Employment skill are skills that people have over time. This skills are usually used for job and the employment skill allow employee to accomplish specific task and projects on or before deadlines. Employment skill help MC to make a better or more efficient if full use is made of them. There are employment skill that MC need to consider and this includes:
Skill sets is used to help MC train, recruit and develop their staff and encourages knowledge sharing and best practice. HR use skill set to know their employers needs and identify current and future skills shortages and through our funding and training schemes and they deliver the workforce which those employers need.
Skill acquisition are skills that staff develop during work. MC staff can be trained before they might want to leave the work and this motivate the staff to focus more at work. When staff have good skills this will be likely to face shortage in the number of staff available to do some job.
Skills audit are used to identify the skill gaps in an organisation. MC can use skill audit as a training needs analysis that identifies where training is needed. There are some skills audit that can be used to understand of the skill required and the gaps as the organisation currently has, a target analysis of development needs and information that is used for dynamic succession planning.
Skill transferability are used as many employers think that if they are able to use the skill in one situation. Skill transferable are important when dealing with job related skills. This skills are potential to helps MC staffs gain and develop skill transferability and some examples are: presentation, customer service, computer or social networking etc.
Impact of technology in MC has a good way they work and it has a good impact on the employees that the MC has employed and their skills as a technical expertise. Employee use technology in solving business problem when answering calls or dealing with enquiry emails rather than communication face to face.
P3- Outline how an organisation motivate its employees
Introduction: For this task, to enable Mobile Communication to achieve its aim and objectives, they have to ensure staffs are motivated and how mobile communication can motivate its employees. To get information, I will be using the internet and the BTEC level 3 Subsisbary Diploma in Business.
Motivation is an employees that work hard because they feel fulfilled when they do so. Motivation is an important part in MC with the start with a psychological need that activates a behaviour or a drive that is aimed at a goal.
There are different ways MC can motivate their employees and this includes:
Pay is the most important thing that staff go to work. The pay are used for sorting out bills and personal expenses that staff does every day.
Performance related pay is a financial reward to MC employees that work is considered to have reached standard or above average. This is used where employee performance cannot be appropriately measured in terms of output produced or sales achieved .
Pension schemes are normal based either final salary or on money purchase and can be a lump sum of benefit on retirement, benefits for dependants and benefits for early leavers and also this will motivate the employees.
Profit sharing is a plan that employees share in the profit of MC. This is a profit that employee receives a percentage of this profit based on the company earning. This is a good way to give employees a sense of ownership in the company.
Employee share options is a benefit from MC success they are helping to create. It has the potential to transform MC by spreading the rewards and sometimes the risk of entrepreneurship to members of their team. The share scheme help to give both MC company and their employees major tax incentives, making it a highly cost effective way of providing long term reward.
Bonuses are the bonuses that are paid to employees by their employers on top of their standard salaries. This bonuses are various ways that these can be made to work. For example, MC employers bounces can be paid out monthly, some quarterly and come annually.
Flexible working can motivate employees in several different when working in different patterns such as flexitime, home working and compresses hours. MC employees can work in a flexibility hours and this should consider which pattern would suit their needs before making an application to their employer.
M2- Compare the use of motivation theories in an organisation
Introduction: For this task, I will be comparing various motivational theories and practises used by Mobile Communication LTD. To get information, I will be using the internet and the BTEC level 3 Subsisbary Diploma in Business.
Motivation theory is a highly self motivation, committed, ambition employees gives the most to MC and get the most from their work. But if a staff lack motivation in a workplace this can an effect on the performance of the organisation. When motivating employees this can be a demanding task because not all employees are created equal. The purpose of motivation theory is to give an understanding to how motivation can play a fundamental part in employees.
