4HR002 Best Assignment sample of Introduction to People at Work
Get the assignment sample on Introduction to people at work.
1. Introductory evaluation
In the changing environment through technology development, many industries were improving their strategies and equipment in increasing their margin of profit. In implementing new decisions in the workplace, employees need to provide a proper idea of how they have to deal with these changes and perform according to their needs. It was found that software industries were trying to emphasize their automation technology by gathering ideas from different industries. On the other hand, the construction industry is trying to adopt different kinds of software for doing proper planning and applying modern tools while implementing their project. In performing work in Serco, I worked very hard and spent lots of time developing projects in a suitable way.
The managers in that place noticed that I am working very hard for the sake of organization. The managers appraised me for this work; it motivated me and helped me to work harder to know relevant things associated with the field. The previous experience helped in expanding my knowledge and implementing it in my future work for handling any work in a suitable way. During conducting work procedures, I worked in a team and handled all the work by maintaining proper instructions of managers not sticking to my decisions as it was a matter for the growth of the organization. It was necessary for an ideal employee to work fluently in a team, or single-handedly manage entire things as per requirement. It was obvious that performing work in an organization needs to take responsibility and complete it within a relevant time period.
Money was an important part, but for new employees, it does not bring in mind and learn new things properly, which will provide an opportunity to earning more at later stages. The main difference in working in a small or giant organization is that promotional offers take place rapidly in giant organizations and provide more facilities than small ones.
2. Main Body
Groups and teams
A team is considered as a group in which people share a common team and run to achieve similar goals and objectives. According to Mathieu et al. (2017), teamwork was important for an employee as well as a manager in becoming mutually committed with each other, which resulted in building trust among themselves. The main purpose of building a strong team is to pursue a task in an effective way, and it would benefit the organization in making quality products from their employees.
The main challenges that employees feel while acting in a team were listed below-
Unclear goals– It was found that few employees perform better when they work alone, but their quality of work decreases to a certain extent while acting in a team. According to Asian Clemente et al. (2019), it can be due to the setting of right goals towards them; if the employees can not set themselves with others, it will decrease the productivity of a team.
Uncertainty roles– Sometimes, differences of thoughts created among team members on the basis of their decisions, it was mandatory that while working in team ideas needed to be shared among themselves.
In respect to teamwork, it was found that the Hackman model for team effectiveness can be considered as suitable to find important for teamwork. Hackman suggested that for becoming a strong team, the members must be independent in nature and help other members in critical situations. The role of the manager was also important to provide a clear impression about their goals and motivate them, for enhancing their quality of work.
Figure 1: Hackman model for team effectiveness
(Source: Mathieu et al. 2017)
The person also suggested that a team should comprise of minimum members as large groups hamper team effectiveness. According to Mathieu et al. (2017), in addition, team members should be provided with adequate support and information for performing their work. In building effective team managers also have a huge role in solving relevant problems and help to focus on their work.
Motivation
Employee motivation is defined as the level of an employee for maintaining commitment, energy level and creativity in performing their jobs in an effective way. The main importance of motivation was that it helps in increasing productivity and better engagement in performing their task. According to Kuvaas et al. (2017), motivation helps to take small targets in completing their jobs as well as helps to build trust among the members of their groups and become transparent towards their members. It also helps to motivate employees who were lacking to perform work quickly and efficiently.
Challenges
Fear of failure– Many employees are afraid of doing incorrect tasks and put themselves in a problematic situation which stops them from proceeding further. In minimizing these issues, motivation needs to be provided, as failure is the pillar of success.
Fear of success– Apart from afraid of being a failure, lack of self-esteem also holds in becoming a success, standing in this situation motivation can only remove this fear. According to Lin and Chen (2017), due to these motivational activities indulges to taking up challenges and removal of fear; this further brings success for them as well as for the organization.
In progressing with motivation, Herzberg motivation two-way theory suits best in describing the facts in a suitable way. According to Fiaz et al. (2017), it was found that motivational factors improve the quality of their work and enhance job satisfaction to a huge extent.
