and organisational productivity
Discuss about the Impact Of High Performance Human Resource Practices On Employees.
Human Resource Management is recognized as a process of managing people of the organization with a humanistic approach. HRM approaches towards manpower effectively facilitate the ability of the manager to perceive the members of the organization as an important resource. It is further regarded as an effective approach through which several business enterprises can utilize the level of manpower not only for the benefits of the organization but also for the development and self-satisfaction of the concerned people. Thus, HRM is recognized as a system which aims to focus on human resources development on one hand and effective management of members of the organization on the other in order to enhance the rate of human dignity in their employment. Furthermore the rate of motivation within an employee base has a fundamental role in every organization which further aims to establish certain strategic objectives for attaining high level of performance. However, there can be witnessed a direct association between the level of motivation among employees and human resource performance acquired at the workplace. Thus in such situational contexts, it appears as a vital factor to managers to effectively recognize the motivational aspects which aid employees to perform while achieving their duties. Motivation is essentially considered as a factor which facilitates behavioural alteration and further acts as a force which enables an employee to act in a specific direction towards a particular aim. Thus organizations with high degree of motivated employees tend to be oriented towards autonomy and freedom and demonstrate increased degree of self–regulation as compared to less enthusiastic employees. Employee performance has been considered as essential factor which involves quantity and quality of output along with the accommodative nature of the output. Similarly modern theorists are of the opinion that organizations can implement direct incentives and rewards based on the individual performance if employee performance is effectively identified.
As factors associated to employee motivation facilitate effectual job management amongst the employee base, a fundamentally enthusiastic employee tends to reveal high degree of responsiveness of the definite aims and objectives which an employee must attain thereby formulating the organization to be increase its productivity as well as performance. However, several theories related to the conceptualization of motivation that is based on the needs and desires of a workforce and behavioural patterns associate to the workforce. Abraham Maslow, renowned psychologist had categorized into five groups which constitute the needs such as basic or psychological, safety, belongingness, esteem and self-actualization requirements and needs. He further stated that an individual is fundamentally being encouraged and enthused in order to accomplish several psychological needs before considering others factors. However, this is because psychological needs further regarded as basic or essential needs act as a vital factor for an individual’s survival. However, Maslow’s “Hierarchy of Needs Theory” tends to remain imminent when factors of self-actualization needs and desires are successfully accomplished. However, in a workplace the reason towards a certain context is quite rational as employees who are devoid of essential needs for persistent existence such as food, air or water fails to demonstrate the expected competence level to make any significant impact on productivity.
Human Resource Management and effective management of members
Furthermore, another source of motivation is the level of commitment by an individual towards certain external issues whereby the most vital of all factors lie on the fact that the fact that the employees tend to share similar goals and strategies which is further considered to be significant measure of the strength of the organization . However, reward system in an organization comprise of having appraisals and incentives for the employee base and integration which is aimed for facilitating developments in the unconstrained flow of performance and productivity from the employees in the organization.
As employee motivation is regarded as a major component of organisational success it is important to note that de-motivation or lack of appreciation can result to severe disengagement of employees in any workplace. Demotivation occurs when employees tend to lose their inspiration and desire to take action in the assigned roles which tend to create disastrous consequences and outcomes for an organisation. In recent times it has been noted that Foxconn Technology Group, a subsidiary of Hon Hai Precision Industry Company Limited, Taiwanese Company has encountered several controversies associated to the way they manage their employee base. However it was recognised from the series of suicides taking place in 2010 where, over 20 employees attempted to commit suicide along with 14 critical deaths of employees.
Harsh & hazardous working condition- Work environment conditions to a greater degree play a major determinant factor in employee performance and organizational productivity. As the level of employees comfort associated to the assigned roles are fundamentally being determined by workplace conditions as well as environment, poor and hazardous working conditions possess higher degree of propensity in impacting the quality of service in manufacturing industry measuring the rate of efficiency. As workplace constitutes of various situational contexts, complex working environment and further being subjected to complex and conflicting demands can reduce the rate of productivity and further lead to low level organizational performance. Foxconn critical suicidal events have significantly shed light to the upsetting working conditions within the factories which has led its workers develop apathy towards the organization and further result in the low degree of organizational productivity. Foxconn’s long hours with low level wages have caused tremendous unconstructive impact within the organizational structure.
Pay issue- Furthermore, from the view of motivating as well as rewarding employees it has been believed that the series of suicidal events at Foxconn has casted light on the minimum remuneration rate of 900 RMB that is regarded as highly exploitative further revealing the unethical rewarding policies of the organisation. Though the organisation has reportedly signed the labour contract with the employees and adheres to timely remuneration procedure, the minimum wage set by the organisation is considered to be inadequate in order to ensure the basic and essential needs and requirements of the employees working in the factory. Thus it has been stated that the monetary reward offered by Foxconn is insufficient in order to accomplish even the physiological needs of the workers. As a result the employee base will develop a higher degree of depression and lack of self motivation in accomplishing the established roles due to the stress emerged for the low pay level. Thus it has been stated that the rate of suicide attempts significantly preceded by the event of severe depression and that can be comprehended that low remuneration rate induced the suicide with enormous pressure encountered by factory workers on a regular basis.
Direct association between motivation and HR performance
Management issue- Furthermore, several reports have suggested that Foxconn’s military leadership style has been one of the significant factors for the continuous rate of suicides within the organisation. As the company emphasised immensely on the execution and proficiency, it often failed to deliver compensation on time as a result, workers eventually lost their level of motivation in providing any contribution towards the organisation. The organisation constitutes military management system which is perceived as an immensely unethical activity whereby the managerial department did not pay utmost consideration towards accomplishing the fundamental human needs of its employee base. Thus, it can be stated that the motivation theory of Maslow’s ‘Hierarchy of Needs’ was simply not observed by the organisation who had demonstrated immense rate of incompetence to accomplish the most essential physiological needs of its employees such as adequate leisure time for the prolonged working hours and providing minimum hygiene services. Thus, it can be identified that the stringent and rigorous military leadership technique has played a critical role in the low rate of motivation and organisational performance of Foxconn and resulting to the inhuman activity associated with suicide of several employees within the organisation. Thus, as suicide cases tend to increase the level of terror within the workers these emotional effects can cause disastrous impact if Foxconn show continuous incompetence to handle these areas of concern and not succeed to stabilize emotional level of the workers.
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