There are types of motivation theory and this includes: Taylor theory is to encourage to work hard and maximise their productivity. Most worker dislike this theory as they were only given boring, repetitive tasks to carry out and this can also be lay off workers as productivity levels increased. Mayo theory is that all workers are not concerned with money but could be better motivated by having their social needs met whilst at work. The best motivation to worker by better communication between manager and worker, greater manager involvement in employees working lives, working in group or team. Maslow-Hierarchy is based on the assumption that people are motivated by a series of five universal needs. This needs are ranked according to the order which they influence human behaviour in hierarchical fashion and this includes: physiological need, safety needs, social needs and ego and esteem needs. Herzberg theory is link to Maslow and they believed in a two factor theory of motivation. This is because there are certain factors that a business could introduce that would directly motivate employees to work harder. There is a factor that would de-motivate an employees if not present but not in themselves actually motivate employees if not present but would not in themselves actually motivate employees to work harder. Douglas McGregor theory is based on X and Y theory and it observed two diametrically opposing view points of managers about their employees, one is negative called theory of X ( it tell if the employees dislike work and employees avoid responsibilities and seek formal direction) and one is positive called theory of Y (employees love work as play or rest and employees are self directed and self controlled and committed to the organisational objectives). David McClelland is a theory regardless of culture or gender, employees are driven by three motives and this are achievement, affiliation and influences. Victor Vroom can also be called the expectancy theory and this different expectation and level of confidence about what they are capable of doing. Management must discover what resource, training or supervision employees need.
Mobile communication motivates its employees by increasing their knowledge, skills and job satisfactory through training and development and providing relevant and timely reward and recognition.
Taylor was an engineer in 1991 when he published the motivation theories. This theories give Taylor knowledge that people worked purely for money. Mobile Communication can use Taylor theory in its financial rewards package and it can motivate staff. Mobile Communication can go beyond Taylor theory and give more than just simple pay increase, this will support the varied lifestyles of individual employees through relevant and targeted
Abraham Maslow was born in New York in 1908 and died in 1970. Maslow theory motivated by needs to explain how these needs motivates Mobile communication employees all. It is the needs states that they must satisfy each need in turn, starting with the first which deals with the most obvious needs for survival itself. Maslow hierarchy of needs includes:
Biological and physiological need- air, food, drink, shelter, warmth, sex, sleep
Safety needs - protection from elements, security, order, law, limits, stability,
Belongingness and Love needs - work group, family, affection, relationships,
Esteem needs - self-esteem, achievement, mastery, independence, status, dominance, prestige, managerial responsibility.
Self-Actualization needs - realising personal potential, self-fulfilment, seeking personal growth and peak experiences.
Elton Mayo start is theory in 1930 when motivating at work and this motivation can reward to greater communication, good team work, showing interest in other, involving other in decision making, ensuring the wellbeing of other and ensuring work is interesting and non repetitive. He believe that motivation was improved through making employees feel important, giving them a degree of freedom to make choices and acknowledging their social need. Mobile Communication use Mayo theory in operating throughout the company. Communication is an extremely important skill in motivating employees. This may be through 1-to-1 discussions with managers, through the company intranet or newsletters or through more formal structures. Mobile Communication can use their line managers to hold a daily Team Meeting to update staff on what is happening for the day and to give out Value Awards. These awards can be given from any member of staff to another as a way of saying “thank you” and celebrating achievements. MC could use Mayo theories helps to introduce break in between the work performance and also introduce refreshments during the pause. This is not only about pay, work condition and morale but also include psychological and social factors. MC can use this to motivate their staff by more than pay and conditions and attitudes towards works are strongly influenced by the group.
Looking at the Maslow and Mayo theories, it important for Mobile Communication to use this theories when motivating staff with their safety need, esteem need, psychological need and belongingness need. Using Mayo theories can help Mobile Communication worker to work hard and to produced more when condition are made worse. Mobile Communication responded to the attention given to them rather than to the physical working condition. In comparing the two theories, they have show Mobile Communication that employees are important to be motivated by using the two theories to keep the employees safety at work and know their personal needs are important and this can be use to motivate staffs.
In my conclusion, I will be comparing this theory, Mayo, Maslow, Taylor and Herzberg motivational theories can help Mobile Communication employees to take task more important. Taylor suggested that pay motivate worker to improve production. Mobile Communication need employees to have greater motivation and have a stakes in the company for which they work as shown above in Mayo. Maslow and Herzberg has demonstrated that Mobile Communication employees are motivated by many different factors.
Mobile Communication can also provides opportunities for its managers and staff to take a share and a greater interest in their own employment. Since every employee is an individual, with different needs and aspirations, the process of reviews and personal development plans allows recognition of their abilities and achievement, as well as potential development. This benefits the individual by providing career progression. It also benefits Mobile Communication by ensuring the business can deliver high levels of customer service through its skilled employees.
D1- To suggest with justification way of improvising motivation in an organisational setting
Introduction: For this section, I will be making a report with justification on ways Mobile Communication can improve motivation in their organisation. To get information, I will be using the internet and the BTEC level 3 Subsisbary Diploma in Business.
