Theories Of Motivation And Positive Workplace Environment In Strategic Human Resource Management

Strategic Human Resource Management

Discuss about the Human Resource Management for Behavioral Qualities.

It has been evaluated that strategic human resource management has a great role.  Human resource management is considered as an important part of the company. Without human resource management, it cannot be possible for the company to accomplish overall goals and objectives. It has been seen that the center of strategic management is related to the engagement and motivation of the employees (Anitha, 2014). 

It is important for the company to evaluate the overall practices which can help the company to achieve success.  It is essential for the company to focus on the practices that can be taken into consideration to enhance the emotional, cognitive and behavioral qualities so that overall motivation level can be increased. The workers should be motivated so that their skill can be enhanced and they can give their best towards the activities. When the employees are motivated it has been evaluated that their motivation level increases and it lead to the growth of the company (Pfeffer & Veiga, 1999).

In this paper, the motivational theories will be discussed that influences the overall affective and behavioral method of the workers that create effective workplace environment and also it is important to focus on job designing practices that are considered by the HR and it motivates the workers. Therefore it can be evaluated that the employees who are conducting their routine activities should be motivated so that goals and objectives of the company can be attained.

It has been seen that there are various motivational theories that help to enhance the motivational level of the employees. In this paper, the discussion will be made on the overall theories of motivation that will help to enhance the productivity and will also influence the affective and behavioral processes of the workers.  

Motivation helps to bring out best in an individual. It has been seen that motivation is one of the factors that helps to enhance the skill of the employees and also it is the reason behind the act and desire of the individual. There are various theories related to motivation that helps to maximize the overall confidence level and also the skills are enhanced in an effective manner (Hauser, 2014). Motivation theories are Herzberg motivation theory, McClelland Need theory and Maslow hierarchy of needs.

The affective process of the workers consists of various responses and awareness and also it is concerned with the overall knowledge and beliefs. If the focus is given on the behavioral process which is related to the physiological behavior, it has been seen that the major impact of affective and behavioral process depend on the overall theories of motivation but the major theories will be discussed.

Theories of Motivation and Affective and Behavioral Processes of Workers

This theory is also considered as a two-factor theory. It has been seen that this theory helps to enhance the motivation level of the employees. By focusing on this theory it has been seen that there are two factors which give influence. The first is related to the motivator factor and the other is related to the hygiene factor (Marchington et al.,2016). The factor of motivator helps to enhance the job satisfaction and hygiene factor focuses on causing dissatisfaction.  Herzberg stated that the job satisfiers deal with various aspects which are involved in conducting the activities and job dissatisfies conduct the activities with various factors which is defined in the context of the job. Hygiene factor is related to the salary and working conditions in the workplace. The motivating factor can help to enhance the satisfaction in the job context and also motivate the individuals for growth in the personal need (Alshmemri, Shahwan-Akl, and Maude, 2017).

The five factors of job satisfaction in context to the motivating factors are: Achievement, recognition, responsibility, and advancement. The factors which are related to the hygiene factors are supervision, salary, the policy of the company and also working conditions. It can be evaluated that both the factors motivator and hygiene helps to influence the overall employee’s motivation and also impact the behavior.  This can give impact to the overall activities which are done by the individual.  If motivator and hygiene factor is not present then it can lead to dissatisfaction of the employees (Lazaroiu, 2015). 

This is one of the theories that have a strong influence on the overall affective and behavioral process of the workers. The requirement can be covered by focusing on the basic needs of the individual life which is related to food, clothing, and water. This is the first stage of theory which is named by physiological needs. If these basic qualities are not offered to an individual then it can lead to satisfaction and also reduce the level of motivation (Lee and Hanna, 2015).

Next is related to the safety and security need in which it has been seen that it focuses on securing the employees. This consists of personal needs, financial safety, and health and wellbeing safety. Next stage is related to the belonging need in which the focus is on the integration of the social groups and also by enhancing the relationships. Esteem need is also the motivational need in which the employees want to be respected and valued. If the value is given to the employees then it can be easy to accomplish the overall goals and objectives effectively. The last stage is related to the self-actualization need in which it has been seen that it focuses on the desires of an individual and also enhances the potential to give their best towards the overall activities.  If the employees are satisfied and their needs are also fulfilled then behavior towards the activities will be changed and it can lead to success (Healy, 2016). 

