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Description of News Story

Discuss About The Work Motivation Organizational Contemporary?

Human resource management (HRM) is a formal system, which is devised for managing the human resources of an organization. Human resources (HR) are the employees, who are considered to be the most significant organizational assets in terms of skills and abilities (Albrecht et al., 2015). This report will describe the issues of human resources published in the new story. As per this news story, one in five employees hates their current jobs. After identification of the human resource issues, this report will also align these issues with the relevant theories. Apart from that, the report will also provide suitable recommendations to the human resource manger of a medium scale manufacturing organization for improving the mental health of the employees.

The news report has emphasized on the unhappiness of the employees with their career. 25% of the organizational staffs are thinking of their job changes for improving their job changes. The news has been published on the business of the study conducted by the UK power on the mental health of the employees. As per this study, the job area of the people is the most significant reason of their unhappiness. Furthermore, the new story has also alleged that men are more likely to be unhappy from their career woes than those of women employees. Such employees are generally dissatisfied from their day-to-day roles (HR Online, 2017). Moreover, monotonous day-to-day job roles have been cited as the prime reason their upset mind. Surprisingly, this news story has revealed that career is the prime thing among the employees that they want to switch in their life. One in five employees has agreed that it is their level of seniority rather than their actual career, which is making them unhappy in their career life. Moreover, the employees are not getting right promotional opportunities as per their seniority level (HR Online, 2017). It is actually hampering their mental health and making them unhappy in their career life.

As per the news report, 13% employees want to change their jobs because they dislike their bosses. Moreover, the bosses are mostly rude in their behavior, while interacting with the employees. The bosses are not at all concerned about the mental wellbeing and happiness of the employees. Hence, the employees feel helpless and frustrated with the authoritative behavior and instructions of their bosses. Such bosses are directly being responsible for the unhappiness of the employees at their workplace. Furthermore, the lives outside of work of the employees are also affected by their careers (HR Online, 2017). Moreover, single workers are more dissatisfied at their workplace than those of their coupled counterparts. The mental health of the employees is an important issue, which is at high risk due to their unhappy career lives. 26% employees have admitted that moving or changing jobs would have positive impact on their mental state. Moreover, some employees are still bound to stay at their disliked roles because of their feeling that they are failure.

Identification of Human Resource Issues

The news story has indicated some important issues of human resource management in organizations. One of the most important human resource issues is lack of interest of the employees in their day-to-day job roles. Moreover, most of the employees dislike performing their day-day-day job roles, which is hampering their motivation to work.  According to Goal setting theory of motivation, unambiguous and measurable job roles motivate the employees towards fulfilling their job roles properly. Jackson et al. (2014) pointed out that realistic challenging goals give the employees a feeling of pride and triumph on attaining them. Moreover, the more realistic the goals are, the more the employees are passionate to attain them.             As per the new story, the employees are highly de-motivated with their day-to-day job roles. Moreover, these day-to-day job roles are ambiguous to the employees and they are not getting any realistic aspects for their job roles. Hence, such employees have started to hate their monotonous jobs and are seeking for job change.  On the other hand, Paillé et al. (2014) opined that participation of the employees in goal setting enhances their involvement in achieving organizational goals. However, the employees described in the news story are highly dissatisfied with their day-to-day job roles, as they do not feel involved with outcome of these job roles (HR Online, 2017).      

According to Bakker and Demerouti (2017), as per Goal Setting theory of employee motivation, challenging roles often encourage the employees towards better performance. In this news story, the employees are not getting their promotion and responsibility for performing challenging roles as per their seniority. Hence, lack of challenging tasks in the day-to-day job roles is making the employees highly dissatisfied at their workplaces.

As per Maslow’s theory of employee motivation, the employees have five hierarchies of needs, which are to be fulfilled for their motivation (Alegre et al., 2016). According to this theory, the higher levels of needs of the employees are created after fulfilling their lower level needs.  D'Souza and Gurin (2016) stated that the psychological needs of the employees are fulfilled through fair wage, rest breaks and lunch breaks at work. However, the outside lives of the employees are affected with the work pressure of their organizations. It signifies that the employees are not getting adequate rest and free time for their outside work due to huge work pressure (HR Online, 2017). Hence, the employees are highly dissatisfied with their current job roles, as those jobs are hampering their work-life-balance. In this way the current job roles are hampering the mental health of the employees by increasing mental stress.

According to Baumeister (2016), the security needs of the employees are fulfilled through adequate job security, workplace security, health security and others in their organizations. However, the employees of the new story are not getting any mental security at their workplaces, as their bosses are highly uncooperative with them. Hence, being dissatisfied, most of the employees want to change their job because of their dislikes of the bosses. On the other hand, Kanfer et al. (2017) opined that fulfillment of social needs through love, belongingness and friendship motivates the employees towards greater productivity. However, as per news story, the authoritative nature of the bosses is creating an unfriendly working environment in the organizations. Furthermore, Winston (2016) opined that the esteem needs of the employees are fulfilled through achievement of power, admiration and status at the workplace. However, in the news story, the employees are highly dissatisfied with their level of seniority, as they are not getting any promotional opportunity as per their seniority (HR Online, 2017). Furthermore, the employees are not also getting any opportunity towards fulfilling their ultimate potentials. In this way, they are also incapable of fulfilling their self-actualization needs.