Motivation is an important factor in Mobile Communication it helps to research on what shows that work motivation has a strong positive impact on job performance. Research shows that motivated employees are more productive than unmotivated employees. This is because motivated employees work to the best of their ability to achieve their personal or Mobile Communication goals.
Mobile Communication manager are there to make sure that the work force is motivated. Motivation is when an employee is motivated by external rewards. It is motivation that is controlled by some contingency that depends on task performance. Rewarding employees for their work is one way of motivating them however academic research indicates that other methods of motivating employees have a stronger impact on job performance this includes:
Provide challenging work: Mobile Communication employees needs to become comfortable in their role and build confidence, just about everyone enjoys a new challenge. Those that are good at their job generally want to grow and develop. Providing challenging work like involvement in a new project is an excellent way of improving motivation.
Learn to listen: One of the common frustrations that employees have is that they feel that they do not have a voice in the work place. People start out initially with enthusiasm but if what they are offering in terms of suggestions for improvements is not given proper consideration, they eventually give up or leave. Making the time to sit down, listen and explore ideas can have a huge impact on how people feel about their work.
Set meaningful goals: Mobile Communication employees can set goal to carried out as part of staff appraisals are ideal opportunities to set meaningful goals. Setting goal can help to engage in dialogue about what the employee needs and the employer needs, more meaningful and motivating goals can be set.
Support balanced risk taking: Mobile Communication cannot be reckless, but achieving new levels of performance requires some degree of risk. Supporting and empowering employees to take balanced risk can be extremely liberating and motivating.
Increasing motivation through financial rewards is a method that is most common when Mobile Communication can rely on the quantity of the output of employees. For those employees involved in production, you could issue a piece rate system where they are paid for each individual product they produce. They would be motivated to produce as much as possible in order to achieve a high pay, but to ensure the quality control is effective to ensure customer focused areas are not traded-off for quantity. They could also introduce a commission payment scheme if your business relies on selling your product or services through the means of personal sales (telephone, door-to-door, etc). These benefits are often valued higher than wage increases and can be less expensive for the business to provide. This profit sharing does not encourage motivation in all employees although it is highly effective in businesses with few employees. This is because they know that their performance will make a difference and will be evidenced by an increase in the business profits. The staff may only have motivation to get a task done quickly without care to the quality of the outcome. They can introduce quality related bonus pay which determines their salary. This salary will be up for review twice a year and reflects their value in the business with respect to, for example, the standard they complete tasks as well as personal sales records, achievements, and so on. This will give the employee the motivation to complete tasks to a high standard and a desire to further excel in the future in order to gain a higher salary: and of course, the feeling of achievement (priceless).
Mobile Communication motivate employee in making a huge difference in the business success. This can be change in the way in which they operate as a manger and leader can greatly improve their ability to get result through other and improve their ability to get result through others and improve motivation. When an employees are happy, the potential for success is extremely high. Managing a business and understanding the importance of employees motivation. If an employees are not motivated, then this will be a impact in their business in a negative ways. If a business lack productivity at work, there will be complication with motivation among employees, the quality of their goods and service can also be affected. It is important than the overall productivity of the employees is the quality of work produced by the employees, when these individual experience are low morale, they make very little to ensure that the work that they perform meet or to exceeds the standard as set forth by their organisation. Mobile Communication employees are more satisfied in receiving recognition for a job well done than a health insurance policy that has a good prescription plan. Mobile Communication can have taken it upon themselves to ask employees through the use of a questionnaire or survey what they would like to see change or improved in the workplace.
P4- Explain how organisation obtain the cooperation of their employees
Introduction: For this task, I will explaining how mobile communication can obtain the cooperation of their employees. Mobile Communication can only be successful, if the employees cooperate as a team working towards a goal. To get information, I will be using the internet and the BTEC level 3 Subsisbary Diploma in Business.