Figure 2: Herzberg motivation two-way theory
(Source: Fiaz et al. 2017)
On the other hand, it was found that a suitable hygienic condition should also be maintained, incomplete work in a suitable way. Poor hygienic condition decreases the motivation level of employees to provide their best in performing their jobs and increases concentration regarding projects.
Employee engagement
Engagement of employees was considered as an extent in which a comfort zone was required for them to feel passionate about their jobs, which made them committed towards the organization by tremendous efforts. According to Shuck et al. (2017), organizations need to find their engaging employees and value their talent by retaining in their organization as they are considered as key aspects of a company. The main purpose of employee engagement is to remain committed to their responsibilities and always provide motivation towards them, for enhancing their work.
The challenges that were faced in implementing employee engagement was listed below-
Lacks in alignment and focus high– senior employees need to recognize their new employees and appreciate their work, and also need to take feedback from them regularly. In many organizations, it was not focused and leave this duty towards their leaders; this scenario must be changed and improve facilities towards employees engagement.
Enriched communication channels– In improving employees engagement towards their work, it was necessary that managers needed to involve in high communication skills with other employees. According to Osborne and Hammoud (2017), in this way, employees will get motivated and perform their task in a suitable way, engaging themselves more in their work.
Employee engagement theory, suitable to illustrate the topic in a suitable way and urges to reflect different ideas related to engagement of their employees. According to Barik and Kochar (2017), it was described that a clear knowledge should be provided towards their employees about their task, as they will understand facts clearly and they can handle their task easily.
Along with it, employees’ safety encourages them to focus on their work and brings better results from their jobs. Lastly, the mental and physical conditions of these employees need to be enhanced, for which they can operate their task adequately.
Management and hierarchy
Management and hierarchies need to be present in every organization for proper maintenance of roles and responsibilities of every employee. In most organizations, there were three levels, such as the first level, middle level and lower level. The main purpose of dividing these management levels into different categories is to implement orders according to their roles and provide guidance in performing their jobs. According to Mishra et al. (2018), the hierarchies were present to show proper training facilities and benefits provided towards them and how their employees worked with their jobs.
Challenges
Understaffed- Managers must recognize the facts about the need for more employees in an organization or not, as the hiring process is time-consuming. According to Kadavil et al. (2018), due to these facts, sometimes controversies prevailed among other managers and also sometimes their employees, this needs to be maintained.
Poor teamwork– A proper teamwork needs to be maintained among management, in which every member comes into a discussion, and every member should agree on their views. On the basis of it, a decision needs to be taken for the betterment of an organization.
Absence of proper structure– Sometimes, it was found that a proper management structure was not present in an organization; it needs to be built up in a strong way to respond properly.
It was identified that classical management theory was suited best to describe the entire topic in a suitable way as it describes that the employees can be satisfied by providing money and regular promotions.
Applying this theory in a suitable way, by providing promotional offers and other benefits will help to enhance and retain their employees in a suitable way. According to Kalutara et al. (2018), this helps to suggest that it provides priority towards the bottom line workers as they were the backbone of an organization.
Learning and development
Learning was an important factor in developing skills and improving their quality of work; this will help employees to learn more about the facts in a suitable way. The main purpose of the learning and development program was conducted towards their employees to gain some useful information on relevant topics. According to Darling-Hammond et al. (2020), it also helps to change their attitude towards others and due to sharing of ideas while performing in a team, will help in thinking about some innovative ideas and create new things.
Challenges that were faced while learning and developing programs were listed below-
Deal with modern changes- The technology has solved huge problems in a suitable way, to adopt these modern changes employees need to develop themselves according to the need of an organization.
Develop modern leaders- It was important to provide training procedures towards leaders at the initial stages, as in the later stages, they can distribute their knowledge towards new employees. According to Vey et al. (2017), the new employees can perform easily after gaining knowledge from their seniors and explain these items to their colleagues as well.
The Behaviourism theory can be suited best in this place for explaining the learning and development process. According to Goller and Paloniemi (2017), due to this behaviourism model, employees can easily gather knowledge from their seniors while working for an organization.
