Importance Of People Management And Studying Theories Of Motivation

Ethical issues related to the case study organisation

Discuss about the People Management for Theory of Motivation.

Managing people effectively is an important task of a good manager. The success of the organisation depends on the ground level employees who contribute to the physical output of the organisation. This output may be in the form of goods or services. Thus it is very important to manage the people successfully in order to see the workers working to the optimum levels of the production. It is always correct that satisfied employees are more hardworking & these people are very loyal to the organisation (Barrett, 2010).

It is always a matter of concern for all the managers to find ways and means to make their employees happy and encourage them to perform in the best possible way.  Thus it is important to make a study on the needs of behaviours & features for the effective management of people.  The assignment presents the different managerial approaches of the leaders of the organisation and how they affect the people management (Bass, 2016). The accounting graduates of Big Four Bank find different managerial approaches and they are annoyed with a similar way of performing their jobs. They find the managers are not encouraging and they do not enjoy to perform their jobs in the similar approach. They require an environment that will encourage them to learn and make them feel happy to perform their task. The situation in Big Four Bank reflects that there is a need of developing the approaches of people management in the organisation. The assignment focuses on the importance of people management and the role of effective manager for the successful work environment in the organisation.

The success of the organisation depends on the appropriate culture of it. The code of conduct is designed for the functioning of the organisation. The employees and the management of the organisation work as per the code of conduct set by the organisation. The violation of the set of principles is treated as unethical (Kannair, 2007). The graduates of the organisation feel that there are some unethical activities conducted in the organisation. There are some discrepancies and the managers violate the moral and engage themselves bullying and harassing the employees. This is treated as the most unethical activities of the managers.

The graduates find that are given different types of treatment in the organisation.  There is discrimination in the workplace. Some employees are given the opportunity to meet Matthew directly for the sake of recognition. But this facility is not given to the other employees of the organisation. This is the violation of the code of conduct.

Studying the theories of people management

The other unethical practice is found in the organisation is that the employees are employed for more time unnecessarily to perform the task.  They spend more time for the completion of the report. The graduates are also not given the opportunity to work in the other areas of budgeting department. They are only employed in the preparation of the budget report.

The other unethical practice is that the other graduates are not given the task to prepare the report. This is not accepted by the employees of the organisation.  The other important unethical practice found in the organisation is that Raj bullies the graduates. This is a kind of harassment to the employees. This is treated as the most unethical practice. The activities of Raj puts the employees under pressure. Thus the unfair situations in the organisation are treated as unethical and the concern of the management of the organisation should be to resolve the issues. Jen also writes the report on her own and does not take the inputs of the graduates. She does not trust the employees. She assumes that the graduates are not interested to complete the task.  There is a need of employing strategies to manage the people well.  Thus this has been a major concern for the HR department of the company. The HR department has to manage people applying the theories and principles. This will also help the organisation to formulate strategies for the people management.

There are different theories of people management. Here three important theories are discussed.

The theory highlights on the expectations of the employees from the organisation. The employees expect the payment for their work, need a good working environment and more over the psychological and physical wellbeing.

Maslow has made five categories of need. They are discussed below.

1. Physiological: They are for food, drink & good environment to live and work.
2. Security: The employees need the security of their self and their family. They also require security of their property.
3. Esteem:  The employees perform well when they have their self-esteem. They feel happy for their achievement. They feel happy when they are approved and given respect for their work(simplilearn.com, 2016).
4. Self-actualisation:  The employees always feel better when they develop their skills. This brings confidence in them and they perform well for the organisation.

The people manager sees how the security of the employees is met. The responsibility of the manager is to see how the people are not there in the unmanageable level and they are not feeling stressed (Bhasin, 2016). The manager needs to make sure that they are not even bullied by anybody in the organisation.

The manager also needs to see that each level of needs is met before the next level of needs. The working environment should be right and it should meet the security of the employees. The social needs of the employees should also be met. The manager should see that the employees are motivated. They feel motivated to develop their skills and this will help the organisation to achieve its goals,

Maslow’s theory of Hierarchy of Needs

The manager also needs to see that the needs of the employees are not related to the behavioural issues. There should not be any conflicts among the employees. The role of the manager is to communicate with the employees well and find out the needs of the workplace. The employees are also needed to invest training & development. This will bring higher achievement and they will be satisfied with their jobs. This will help the manager top conduct his job easily.