How to gain committed employee co-operation
Mobile Communication supervisor can affect their employees. The workers attitudes in an organisation can affect their customer and customer are the most important thing in an organisation. If Mobile Communication want to gain employee cooperation and increase the teamwork in the workplace, they need to do hold them in high esteem, make them feel valued and to increase their engagement at work. Supervisor at work sometime get tired of employee complaints and this can withdraw the productivity at work. As a Mobile Communication supervisor, they must set the tone of how complaint are being registered and this can develop the wisdom to respond appropriately instead of reacting to an employees negativity. Listening can be a way of gaining commitment from an employee, by showing that the supervisor is listening to employee ideas or distribution to an meeting. They also gain commitment form employees by engaging them become a part of a team, looking for ways to benefit the company with their expertise, their ideas and their energy. If Mobile Communication built a trust with employee, the company is considered a good place to work and it can go to the next level and get their active participation. To make this to happen is to update them about what is happening in the company, telling them about the decision that are being made.
Contract of employees- Contract of employee in Mobile Communication is a contract that employees have an employment contact with their employer and this might not be in writing. This contract is an agreement between an employer and employee which set our their employment right, responsibilities and duties. This can be made soon as an employer accept the job offer. This contract gives both employees and employer the certain right and obligation. There are different types of employment contract and this include: permanent, temporary, causal, full time, part time, zero hours, annual hours, fractional, term time only and self employed. The benefit of employment contract is that they can control over the terms of employment including a degree of security and certainty in the knowledge that the employees will remain in their employ for the term of the contract. They can also take over the employee will play a role in creating or will have access to confidential information or trade secrets.
Employee and employer right in Mobile communication workplace is to be paid for any labour they have provided an employees but the employees must be honest when reporting the number of hours has worked for. There are some responsibilities that employees need to consider in a workplace and by doing the job they are contracted for in person and not giving it to someone else, to be honest and loyal, by obeying all lawful instructions, by following the health and safety rules at work, by behaving in an appropriate manner. There are some responsibilities that employers needs to consider in a workplace and by refund expenses incurred in doing the job, paying the agreed rate, providing safe and healthy work place, by receiving a written contract within two months of starting work and to be paid a fair wage or salary in return for being ready and willing to work.
Content of a contract of employment includes:
Name: it is the names of both the employer and the employee should be included in the employment contract. Both names will usually be printed at the beginning of a standard contract in terminology that indicates the agreement is between the two parties
Timeframe: Is the date in which the employee is expected to begin work also marks the date from which the contract becomes official. For permanent employees, you will obviously not include a date of termination.
Job Description: It is important to include a thorough description of what is expected of the employee in his new position. Detail daily tasks and additional projects for which they will be responsible.
Compensation and Benefits: Most employment contracts will include the compensation that the employee has agreed to. Include paid holidays, vacation time and any other applicable benefits, although you may indicate that further details regarding health and life insurance options are available in an employee handbook.
Confidentiality: Mobile Communication include some type of confidentiality agreement in an employment contract. This offers legal protection against disgruntled employees who may want to air the company's trade secrets as some kind of revenge.
Conditions of Employment: Mobile Communication employment contract should also outline the conditions of employment. It is necessary to also mention the requirements for voluntary termination, such as providing two weeks notice and a written letter of resignation. This is also a good place to indicate that breach of any conditions outlined in the employment contract may be cause for termination.
P5- Explain how performance is measured and managed
Introduction: For this task, as an HR advisor I will play a vital role in ensuring that employees performance are reviewed periodically and I will be explaining how I will measure and manage employees performance. To get information, I will be using the internet and the BTEC level 3 Subsisbary Diploma in Business.
Performance management is the process of creating a work environment or setting in which workers are enabled to perform to the best of their abilities. It is a whole work system that begins when job is defined as needed and it also ends when an employees leaves Mobile Communication. Performance management can be used for Mobile Communication when developing a clear job description, selecting appropriate people with an appropriate selection process, providing effectives orientation, education and training and providing promotional or career development opportunities for staff.
Measuring performance of an employees is the most difficult part of the performance appraisal process is to accurately and objectives measure the employees performance. Measuring the performance covers the evaluation of the main tasks completed and the accomplishments of the employee in a given time period in comparison and the goals set at the beginning of the period. There are different way for Mobile Communication to measure employees performance at work and this include:
Performance indicators is like a data, usually quantitative in form, that provide a measure of some aspect of an individual or Mobile Communication employees performance against which changes in performance or the performance of other can be compared also.
Goal theory is about motivating employee to accomplish anything whether great or small.
SMART target is a IPP framework support employee performance and identifies achievement, both individual and organisational. SMART target help employees to provide a clear outline of what needs to be done and how the outcome will be assesses. It is a link to evidence, help ensure that everyone is appraised in a fair consistent and transparent. SMART can be break into (Specific, Measurable, Achievable, Relevant/Realistic, Time bound)
Benchmarking is a technique that is used to improve organisational performance and it project quantification has been achieved, confidential are made between Mobile Communication and its project with another.
