Motivation is an essential aim of effective career management. Motivation is a concept used to “describe the factors within an individual which arouse, maintain and channel behaviour towards a goal.” Every organisation wants its workers to be motivated. A motivated worker is going to be more beneficial to an organisation than one that is lacking motivation. They will be more productive and have greater communication skills amongst staff. For an organisation to make an employee motivated then they have to use different motivation techniques. Workers are motivated differently.
Maslow’s hierarchy of needs is a motivational theory. It teaches that people want different things out of a job. This ranges from enough money to put a roof over their head (physiological and security needs) to working to achieve personal goals (self esteem and self actualisation needs). This means that some employees get motivated through monetary rewards and others get motivated through non monetary such as praise or promotion. It is important for an organisation to understand how its employees get motivated and to acknowledge that employees get motivated differently so that an organisation can maximise employees performance.
Figure 1
Career Management is used to identify the skills and qualities needed at present and in the future. An organisation will want to try and ensure that they have the staff and their skills needed for the job at all times. For this to happen then the organisation will try and keep the staff that it has and with motivational strategies and training and development have the labour capable of completing the job.
Career management is aimed primarily to ensure that an employee obtains and updates the knowledge and skill necessary for an effective delivery of the brigade’s service. It also helps an individual employee to develop their potentiality, improve his/her job satisfaction and enhance career prospects. For example, FOCUSLMI. They want to increase young people’s awareness of the full range of opportunities and career when teaming up with FOCUS.LMI, which produces the bulletin to give on accurate picture of the state of the North East’s labour market.
This diagram shows that peoples from Asian and African and Caribbean ethnic background from working class areas are out performing their white peers, in the labour market and are more likely to experience upward mobility than white peoples from working class background. However not all ethnic minorities do wells; for example, those from Pakistani, Indian and Bangladesh have lower levels of upward mobility.
Constance by from background and market offers on industry expansion and contraction, and the demand for labour to fill particular types of job; the market on which they sold their labour was determined both by the supply of sellers and the demand of industrial buyers. The expansion and contraction of sectors and occupation is complex than generally accepted by white both, these is in the broadest term a growth of white collar work, “Geoff Payne. 1986; 305 513 0914. pay”
Example of a Large Organisation (BA)
British Airways is a large scale organisation that was affected by human resource problems. The staff at British Airways “complained that a new regime on sickness pay, introduced 18 months ago, means they are forced to work when they are ill.” The staff at BA therefore felt this was unfair and as a consequence effected their motivation and was demonstrated by the threat of a seventy two hour strike. Making changes in a workplace does effect morale and therefore management have to be careful of the changes otherwise it can have a negative impact. BA have said that these changes were needed to cut down on the high levels of sickness. The strike was also due to happen due to the complaints of low starter pay rates. Pay is very important within an organisation as staff need to feel that they are being paid the correct amount for what they are doing. There are always going to be some staff unhappy with the money that they are on and will always be after more so a balance is important.
If staff leave an organisation then this causes problems for employers. It will have an effect on the labour turnover and if too many staff leave then this will become very high. When people look at applying for a job then they may realize this and might effect whether they choose to apply or not. With people leaving the organisation then there are going to be recruitment costs including advertising costs. Recruitment has both monetary and non-monetary effects on the organisation. It is very expensive to recruit staff as they have to go through the process of advertising, interviewing and then appointing. Having new staff in a workplace also effects morale as it causes change and many staff (especially older staff that are used to operations being the same) are reluctant to change.
For British Airways it is very expensive to recruit and therefore would require careful monitoring of motivation and procedures so that their staff have job motivation. For British Airways to recruit then it is very expensive. British Airway’s cabin crew members have to receive training so that they have the customer service and safety skills to travel in the air. Such training is expensive and therefore British Airways will want to train as few a staff as possible to keep its cost minimal.