This system of theory discusses the impacts of internal and external factors on the performance of the organisation. This is related to the actual delivery of the organisation and what the organisation achieves. The external environment refers to the inputs like the legislation, effects of suppliers etc. Indirect factors refer to the involvement of employees in bringing the output for the organisation (Bhasin, 2016).  The output of the organisation gives feedback about the ability to manage the inputs in the organisation. The feedback gives a good response.

The theory focuses on analysing the feedback. The people manager sees how the employees are engaged and how much they have contributed to the development of the organisational goals.  This gives the opportunity to the manager to lead the people well and decides what should be planned for the employees to perform well.

This theory of people management focuses on the approaches made by the manager to manage people in the organisation. The theory is divided into two parts. They are the Theory X and Theory X. The theory X highlights on the need of managing the people who do not contribute to the organisation well and they are very lazy people.  The theory X highlights on the importance of punishment and reward to manage the people in the organisation.

Theory Y focuses on the management of people through motivation. The manager manages people motivating them and by satisfying their needs. The manager appreciates the work of the employees and encourages to work well. The manager manages the people to work in the correct direction (Drucker, 2014). The manager appears like a democratic leader and offers equal opportunities to all the employees of the organisation.

There are principles of people management.  The manager uses these principles in order to manage the people in the organisation successfully.

1. Management of people as per the demand of the situation

 It is important for the manager to know how the employees are motivated and what brings interest in the employees (Earl, 2010).  The situation demands the use of different management style.  The manager requires using the approach as per the requirements.

2. Knowledge about the right time of implementation

Open Systems Theory

The manager requires knowing how the employees will feel confident and how they will trust on the leader.  The manager should give them freedom and allows the employees to work as per their expertise.

3. Appropriate communication

Communication is the very important principle of managing the people. The appropriate communication will empower the workers and they will be confident about their tasks. This will help the manager to manage the people well.

4. Recognition of the achievement of employees

The manager can easily manage the people of the organisation when he or she recognizes the achievement of the employees (Mashford, 2014).  The employees will be motivated and they will perform well.

5. Honest feedback

The manager should give the honest feedback to the employees. The honest feedback encourages the people to work and they correct themselves when they find that their leader is giving correct feedback. It helps the manager to manage people well (Mashford, 2014).

The role of the workers in the organisation is needed to be appreciated by the managers of the organisation. They cannot be underestimated and the managers should appreciate the value the workers add to the organisation. The managers cannot handle the people well individually if they underestimate people (Mashford, 2014).  The managers should consider the employees as the valuable assets of the organisation. They are required to be nurtured & protected. The aim of the organisation and its managers should not be only to exploit them.

In the case study organisation, this is found that graduates are only exploited in preparing the budgets and they are not given any freedom to think and innovate differently. The work appears mechanical to them and they do not get any friendly working environment that will encourage them to perform their task. The managers are not able to understand the value of the employees. Thus it is important for the managers of the organisation to respect the value the graduates add to the company and they are required to be understood so that they can work effectively.

The appreciation made by the managers for the accomplishment of a good job affects positively. The positive feedback to the workers by the manager has a positive impact. A simple word, ‘Thank You’ encourages the workers to perform better. This simple courtesy has a positive impact on the workers (Mintzberg, 2009).  The loyalty of the employees are developed in this process and they express their willingness to contribute more time for the organisation.

The graduates are not appreciated by the managers of the organisation and they feel annoyed. The role of the managers is to respect and appreciate their work. This will encourage them to work effectively.

McGregor theory

The expectation of the organisation should be communicated to the employees clearly. This should be very particular, where it is an individual task or any group activities.  The clear communication helps the employees to work effectively.  The people will be able to know what they are going to do for the organisation. The communication becomes effective when the manager talks to the employees or the team members (Lynch, 2015). The message of the communication becomes clear and the workers feel comfortable with the clear message.