Managing performance can also be monitoring the target and goals employees have been given to see and by making sure that their expectations are clear and providing frequent feedback help people perform most effectively. Managing performance of employee expectation is important because it helps employees to develop accountable, productive, meaningful, participatory teamwork. There are different way Mobile Communication can manage their employees performance and this are:
Probation in a workplace provides support and feedback to an employees in the first year of ongoing employment and complements the induction process. It is period that is to ascertain whether the conduct and work performance of the employee.
Appraisal are essential for the effective management and evaluation of the staff. It helps to develop individual, improve Mobile Communication performance and feed into business planning. Every performance appraisals are generally conducted annually for all staff in Mobile Communication.
Supporting employees is important because they will be able to maintain and or increase market share, competitive posture while keeping customer satisfaction high and turnover to a minimum and it is essential that the perception, attitudes, values and expectation of Mobile Communication human resource be taken seriously into account. They can also support employees by mentoring their achievement at workplace, monitoring the process of checking that employee is making progress.
Occupational health is about the effect of work on health and the effect of health on work. This help employers to care for and understand the needs of their employees and enabling business to reduce sickness absence levels and optimise staff performance and productivity.
Managing workload is a way to make money for the company. If an employees reduce the workload it takes to achieve a certain level of productivity, the overall level of productivity can increase without pushing workloads of the point where stress become a problem.
Discipline in every organisation are different. Mobile Communication discipline procedure is to encourage and maintain acceptable standards of conduct and performance at work.
M3- Explain how the result from measuring and managing performance inform employee development
Introduction: For this task, in my report, I will be explaining how I have used the result from measuring and managing performance in employee development. To get information, I will be using the internet and the BTEC level 3 Subsisbary Diploma in Business.
The process of measuring and managing employee performance is of huge importance to any organization. Mobile Communication managers needs to learn how to motivate employees to willingly accept accountability for their own performance. Its develops the management communication, coaching and mentoring skills to hold employees accountable in a positive manner, engaging employees to accept responsibility for improved performance, and empowering employees to be more productive. This interactive program takes managers through critical areas that help them motivate staff and create employee development plans that work with any individual. Managers learn how to use improved listening and verbal communication skills to better manage and motivate their employees
For a performance management system to be an effective tool in employee development, feedback must be immediate and continuous – not saved up all year long and dumped on an employee during an annual review. The best performance results are realized when a supervisor gives feedback and helps an employee course correct while in the middle of solving a problem. Timely feedback has long-lasting effects because the learning can be applied immediately. Supervisors who take advantage of these small, teachable
moments will save supervisory time by preventing a problem from growing out of control and will build the employee’s confidence. Performance reviews also aid management in decision-making related to promotion, advancement, training, salary administration, discipline, and potential termination.
Training employees – The missing link in the implementation of most performance appraisal processes is training. Employees and managers alike
frequently view reviews as a painful process. The manager is uncomfortable
in the judgment seat and the employee often becomes defensive. Training for
both managers and employees is essential for altering these attitudes so that performance appraisal becomes an effective and smooth process.
Managers and supervisors who want to develop the skills to motivate employees and use positive techniques to enhance employee development and performance.
Training Benefits
Managers learn to apply motivational techniques to improve employee performance
Employees are motivated to their own self-development
Employee development goals are aligned with organizational goals
Employees willingly accept more responsibility
Managers learn skills to hold employees accountable
Managers learn skills to apply performance management techniques using positive approaches
Managers apply practical approaches to develop performance improvement plans with employees
A culture of continuous improvement is developed
Employees may be more motivated if they understand how they fit into Mobile Communication primary purpose. To learn how they are about your organization's principles, priorities, and mission. To motivate employees you must first eliminate the de-motivators. What are employees tolerating in their work and home lives. People are not all motivated by the same thing. What motivates one person today may change tomorrow. People are motivated by a whole range of factors (financial rewards, status, praise and acknowledgment, competition, job security, public recognition, fear, perfectionism). Use goal setting as tool to motivate employees. Develop better goal setting techniques.
Coaching an employee is only one part of helping Mobile Communication team members to reach their full potential. Employee performance management is also critical. Employee performance management is the process of prioritizing team member tasks, ensuring that these tasks are completed effectively and in a timely manner, and providing feedback to the employee on their performance of these tasks.
