Motivation Factor and Organizational Effectiveness

Question: Discuss about the Motivation Factor and Organizational Effectiveness. Answer: Introduction Managing for performance is a strategy that enables employees to raise their potential through an ongoing process developed by management to unleash employee potentials. Research has shown that a combination of management and employee needs can lead to the best results in an organisation setting. The performance-based manager focuses on employee motivation, engagement and productivity. Through such features, managers ensure that they get the best from their employees to be able to meet organisational objectives. This report is analysed the managing for performance case study focusing on new work place practises, organisational changes and an understanding of blue collar and white collar unions. The new manager of the transport company had good leadership skills, and in his work various issues were realized by other employees. When he joined the company, he embarked on, Communication on the performance of the yard, training of employees in the organization, occupational health and safety activities, and he dealt with problems in an amicable manner. Yusuf, Eliyana, Sari (2012) Argues that, communication and information sharing is a safety practice that increases awareness, promotes importance of individual and interdependence safe work and promotes mutual trust between parties in the organization. This will improve the organizational image and hence promote good performance. Occupational health and safety: safe worker procedures help employees to execute their task successfully and free of from injuries and accidents. This gives clarity on how they are supposed to work and if there are no such procedures the employee will guess what they are supposed to do thus taking either a wrong direction. Role clarity is associated with safety performance of the organization. Crossman Abou (2003) add that the manger needs to develop strategies that seek to maintain and promote high degree of mental and social wellbeing of workers. The new manager dealt with reducing risk in the organization by introducing new trucks, ensured that the transport drivers adapted to their work through organized industrial training to equip them with relevant skills,. Through constant communication with the drivers the new manager developed a strong bond with the drivers which increased their trust in his management style. This promoted mutual trust and good relationship among parties t hus good performance of the company. Motivation: Motivational theorists have suggested that it plays a key role in unleashing the potentials of employees. Managers have to utilize strategies that can motivate and inspire employees to meet their objectives and goals. The new manager bought the uniform to the employees he constantly communicated to the concerning the all issues that were being done. A suggested by Quratul-Ain Manzoor (2011), by appreciating the employees for the work they do and involving them in decision making, they will be internally satisfied with the job, organization and the environment and thus work towards accomplishing the task. So through motivation the organizational performance goes up. And employees will always appreciate working for that organization. Training: training gives new skills, and ideas to the employee on the duties they carryout. It also builds the capacity of the employee to accomplish the work under minimal supervision. As a human resource manager it is your duties and responsibility to make sure that the employees get the necessary skills, for the duties assigned. A suggested by Khan, Farooq, Ullah (2010) training of employees will enable them to understand how their effort fits into their companies, thus by training will maintain the industry on path. Yusuf, Eliyana, Sari (2012) States that training enhances both technical and interpersonal skills, among the employees which can lead to more competent and reliable behavior. When the behavior changes, trust among the workforce is enhanced which final lead to cooperation and information sharing. Therefore the new workplace practices that were introduced by the manager, were all working towards promote the company performance and reputations through sense of togetherness and proper skill for the work. Shuklab(2012) argues that communication is essential for successful change in management this will encourage the employees for desired change through addressing the apprehension and issues related to them. This enabled him to learn more of the issues that were affecting the organization rather than taking up an informed decision by blaming the employees (Connolly, Conlon, Deutsch, 2008). Management style determines the vision of the organization as an important step in the management of the image. Nyambegera Gicheru (2016) Suggest that, managers should promote a positive image of the organization by ensuring that employee are motivated to work. Therefore communication determined the training that led to occupational health and safety. All this was through his good leadership t echnique and approach when he joined the organization Organizational change entails strategies aimed at meeting the needs of the organization and putting strategies in place to ensure that the organization can overcome the force and challenges associated with it. When George or manager moves on there will be risks experienced by the organization change (Thompson, Strickland, Gamble, 2005). These effects include loss of good will, resistances by employees, loss of valuable employees. Loss of good will: organizational image is cultivated by a manager and promoted by the employees. The manager that will take up the organization may not have the same leadership techniques as the prior. Leadership promotes the reputation of the organization and motivates the workers. Greenberg Baron (2003) state that organisational change may not be perceived positively by all and thus there will be a high risk of image change due to employee turnover. And as a result we may lose the key suppliers and customers. When we loss the customers our revenue also goes down and hence high chances of getting losses in our operations. Resistance from employees: resistance to change is a perceived reaction that employees display when they feel that the changes may affect the status quo at work. Kumar Shilpa (2013) add that changes have an overall effect on the employee and thus if the changes are not introduced well, deep resistance will be witnessed from employees. The new manager that will replace the current one may come up with different management styles that may need new changes to the organization. As a result employees may resist as they may be worried of the new developments that is the new procedures that are brought in with this change. Among the contributing factors for resistance we have a fear of losing the jobs especially if the system is automated, So if not well managed there will be strikes which may also involve damages to property that and loss of valuable assets. New demands by employee: the strategies put in place by George and the new manager has not been documented to become part of the organizational policy. When they move on, employees may raise new demands that are related to the work that they do and the performance that they are benefiting the organization. If the demands of employees are not met, then the performance of the organization will go down and hence the value and revenue reduces thus leading to losses and even collapse of the organization in some instances. When the employees leave we are also supposed to recruit new ones who will again need to be trained and also be introduced to the customer before the can be accepted market (Greenberg Baron, 2003). All these activities involve the cost and therefore there will be a lot of money wasted on the same. In the modern employment world unions play a key role in shaping the employment sector and demanding better conditions for workers. Today all employers are required to allow their employees to join unions that they believe can champion for their rights(Pontusson, 2013). However, amalgamation of unions in Australia has led to the question of whether blue collar or white collar unions play a better role in their task. Despite the decline in union membership in the past, it is evident that worker needs vary from employer to employer which makes it difficult to have a standard union that features all employees. The history of blue collar unions has been collective bargaining for better job opportunities unlike in the white collar sector where thresholds exist for graduates. According to Peetz Bailey ( 2012) the changing nature of jobs and the reduction of blue collar jobs have reduced the role that blue collar jobs play. This has led to the disappearance of the blue collar working class which was the main force behind the unions. Western Rosenfeld (2011) suggest that in todays world labor is controlled by the political class who pursue power for their own sake. This ruling class has interests both in public and the private sector which may be affected by the power of unions. This class ensures that unions are not as stable as they used to be given the fact that blue collar jobs are the makers of the economy. Since white collar jobs have easily identified thresholds, it becomes easy to manipulate the blue collar section thus making it difficult for workers in the sector to benefit from the union. The demise of blue collar unions was characterized by the period of the 1990s where they started engaging in politics due to the developed advocacy levels that they had achieved. This made unions lose their role since the government intervened and sought to establish worker conditions through regulation by the Howard government which was described as a conspiracy attack (Lyons, 2014). Today most blue collar unions in Australia have remained a shadow of themselves with membership slowly falling below the increases in the workforce. Stilwell Jordan (2007)adds that Australia has been characterized by competitive product markets and weaker union density making white collar unions play a bigger role more than blue collar unions. Today they have been regulated to lobby groups where they play the role of organized groups when it comes to workers needs. Therefore, white collar unions play a bigger role in meeting worker needs as compared to blue collar unions. Conclusion Form the case study; it is evident that managing work relation is an important element in organizational success and employee satisfaction. Different management styles have been proposed but the paramount factor remains meeting the well-being of employees through creating conditions that motivate and empower employees to perform their duties. The new manager was focused on developing strategies that can keep employees on duty and ensure that they are satisfied with their work. 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