Herzberg Motivation Theory

This theory is built on the work of Maslow. This theory emphasizes on enhancing the existing needs rather than creating the developing needs. This is one of the dominant motivators which focus on the culture and life experiences. In this theory, there are three motivators related to achievement, affiliation, and power. The achievement is related to the requirement to accomplish and showcase the competence. It has a connection with a range of acts. It has been seen that it is influenced by the internal drivers for acts and also the pressure which is considered by the others. It has been seen that low need for achievement can reduce the failure. 

Affiliation is related to a need for love and belonging.  In this, the individuals have a good relationship and in this, there are leaders and also who are involved in interpersonal relations. Power is related to a need to manage the work of our own and also of the others. Power motivation is related to a need to control the work of other and also of our own. These individuals are authority motivated and it can bring an increase in the overall personal status and prestige (Armstrong and Taylor, 2014).

It is important to create a positive environment so that goals and objectives can be accomplished and employees can also complete their assigned task with proper efficiency. There are many factors related to the positive work environment in the workplace. The characteristics or the factors are 

It has been evaluated that if the employees are conducting the activities in a proper team then it can be simple to create positive work environment. Teamwork in the workplace can help to conduct the activities in a right manner and also with proper efficiency. When there is proper teamwork in the workplace then the employees feel good and supported and know their roles and responsibilities towards the activities of the company.

It is important to give appreciation to the employees. If appreciation is given to the employees then it can boost the morale and also impact can be seen on the overall enhancement in the productivity level. By giving appreciation to the employees it can be easy to create a positive environment in the workplace (Bratton and Gold, 2017).

To create a positive environment in the workplace it is essential to give training to the employees so that they can be confident towards the activities assigned to them (Smith, 2016).  Training also helps to utilize the time in an effective manner and also give guidance to the employees to focus on the right direction. By training the employees it can be easy for the employees to their best towards the assigned activities and also boost the morale of the employees (Ford, 2014).

Maslow Hierarchy of Needs Theory

It is essential for the company to focus on the proper flow of communication so that it can be simple for the employees to clear their queries. When employees are comfortable and can share their views and opinion with other then it can lead to a positive environment in the workplace.  The employees should be given chance to share their views and ideas so that it can be easy for them to focus towards the overall activities of the company. 

Leadership plays an essential role in creating a positive environment in the workplace. It has been seen that when leaders are supportive and give proper guidance then it can lead to enhancement of the overall satisfaction level of the employees (Bolden, 2016). To support and lead the employees or the team is the major responsibility that should be followed by the leader so that employees or the team can give their best and conduct the activities with dedication.

 It is essential to enhance or promote the values.  It is important for the leaders to tell the mission statement so that the employees can remain focused and it can lead to overall enhancement in the activities.  It is essential for the organization to show dedication towards the practices of the business so that level of commitment can be enhanced and also the employees can feel motivated and satisfied. If there are positive values in the workplace then it can give effect on the employees in a positive manner and will induce them to work effectively towards the assigned activities (Jackson, Schuler and Jiang, 2014).

Therefore, it has been analyzed that it is essential for the employees to be motivated so that the company or the organization can easily accomplish goals and objectives. It is the responsibility of the HR to design the jobs in such a manner that can lead to enhancement of the overall motivation level of the employees. To motivate employees there are following components that should be considered like

It is related to a piece of work that is involved in completing the activities. When the employees focus on the task it has been seen that they take the responsibility and are motivated to complete it. If the activities are conducted in an unethical manner then it can reduce the motivation level of the employees. So, when employees evaluate that significance is given to activities the employees also feel motivated (Mone and London, 2014).

McClelland Need Theory

The top management or the management should give feedback to the employees so that they can be motivated. The feedback should be given both on positive as well as a negative aspect by analyzing the overall performance.

These are considered as a major area on which the HR should give focus so that job designing can be done in a proper manner. Job design will consider all the characteristics that will enhance the motivation of the workers and also improvise the performance (Buckingham and Goodall, 2015).

If the focus is given on the model of Job characteristics by Hackman and Oldham, then it has been evaluated is focuses on the idea which is related to the task. In this, it states that task is itself the solution behind the overall motivation level. If the job is not interested then it can lead to a reduction in the motivation level of the employees. The level of motivation can be enhanced if the employees are given challenging jobs. The challenge in relation to the job can be enhanced if the focus is given to job rotation and job enrichment (Gallup Consulting, 2010).