Chris, Raj and Jen are different with their managerial approaches. They are hardworking and efficient but as to communication is concerned they cannot communicate with the employees successfully.

Giving time to the employees and listening to them is the major job of the manager. The manager should listen to the employee. Sometimes the workers speak about the work-related activities and sometimes they speak out of that. The employees also raise their concern on some issues which are not organisation concern, but their individual concern. But a good manager listens to them and tries to resolve the issues.  Thus it is important for the manager of Big Four Bank to listen to the graduates and solve their issues.

Taking appropriate decision at the workplace is very important for the manager. The manager needs to be decisive. The team members will follow the leaders when they are given proper direction to work. The employees accept the decision of the manager when the communication is made clear (Hughes & Wearing, 2007). The employees of Big Four Bank feel the task is boring and the training the graduates receive are not valuable to them. They are annoyed with the role of the managers and the decisions taken by the managers.

The delegation of the task is the most important activity of the good manager. The good manager delegates the task as per the ability of the employees. The manager distributes the task and trust on the workers. The employees feel encouraged when they feel that the leader is at their back.  This will add another value to their work.  They will have professional pride and they will always try to prove their leader right to trust them.

The graduate trainees always want the managers to trust them and assign different tasks instead of putting one activity for them.  Raj always uses his autocratic leadership style and makes the employees work very seriously. This creates a sense of fear among the employees.  He does not have much trust on the employees and always tries to ask them for more corrections as he wants to ensure that no correction will be made at the end of Matthew.  

Principles of people management

It is very important for the manager to give freedom to the employees of the organisation.  The employees are required to be given workspace so that they can contribute to the development of the workplace. They can also bring the solution to the challenges they are facing in the workplace (analytitech.com, 2016).  It is also very important that the workers should not be treated like a machine. They should be given freedom to make their decisions with the connection to their workload.

Big Four Bank is a very leading company. The graduate employees are given ample exposure to prepare budgets. But the amount of work they do is very much and these employees are not given opportunities to make their own decisions. The graduates are annoyed with the working style and they want to raise their voices against the management.

Conflicts in the workplace are generally found. There are conflicts among the employees related to the job. The role of the manager is to resolve the conflicts. This will help the team members to work together and the performance is enhanced. Thus resolving the conflicts quickly will bring the organisation effective results.

The case study also hints on the differences among the employees. Some graduates are allowed to access Matthew directly and some others are not allowed. This creates conflicts among the workers. This kind of conflict should be avoided by the manager in the organisation.

The task given to the employees should be done as per the need. The manager requires seeing the work is accomplished well. The manager is also required to give the workers appropriate time to complete their jobs (Zhu, 2008).  This will create a positive light. The needs of the workers should be taken care.

The graduate employees of Big Four Bank also requires getting help from the three managers. These three managers need to give the employees adequate time so that they can complete their work on time.  This will encourage the employees to work well.

The manager of the organisation requires setting a good example for the employees in order to achieve the goals of the organisation. The employees always believe that the manager can set right examples.  The good leaders are ethical & honest. They give much attention to the collaborative and creative work. The good leader empowers the employees and remains very innovative. The employees get inspired by the leader when they find that their leader is dedicated and trustworthy. Thus the employees will feel happy to contribute to the organisation without having no fear of any punishment.

The manager of Big Four Bank also should set the examples and they should create an environment where the employees will not have any fear. They can trust their leaders and work successfully.

The employees of the organisation give respect to the decision of the manager when they find the manager is a good achiever (Barr & Dowding, 2016). They will have trust on the manager.  Thus it is very important for the manager to exhibit his or her talents so that employees will work to complete their tasks successfully.

Conclusion

The success of every organisation depends on the way the leaders and the followers contribute to the growth of it. The managers of the organisation play a vital role in managing people in the organisation. The employees cannot perform well if the manager does not know how to lead the people to perform. The unethical practices in Big Four Bank will be solved by the managers of the organisation by following effective strategies. The people management depends on how the manager motivates the people. The employees should be communicated that there will be no discrimination and they will not bother about their future in the company. The HR department of the company should focus on the implementation of the ethical code of conduct in the organisation so that no issue will be brought to the notice of the management.

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