It also helps to behave naturally with their seniors. This will help to maintain good bonding among them and enhance the communication process in a suitable way.
3. Conclusion
An essay was prepared on the basis of people at work, in which different components to enhance the culture and workplace for improving the skills of their employees was discussed. It was prepared in a fluid language, for which an employee can easily understand the facts in a suitable way. Five different kinds of topics were taken, and on the basis of its challenges and theories were described, which suits best for the situation. Hackman models were used to describe the effectiveness of a team; Herzberg motivational theory was taken to illustrate the topic of providing motivation towards their employees. I would say that by conducting this essay, I understood that it is necessary to adopt modern changes as quickly as possible, as it will help in bringing success in life. The essay concludes that in performing a quality performance in a team, some rules and regulations need to be followed, which will help for improving work culture in an organization.
Reference List
Asian Clemente, J.A., Requena, B., Jukic, I., Nayler, J., Hernández, A.S. and Carling, C., 2019. Is physical performance a differentiating element between more or less successful football teams?. Sports, 7(10), p.216.
Barik, S. and Kochar, A., 2017. Antecedents and consequences of employee engagement: A literature review. International Journal of Latest Technology in Engineering, Management & Applied Science, 6(4), pp.33-38.
Darling-Hammond, L., Flook, L., Cook-Harvey, C., Barron, B. and Osher, D., 2020. Implications for educational practice of the science of learning and development. Applied Developmental Science, 24(2), pp.97-140.
Fiaz, M., Su, Q. and Saqib, A., 2017. Leadership styles and employees’ motivation: Perspective from an emerging economy. The Journal of Developing Areas, 51(4), pp.143-156.
Goller, M. and Paloniemi, S., 2017. Agency at work, learning and professional development: An introduction. In Agency at Work (pp. 1-14). Springer, Cham.
Kadavil, R., Lurbé, S., Suryanarayanan, S., Aloise-Young, P.A., Isley, S. and Christensen, D., 2018. An application of the Analytic Hierarchy Process for prioritizing user preferences in the design of a Home Energy Management System. Sustainable Energy, Grids and Networks, 16, pp.196-206.
Kalutara, P., Zhang, G., Setunge, S. and Wakefield, R., 2018. Prioritising sustainability factors for Australian community buildings’ management using Analytical Hierarchy Process (AHP). International Journal of Strategic Property Management, 22(1), pp.37-50.
Kuvaas, B., Buch, R., Weibel, A., Dysvik, A. and Nerstad, C.G., 2017. Do intrinsic and extrinsic motivation relate differently to employee outcomes?. Journal of Economic Psychology, 61, pp.244-258.
Lin, M.H. and Chen, H.G., 2017. A study of the effects of digital learning on learning motivation and learning outcome. Eurasia Journal of Mathematics, Science and Technology Education, 13(7), pp.3553-3564.
Mathieu, J.E., Hollenbeck, J.R., van Knippenberg, D. and Ilgen, D.R., 2017. A century of work teams in the Journal of Applied Psychology. Journal of applied psychology, 102(3), p.452.
Mishra, S., Raut, R.D., Narkhede, B.E., Gardas, B.B. and Priyadarshinee, P., 2018. To investigate the critical risk criteria of business continuity management by using analytical hierarchy process. International Journal of Management Concepts and Philosophy, 11(1), pp.94-115.
Osborne, S. and Hammoud, M.S., 2017. Effective employee engagement in the workplace. International Journal of Applied Management and Technology, 16(1), p.4.
Shuck, B., Osam, K., Zigarmi, D. and Nimon, K., 2017. Definitional and conceptual muddling: Identifying the positionality of employee engagement and defining the construct. Human Resource Development Review, 16(3), pp.263-293.
Vey, K., Fandel-Meyer, T., Zipp, J.S. and Schneider, C., 2017. Learning & development in times of digital transformation: Facilitating a culture of change and innovation. International Journal of Advanced Corporate Learning (iJAC), 10(1), pp.22-32.
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