Example of a Medium Organisation (Coventry Football Club)
Coventry City announced the appointment of a new off the field management team will start work immediately as career managing director of the Club and two other members have been recruited as part of major to restructuring plan by acting.
The point of light a Club organisation whose mission is to recruitment and selection more people or more effectives in Coventry City Football Club service to help solve serious social problem, was hired as the training consultant and administrative the development process of the Club training module and trainer’s materials. The Club statement and the point of light foundation have been collaborators and supporters of one other for a number of years through out an initiative of the point light organise call CCFC Management Shake-Up.
This joint project recruitment and selection was out growth from Coventry City football Club and point of light organise interested and commitment to motivation the Club. They have a master–plan which they hope to lead to the premiership football in three years from the end of this season, so look this case they know that is an ambition; but the Club should have a clear vision of the future and they will be working out to make sure to achieve it.
Recruitment and Selection
The many of the project were designers, reviewers field test trainer and project Manager including other function individuals.
Recruited and selected
Paul Fletcher: a new Manager Director of Coventry City football Club
Ken Sharp: the new Marketing Director of Coventry City Football Club
Mal Brannigan: the new financial Director of Coventry city football Club
The function will be to improve the business standard of the club with the aim of supporting an excellent job in difficult circumstance and will help the Club in as many ways as possible.
-introduce more flexible working hours
-appoint a supervisor for each of group.
The employees are motivate by: _ a good working environment –an adequate salary and bonuses –different responsibilities, that they take in the organisation and appreciation of their work; and good communication in side the team. And that process will be continued built upon.
D:\Sky Blue Trust - CCFC Management Shake-Up.htm Wednesday 04/01/06
Example of a Small Organisation (A B Window Cleaning Service)
A small scale organisation is going to have different career management. Due to the number of employees it has then it will not need as many structures as a large organisation such as British Airways. Employees are different from one another within a workplace and therefore having fewer staff will mean less structures will need to be emplaced. A small organisation such as A B Window cleaning service will only have a few members of staff and therefore will focus very little on career management as they will be able to easily get new window cleaners and also due to the fact that people will be operating in a very similar way as they are carrying out similar jobs.
Conclusion
Career management plays a part in all organisations. Every organisation has to implement it into its operations in the hope that it has the correct staff at the correct time for its operations. British Airways (BA) is having problems currently with its morale of staff and has been due to British airways changing the procedure of sickness. This change was obviously not done through feedback from its staff and therefore has had a negative effect amongst employees. British Airways should have discussed it amongst staff for their views and tried to implement another preferred method so that both the employers and employees are happy. Such a method should have been undertaken for deciding on employees starting wage.
Coventry has less staff than BA by a long way but still ahs to look at career management and try to minimise its labour turnover. Stagnation is also another problem that could occur within an organisation such as Coventry Football Club. This is why new staff have been brought in so that they will have different ideas and different strategies for the club. This is likely to have a positive effect on the organisation however it could have a negative one as it does result in change and this will affect people depending upon which stage of their career they are in. If they are in stage three then they are likely to be happy where they are currently and not want to develop new skills and progress through the organisation.
A B Cleaning services is going to deal with career management but only at an extremely small scale. The organisation will want to try and ensure that its staff remain within the organisation and that they are motivated but will not go to any real measures to try an ensure this. If its staff did leave then the organisation would be able to find another cleaner with relative ease as they are likely not to have needed training before the job.
Armstrong M (2006) a handbook of human resource management practice. 10th edition. Great Britain: Cambridge University Press.
Kings College (2005) aim of career management [online] available from <http://www.kcl.ac.uk/about/structure/admin/pertra/paymod/cm.html> (12th January 2007)
Opax (2006) definition of motivation [online] available from
<http://opax.swin.edu.au/~388226/howto/it2/motiv1.htm> (16th January 2007)
Maslow’s Hierarchy (2006) available from <http://www.learningandteaching.info/learning/graphics/maslow.gif> (24th January 2007)