Writing performance appraisal involves creating a document which has the summary of the every employee’s performance over a period of time and a snapshot of their observed strengths and weaknesses, and feedback that can be used for other purposes. Writing depend significantly on the writer’s various abilities and a combination of other factors. An objective rating method to assess an employee’s performance, behaviour, and skills and knowledge. All the relevant data related to the employee’s performance, the standards, his job description. To observe and accurately recall the employee’s behaviour throughout the time period of the appraisal.
D2- Assess the important of measuring and managing employees performance at work
Introduction: For this final section, I will be making a report explaining the importance of measuring and managing employees performance to Mobile Communication. To get information, I will be using the internet and the BTEC level 3 Subsisbary Diploma in Business.
Measuring employee performance is a key strategy for Mobile Communication success. By keeping a fair and consistent evaluation methodology, managers can determine where inefficiencies exist, identify strong employees for promotion and development and award salary increases and bonuses in a quantifiable way.
Measuring Employee Efficiency- Employees' ability, competency and productivity should be measured against their peers regularly. This is helpful to both the employee and Mobile Communication overall. By identifying areas where an employee may be trailing his colleagues, a personal development plan can be put in place. Similarly, if a negative trend is seen among a number of employees, company controls and procedures can be evaluated to address these problems at a general level.
Identifying Talent- By using a consistent and quantifiable method of evaluation, the strongest employees can be identified and earn marked for promotion. Staff turnover is a primary source of frustration for managers, and by having a method in place to develop in house talent, employees are more likely to stay with their current employer.
Salary and Bonus Payments- Many companies provide annual salary and performance incentives. To be fairly awarded, an evaluation system is indispensable. Not only will managers be able to justify the awards to senior management, but staff will know that there is an equitable method of compensation within the organization. More arbitrary methods can lead to low staff morale or the feeling of favouritism
Performance management is the process of management that contributes to the effective management of individuals and teams to achieve high levels of organizational performance. Some see performance management as performance related pay schemes and others as the performance appraisal systems. In simple terms, performance management provides the means for people to improve their performance or apply their abilities more constructively. An appraisal is the business tool used at a regular basis to measure an employee’s performance. It is an opportunity to take an overview of a specified period keeping a record of what has been achieved. Appraisals are followed by ratification of objectives for the next period. They are also sometimes used as motivational tools.
This process determines the measurement of performance and helps in the development of employees. The main objective in this process is to improve the performance of individuals to ultimately improve the efficiency and productivity of the company. Appraisals subjectively assist post holders to understand the accountabilities and performance standards of a company. The process provides the opportunity into looking at what the company has achieved and what it can achieve. The tool helps set objectives for the next period in hopes of achieving a higher sales target for example. Performance appraisals benefit post holders as they reveal the good and bad aspects of a given job. They improve the relationships and moral within the organisation. For an organisation performance appraisals acquire information about employees, information for development and assists human resource needs more accurately for example, promotions, bonuses, perks, individual payment schemes, etc.
In the process of measuring employee performance, there are advantages and disadvantages. An example of an advantage is that it allows the employer to discover the employees that perform well and provide other job opportunities, or offer promotions. The employer can also use the review to provide rewards, such as days off or an increase in salary. Another advantage is that it allows the employer to have a one to one meeting or group discussions to come with a solution in the areas where the performance of the employee(s) is weak. These group meetings can allow the employers and employees to discuss ways in which to develop company goals, and can further discuss ways in which they may be able to meet these goals. This also allows the employer to identify ways in which areas the employees need training in. In contrast, there are disadvantages of the whole process of performance management
In order for a Mobile Communication to become successful, it is important that the employer motivates their employees to improve their performance. In addition to these two motivators, there are other motivators. Money is one of the most known motivator in businesses. Rewarding employees is also another way of increasing employee performance. By showing that the employees are already working well, by giving rewards the employer is also providing confidence. The environment in which the employee works in is also a motivator. When there is a satisfying working atmosphere, the employee is likely to perform well. Other motivators include being trustworthy. The employee should be able to trust the employer to make the right decisions which will benefit both the business and the employee. Job security is also another motivator which helps the employee to perform better. If they feel that they are not going to lose the job or the post, it helps the employee to stay focused on their job and therefore, their performance will increase.
by
hanlove (student)
