墨尔本Management assignment 代写:工作场所激励

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  • 墨尔本Management assignment 代写:工作场所激励

    随着全球化的迅速发展和市场环境的不断变化,企业面临着来自激烈竞争的各种挑战。生存和发展的要求使企业更加重视人力资本管理(赖特,1998, 152)。在现代社会中,人力资源被期望获得积极效果和良好组织绩效的企业所重视。根据康纳利和托马斯(1997)的观点,人力资源管理的主要目的是处理与员工关系相关的一系列问题,包括人力资源配置、组织承诺管理、员工薪酬和薪酬管理等。本文着重讨论了工作场所动机、工作满意度和组织承诺等相互关联的问题。基于对这些问题的批判性说明,为雇主提供了建设性建议,以提高员工的工作积极性,从而产生积极的组织绩效。
     
    阐述了已被证明,Fredrick Herzberg的理论对工作动机的相关已明确说明,激励员工不能仅仅依靠不卫生因素不减的不满。为了有效地激励和满足组织成员,员工需要有效地利用这两个因素的优势,以完全符合员工的要求。总之,在现代工业企业中,时间激励对企业员工的绩效和组织绩效有着重要的影响。应更加关注与劳资关系有关的问题。建立积极的管理员工关系,提出了两条建议:通过制定详细的原则、确保工作安全、尊重员工等来消除工作不满意,并注重组织认同和改善员工关系的承诺。

    墨尔本Management assignment 代写:工作场所激励

    Along with rapid development of globalization and the ever-changing market environment, organizations are experiencing various challenges generated from fierce competition. The requirement of surviving and developing has led companies to pay more attention to managing human capital (Wright, 1998, 152). In modern society, human resource has been valued by companies expecting to obtain positive effects and well organizational performance. According to Connolly and Thomas (1997) human resource management’s main purpose is to deal with a series of issues relating to employee relations including human resource allocation, organizational commitment management, employee compensation and reward management and so forth. This paper focuses on discuss the issues in relation to work-place motivation, job satisfaction, as well as organizational commitment which are intimately correlated to each others. Based on critical illustration of the issues, constructive suggestions associated with improve employees working enthusiasm so as to generate positive organizational performance have been offered to employers as well.
     
    Elaborated on what has been demonstrated above, Fredrick Herzberg’s theory related to work-force motivation has been explicitly illustrated that motivating employees cannot be solely depend on neither hygiene factors nor diminishing dissatisfaction. In order to effectively encourage and satisfy organizational members, employees need to utilize the advantages of both factors efficiently so as to perfectly fit the requirements of their staff. To sum up what have been assessed, in the modern industrial business time work-force motivations means a lot to both employees’ performance and organization performance within different business sectors. More attention should be paid to issues related to industrial relations. To build a positive management-employee relationship, two recommendations have been illustrated which are eliminating job dissatisfaction through setting forth detailed principles, ensuring working safety, showing employees respect and so forth; and focusing on organizational identification and commitment to improve employee relations.