There are five job characteristics which are related to task identity, skill variety, autonomy, task significance and also feedback.  These factors influence the work results that are related to absenteeism, job satisfaction, motivation towards work and also good performance.

The theory which is given by Hackman and Oldham states that there is a relation related to motivating the employees by focusing on the three psychological states like the nature of the work. The nature of the work offers the experience. This states that the employee contribution should be enough so that effectiveness can be enhanced. It is important to focus on this as it is beneficial in achieving the motivation (Wegman et al., 2018).

This can be stated from various aspects of skill variety in which it has been seen that the skills are utilized in a proper manner. Next is related to the task identity that assists in analyzing the work so that positive results can be derived. Task significance is also the factor to evaluate the activities performed by an individual (Jiang et al., 2012).  Knowledge of the outcome is taken from the feedback. This factor makes employees aware of the skills that should be improved by the employees. Last is related to the responsibility in which it has been seen that it is derived from the independence and also help to carry the schedule in a proper manner (Brewster et al., 2016).

Creating a Positive Workplace Environment

Therefore, it can be stated that the work should be given to an individual who focuses on the overall significance. The activities are also delegated so that creation of the responsibility and autonomy can take place. The individual should be linked to the results so that feedback can be given for acquiring new things.

Hackman and Oldham offered components which are specified by the Maslow and the job characteristic plays a great role in involving and enhancing the motivation level of the employees. The human motivation is explained by focusing on the components offered by Maslow. In the Theory related to Maslow, it has been seen that there are various components of physiological, safety, belongings and self-actualization needs.  If the focus is given to the job characteristic it has been seen that it consist of task identity, skill, variety, autonomy, task significance and also the feedback. This helps in conducting the work that influences the overall results related to absenteeism, satisfaction related to job, motivation, and good performance.

Also, there is a safety need which focuses on the job characteristics. This need can be satisfied if the employees earn more money and also it is related to the importance of the task. Next is related with the esteem needs in which recognition and rewards are offered to the employees. This is concerned with the skill variety and also with the feedback of job characteristics (Aslam et al., 2015).  It has been seen when the top managers or the top management give motivation to the employees they feel happy and satisfied and their productivity enhances. To achieve recognition the employees focuses on the number of skills possessed by an individual. When employees conduct same activities then it motivation towards the activity reduced and it can lead to a reduction in the productivity level.

Next factor is related with the self-actualization need in which it has been seen that people focuses on the theory of Maslow so that their level of motivation can be enhanced. This is linked with the overall motivation possessed by an individual in context to the transformation of the perception of self into actuality. This is also related with the autonomy feature of a job. There is various levels of needs which can be achieved by a person. When the person attained specific needs then they require flexibility in the activities performed by an individual.  The flexibility can also enhance the need to take correct decisions without taking ideas or views from an individual. The self-actualization can be attained when they have proper freedom in the overall performance level and their roles (Gupta and Shaw, 2014),

Importance of Teamwork

Conclusion

By focusing on the overall report it can be concluded that strategic human resource plays a great role in context to engagement and motivation of the employees. It is important to have proper strategic human resource management in the workplace so that goals and objectives can be accomplished. The major part is to focus on the activities of the organization that can be taken into consideration to foster the emotional, cognitive and also the qualities related to behavior that give positive effect on the overall activities of the employees who are conducting their activities on a routine basis.  In this paper the emphasis is given on the identification of the motivation theories that gives influence on the Affective and Behavioral process of the workers. Also the discussion is made to create positive workplace by offering training, values, feedback and also appreciation (Haff and Triplett, 2015). Also, how the job should be designed by the HR is discussed as it gives impact on the level of motivation of an individual.

 In the last phase the focus is given on job characteristics model of Hackman and Oldham that consider the idea that the activity is related with the solution and it enhances the motivation level of the employees. In the end part also proper elaboration is done in reference to the relationship between the employees and also the Maslow theory and job characteristics. Therefore, by considering every aspect of the report it can be stated that motivation is considered as an important aspect that help to enhance the overall productivity and also assist the company to accomplish overall goals and objectives in an effective manner. To achieve success it is important for the company to enhance the motivation level of the employees. 

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