Major Motivational Challenges Faced by Senior Management: Wool Worths

1) Introduction

McClafferty and Ringel (2012) commented on the essential fact that employees are the integral parts of the organization and it is the responsibility of HR department to motivate the employees to the maxi um extent. In this dynamic working environment, the employers need to understand the need and wants of the motivation in the organization. This helps in making the employees highly skied and productive in nature that also makes the organization highly competitive in nature.

1.1) Aims of the Research Work

The aim of the organization is to motivate the employees in order to increase the productivity of the organization. Moreover it also aims in challenges faced by the senior management on the basis of motivating the employees. In addition to this it also helps in understanding the negative effects of the de-motivation among the employees.

1.2) Objectives of Research Work

• To understand the importance of motivating employees in the organization.
• To understand the challenges that the organizations and higher officials face due to motivation.
• To understand the negative impact of de-motivation on the employees on their performance.

1.3) Hypothesis

H0: The motivation of the employees is a major challenge to the senior management of the organization.

H1: The motivation of the employees is not a major challenge to the senior management of the organization.

2) Literature Review

2.1) Introduction

According to the outlook and opinion of Gandhi and Bharathi (2012) each and every employees need motivation as well as inspiration in the organization for effective performance. This helps in meeting up the targets of the organization as well as helps in increasing the productivity of the organization to the maximum extent.

2.2) Requirement of Understanding Employee Needs

From the outlook and opinion of Papi and Teimouri (2014) the employee need motivation to the maximum extent and hence it increases the productivity of the organization to the maximum extent. Moreover this also makes the organization more productive in nature and hence it also helps in increasing the overall efficiency in the production and that too within the specified period of time. This also helps in increasing the chances of getting rewards and hence makes the employees work as a team (Bilal and Al Mqbali, 2015).

2.3) Functioning of HR department in motivating the staff

As commented strategically by Corns (2014) the HR department of the organization aims towards motivating the employees extensively. This is because it helps in understanding the new roles and demands of the organization and the employees meld towards their activities. Moreover the HR team also focuses towards the management of the entire team that helps in conducting activities for the rewards and appraisals. But on the other hand as commented by McClafferty and Ringel (2012) it is a major challenge of the senior management team to motivate the employees. This is because the individual employees have individual needs and wants and based on that it make the strategies that are best suited to the employees. Based on the needs and wants the senior managements takes into account the motivation of the employees that is been considered to be one of the most important facto among the employees.

2.4) Summary

This section deals with the function of the HR department and the challenges they face while motivating the employees. This section also discusses about the requirement of motivation as per the needs of the employees. Moreover it also discusses about the functioning of the HR department while motivating the staff members is discussed vividly.

3) Research Methodology

3.1) Research Approach

Clarence (2013) commented that in this research work inductive research approach is used for connecting the theories and principles used in this research work.

3.2) Research Design

In this research work, explanatory research design is used that helps in complete validation of the data collected.

3.3) Research Philosophy

Interpretive research philosophy is used for the validation of the research work.

3.4) Data Collection Methods

For this research work both primary and secondary data are collected. Primary data is collected from both qualitative and quantitative questionnaires. The secondary data is collected from both online and offline sources such as books, journals, articles and websites (Iles et al. 2012).

3.5) Sample Size

10 managers and 50 employees are interviewed for this research work.

3.6) Research Ethics

Rules and regulations need to be followed vividly while completion of the project.

3.7) Limitations

Both time constraints and monetary barriers are the major limitations of the research work. Along with it the lack of resources is also a limitation to this research work (Corns, 2014).

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References

Bilal, Z. and Al Mqbali, N. (2015). Challenges and constrains faced by small and medium enterprises (SMEs) in Al Batinah governorate of Oman. W Jnl of Ent Man and Sust Dev, 11(2), pp.120-130.

Clarence Ng, C. (2013). Examining the self-congruent engagement hypothesis: the link between academic self-schemas, motivational goals, learning approaches and achievement within an academic year. Educational Psychology, 34(6), pp.730-762.

Corns, J. (2014). Unpleasantness, Motivational Oomph , and Painfulness. Mind & Language, 29(2), pp.238-254.

Gandhi, L. and Bharathi, S. (2012). Competitive Challenges for gen-Y HR Managers in Manufacturing Industries. Trai. and Deve. Jrnl., 3(2), p.11.

Iles, P., Almhedie, A. and Baruch, Y. (2012). Managing HR in the Middle East: Challenges in the Public Sector. Public Personnel Management, 41(3), pp.465-492.

McClafferty, E. and Ringel, B. (2012). Is your HR department protecting the company from export-control penalties?. Employment Relations Today, 39(2), pp.39-45.

Papi, M. and Teimouri, Y. (2014). Language Learner Motivational Types: A Cluster Analysis Study. Language Learning, 64(3), pp.493-525.