Human Resource Management is central to every business and organisation. With rapidly developing technology and increasing forms of globalisation, the work force is forever evolving and thus HRM must adapt along with it.
Motivation is defined as “a driving force or forces responsible for the initiation, persistence, direction and vigour of goal directed behaviour” (Coleman,2009,p.480). This force affects individuals’ direction, intensity and persistence. (Bratton,2015)
In this assignment, I will explore a significant challenge that all HRM departments within any organisation are bound to face. This is the challenge of keeping today’s young workforce continuously motivated to be productive and efficient. Identifying that which drives them …show more content…
They are the future of a business and therefore, they have the right to feel motivated and they should feel the determination to progress further up the ladder. Although this age group is assumed to be lazy and unproductive, this has been proven otherwise, as research has shown that 89% agreed ‘No matter what job I am doing, I try to do it as well as possible.’(Arnett,2015)
This challenge affects HR because of the diverse composition of the workforce and therefore, it remains the responsibility of HR managers to take this into consideration when deciding upon motivating techniques. A younger generation of workers, generation Y require a very different approach than older employees.(Raines,2002) The days of ‘one size fits for all’ are long gone.(Pink,2009) Also, given than 75% of them plan to find a new job once the economy improves(Nelson,2011), it is worth the investment and time so these young enthusiasts can be retained and in turn, the HRM department can operate …show more content…
Based on a survey carried by PwC, 52% of employees believed the opportunity for progression made employers most attractive. Taking into account that this survey was carried out by 4,364 PwC graduate employees(PwC, 2011), there is a strong argument that millennials would rather be given opportunities to move up the ladder than to be provided with high wages that will keep them restricted to only the so-called amateur roles. Arguably, this survey may provide weak support for the argument because it has been carried out on an international scale which means work conditions and legalities within each country are likely to vary. However, it is not say UK firms cannot learn from the methods of other countries. Japan, for example, has a highly praised work system. This is because of the country’s collective approach. “Every employee, even the most junior amongst them is invited to voice his opinion and ideas”. (Worthley, MacNab, Brislin, Ito & Rose,2009) Perhaps, if this principle is implemented by firms within the UK, they too can reach close to the 96.1 productivity level of Japanese firms. (Trading Economics,2016)
A later and research-based theory of motivation provides a more reasonable approach to motivating employees. Mayo’s theory (1930) suggests that motivation can be improved by making employees “feel important, giving them a degree of freedom to make choices and acknowledging their social needs.” (Business Case
Motivation is defined as “a driving force or forces responsible for the initiation, persistence, direction and vigour of goal directed behaviour” (Coleman,2009,p.480). This force affects individuals’ direction, intensity and persistence. (Bratton,2015)
In this assignment, I will explore a significant challenge that all HRM departments within any organisation are bound to face. This is the challenge of keeping today’s young workforce continuously motivated to be productive and efficient. Identifying that which drives them …show more content…
They are the future of a business and therefore, they have the right to feel motivated and they should feel the determination to progress further up the ladder. Although this age group is assumed to be lazy and unproductive, this has been proven otherwise, as research has shown that 89% agreed ‘No matter what job I am doing, I try to do it as well as possible.’(Arnett,2015)
This challenge affects HR because of the diverse composition of the workforce and therefore, it remains the responsibility of HR managers to take this into consideration when deciding upon motivating techniques. A younger generation of workers, generation Y require a very different approach than older employees.(Raines,2002) The days of ‘one size fits for all’ are long gone.(Pink,2009) Also, given than 75% of them plan to find a new job once the economy improves(Nelson,2011), it is worth the investment and time so these young enthusiasts can be retained and in turn, the HRM department can operate …show more content…
Based on a survey carried by PwC, 52% of employees believed the opportunity for progression made employers most attractive. Taking into account that this survey was carried out by 4,364 PwC graduate employees(PwC, 2011), there is a strong argument that millennials would rather be given opportunities to move up the ladder than to be provided with high wages that will keep them restricted to only the so-called amateur roles. Arguably, this survey may provide weak support for the argument because it has been carried out on an international scale which means work conditions and legalities within each country are likely to vary. However, it is not say UK firms cannot learn from the methods of other countries. Japan, for example, has a highly praised work system. This is because of the country’s collective approach. “Every employee, even the most junior amongst them is invited to voice his opinion and ideas”. (Worthley, MacNab, Brislin, Ito & Rose,2009) Perhaps, if this principle is implemented by firms within the UK, they too can reach close to the 96.1 productivity level of Japanese firms. (Trading Economics,2016)
A later and research-based theory of motivation provides a more reasonable approach to motivating employees. Mayo’s theory (1930) suggests that motivation can be improved by making employees “feel important, giving them a degree of freedom to make choices and acknowledging their social needs.” (Business Case