According to Herzberg Two Factor theory, hygiene factors like pay, fringe benefits, job security, interpersonal relation and working condition are extreme beneficial for the existence of employee motivation at work (Sanjeev & Surya, 2016). On the other hand, motivators like recognition, promotional opportunity, responsibility and sense of achievement are highly important for yielding positive satisfaction for the employees ( Vijayakumar & Saxena, 2015). In the news story, UK Power has revealed that many employees are still staying at their disliked roles because of their lack of finances towards supporting their job changes. It signifies that those employees do not get adequate and competent salary for their work, which is creating financial crisis for them. Hence, most of the employees hate their careers with lack of motivational existence. On the other hand, the employees in the new story also dislike their current jobs because of lack of promotional opportunities as per their seniority level. Hence, the employees are not getting any motivator factors for staying their current jobs and being encouraged to change their jobs (HR Online, 2017).

From the news story, it is evident that the most of the employees are highly dissatisfied with their day-to-day job roles at their workplaces. The day-to-day jobs are being monotonous for the employees. Hence, the human resource manager of the medium scale manufacturing organization should concentrate on job rotation of the employees. In such job rotation, the employees will get the opportunity of moving around various jobs in the organization. It will help the employees to explore their interest area of job roles. Furthermore, such job rotation will also facilitate the employees towards dealing with new challenges of new jobs. In this way, the employees will be motivated towards exploring their new talents, which will improve their mental wellbeing.

As per the news story, most of the employees have started to hate their career because of their level of seniority rather than their actual career. Moreover, the employees are not getting proper opportunities of growth as per their seniority level. Hence, the human resource manager of the manufacturing organization should be highly concentrated on the promotional opportunities of the employees towards improving their mental health. Moreover, the human resource manager should provide proper promotional opportunities to the employees as per their seniority level and talent level. In this way, the employees will get a hope to develop their career in the organization, which will improve their mental health.

In the news story, it has been found that most of the employees are willing to change their current jobs because they dislike their boss. Moreover, the bosses of the organizations are not cooperative and supportive to their employees. Such uncooperative and unsupportive workplace are being quite challenging to the employees to work. Hence, the human resource manager of the manufacturing organization should marinating supportive leadership style for the employees. In such leadership style, the employees will get adequate support from the leaders towards completing challenging work. In this way, such leadership style will definitely improve the metal health of the employees.

The news story is indicating that the employees are unhappy about their current jobs, as these jobs are affecting their outside life. Moreover, such kinds of jobs are hampering the work-life-balance of the employees, which is hampering their mental health. Hence, the human resource manager of the manufacturing organization should arrange the jobs of the employees properly so that the jobs do not hamper work-life-balance. Moreover, the HR manager should reduce the workloads of the employees so that they can keep a balance between the work life and personal life. Such balanced work life situation will improve their mental health of the employees in the organization.

As per the findings of the news story, employees are still staying in their disliked role because of their lack of finance to support their career change. It is signifying the employees are facing financial crisis, as they are not getting competent salary package. Hence, the human resource manager of the manufacturing company should offer competent salary package to the employees. Apart from that, the HR manager should also offer attractive rewards to the employees as per their contribution in the organizational success.

Conclusion

While conclusion the study, it can be said that one in five employees described in the news story are hate their current job roles. These employees are basically dissatisfied with their day-to-day job roles.  Career is the prime thing, which they want to change in their life. Furthermore, the employees are also unhappy with their promotional opportunities, as per their seniority level. Apart from that, most of the employees are highly dissatisfied with their bosses and such dissatisfaction is leading them towards leaving their current job role. Hence, the human resource manager of the manufacturing company should adopt job rotation policy, which will move the employees around various jobs. Such changing and new job roles will improve their mental health. Furthermore, the manager should also adopt supportive leadership style and support the employees in each of their challenging jobs. Such support from the leaders will definitely improve the mental health of the employees.

Reference List

Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.

Alegre, I., Mas-Machuca, M., & Berbegal-Mirabent, J. (2016). of employee job satisfaction: Do they matter?. Journal of Business Research, 69(4), 1390-1395.

Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273.

Baumeister, R. F. (2016). Toward a general theory of motivation: Problems, challenges, opportunities, and the big picture. Motivation and Emotion, 40(1), 1-10.

D'Souza, J., & Gurin, M. (2016). The universal significance of Maslow’s concept of self-actualization. The Humanistic Psychologist, 44(2), 210.

HR Online. (2017). HR Online. Retrieved 3 February 2018, from https://www.hcamag.com/hr-news/one-in-five-employees-hate-their-careers-245178.aspx

Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.

Kanfer, R., Frese, M., & Johnson, R. E. (2017). Motivation related to work: A century of progress. Journal of Applied Psychology, 102(3), 338.

Lazaroiu, G. (2015). Work motivation and organizational behavior. Contemporary Readings in Law and Social Justice, 7(2), 66.

Men, L. R. (2014). Strategic internal communication: Transformational leadership, communication channels, and employee satisfaction. Management Communication Quarterly, 28(2), 264-284.

Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), 451-466.

Rasskazova, E., Ivanova, T., & Sheldon, K. (2016). Comparing the effects of low-level and high-level worker need-satisfaction: A synthesis of the self-determination and Maslow need theories. Motivation and Emotion, 40(4), 541-555.

Sanjeev, M. A., & Surya, A. V. (2016). Two factor theory of motivation and satisfaction: An empirical verification. Annals of Data Science, 3(2), 155-173.

Vijayakumar, V. S. R., & Saxena, U. (2015). Herzberg revisited: Dimensionality and structural invariance of Herzberg's two factor model. Journal of the Indian Academy of Applied Psychology, 41(2), 291.

Winston, C. N. (2016). An existential-humanistic-positive theory of human motivation. The Humanistic Psychologist, 44(2), 142.

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