企业如何提高员工工作积极性--Assignment代写范文

Assignment代写范文:“企业如何提高员工工作积极性”，这篇论文主要描述的是员工是一个企业发展的重要动力，企业想要让项目和发展目标得到更好的执行，那么首先就要提高员工对于工作的积极性，提供员工工作积极性主要分为两种，分别是财务激励与非财务激励，其中财务激烈是较为有效的方式之一，能够满足员工的基本需求。

Organizational behavior includes individual behavior and group behavior. Individual behavior contains motivation, and group behavior includes leadership and communication. There are the important skills in organization. In this essay, the two methods of motivation will be covered; there are financial motivation and non-financial motivation. In addition, the situational leadership theory will be discussed. Finally, two main types of communication would be shown with more significant details, which is still related to motivation and leadership.

Aiming at motivating workers, there have been two different kinds of motivation named financial motivation and non-financial motivation methods for companies to use. Motivation is necessary for companies' operations because a lack of motivation in the short run will result in the reduction of effort and disappearance of commitment (Hall, D et al, 2008). Motivation can be defined as a desire that employees have to do their jobs better. There are some conventional theories of motivation. For instance, Taylor's Scientific Management puts forward 'a fair day's pay for a fair day's work', which is one method of financial motivation theories. The other two examples are Herzberg's two-factor theory and Maslow's hierarchy of needs, which include both financial and non-financial methods. In fact, financial methods indeed have significant impacts in motivation. Be similar to them, non-financial methods have functional results in motivating employees as well, not as people's general thoughts that non-financial is less practical.

Firstly, financial motivators are efficient because financial methods are major about money that can also be explained as financial rewards to employees, which can satisfy the basic needs of workers, such as salaries and wages, and different types of payment which involve performance related pay, profit sharing. The great example of financial methods for motivation is Taylor's theory, a fair day's pay for a fair day's work. According to Maslow's hierarchy of needs (Hall, D et al, 2008), money is a fundamental need which belongs to physiological needs for workforce. In addition, Maslow (Hall, D et al, 2008) had divided the needs of staff into five parts, for example, the physiological needs mentioned before is the basis, and the highest level of needs is self-actualization. Figure 1 shows a model of Maslow's hierarchy of needs:

Figure 1:马斯洛的需求层次理论-Figure 1: Maslow's Hierarchy of Needs

Source: from Success Circuit (2009)

Furthermore, in research by Hays in 2006, 42% of employees surveyed said they preferred financial rewards, while 9% focused more on non-financial rewards. 'This shows a significant increase in the number of people preferring cash rewards' (Hays, 2009). These are the reasons why raising the income may motivate people to become more efficient than other methods.

Despite of that financial motivation methods have significant advantages; monetary methods of incentive are less effective in some situations. The first one is that employees may be paid the same as others who are not as productive as them (Tutor2U, n.d), which can lead to unfairness and dissatisfaction that can be commonly seen in team-work. In addition, rigidity is a serious problem in financial methods of motivation, which means that some workers may enjoy the same income without productivity in the given time. Moreover, financial methods may be useless for high level employees. For example, some employees work in international companies can get high salaries and wages. 'When a need is mostly satisfied it no longer motivates and the next higher need takes its place' (Net MBA, 2007). That is, they would pay more attention to other areas of their jobs, such as safety needs and belonging that rank a higher position in Maslow's hierarchy of needs theory. In a word, those problems of financial motivation methods can not be ignored when doing business.

Non-financial motivation methods may be more available for companies in the long run because they are flexible. Employees may perform better in their given tasks and responsibilities in this way (Scorecard Metrics for HR, 2010). Herzberg's two-factor theory has stated that there are not only financial methods for motivating the workforce, such as job satisfaction, job enrichment, job rotation, as well as empowerment (Hall, D et.al, 2008). Job enrichment can give new energy to those workers who have been bored with their work and then bring higher productivity (Tutor2U, n.d). Empowerment can fulfill workers' belonging and the small ambition of power. Furthermore, non-financial methods of motivation are valid motivators for those people who have been appeased with their incomes and ask for higher needs of jobs. For instance, the feeling of belonging as well as a comfortable environment may be needed for employees in companies. Consequently, the benefits of non-financial motivation methods are practical and should be well used.

On the other hand, non-financial motivators also have barriers to a company on some sides, such as difficulties in controlling and unfairness. Firstly, they are hard to operate. For empowerment, the power that is divided into different parts need to give to some excellent and honest employees. However, it is hard for managers to judge whether an individual can deal with authority and decision-making well (Tuto2U, n.d). Secondly, non-financial methods are unfair sometimes, especially in team-work. Everyone in a team may enjoy the same environment and security as fair, but not all colleagues will expend a same effort, which will break the balance in a team. Non-financial methods are definitely beneficial for motivating the workforce, but the limitations will also affect the profit of a firm in a negative way, which should be paid more attention to.

Based on those motivation methods, there could be given some basic recommendations. The first one is that a business ought not to only use financial or non-financial methods in the process of doing business. 'A combination of financial and non- financial incentives help together in bringing motivation and zeal to work in a concern' (Management Study, 2009). For example, linking increasing wages to improving working environment or hold activities after working is a functional way to motivate bottom workers and high level employees. Figure 2 shows a model of ideal combinational operation in a firm.

Figure 2:理想组合方法的模型-Figure 2: The Model of Ideal Combinational Method

Source: from Derek Stock ley (n.d)

Moreover, as a non-financial method for motivating employees, training is efficient in improving their abilities and getting more professional knowledge. Another useful method is doing researches between employees to make sure what they need. 'Staff surveys are usually very helpful in establishing whether staff in your company is motivated and therefore performing to best effect'(Business Balls, 2009)

All in all, doing business is a complex process, which needs different directions of information to make strategies. Motivation is one of the most important elements for the operation of a company. Financial and non-financial methods of motivation have different functions in work places. Furthermore, non-financial methods, such as enriching jobs and empowerment to motivate white collar workers could be used more efficiently for managers to avoid defects of non-financial and financial methods. That is, decision makers should be more careful in this area by making a best use of motivation theories and in a practical way.

Except for motivation, the situational leadership theory is one of an important theory in the leadership (Bratton et al 2007), which was developed by Paul Hersey and Kenneth Blanchard. 'Leadership style is the manner and approach of providing direction, implementing plans, and motivating people' (U.S. Army Handbook, 1973). A good leader uses all of three styles, because in different kinds of case they need to use different leadership styles, in order to succeed (The Performance Juxtaposition Site, 1997). According to Paul Hersey and Kenneth Blanchard (1969), 'the leader's behavior should be adjusted to the mature level of the followers'. In addition, they sorted the styles of leadership into four behavior types, which include telling, selling, participating and delegating.

Figure 3:情境领导模式-Figure 3: The situational Leadership model

Source: From Organizational development training [on line] (n.d) Leadership Skills

Figure 4:将领导风格进行分类-Figure 4: Categorizing Leadership styles

Source: Bratton, J., Callinan, M., Forshaw, C., and Sawchuk, P (2007). Work and Organizational Behavior (Palgrave macmillan 2007), 140

Telling style is the first type of situational leadership, which is similar to the autocratic style that control employees very closely and without consulting (Hall et al, 2004). Telling style is defined as a conception that the leader makes the important decisions and telling follower to do the roles and tasks (Money-zine, n.d). In addition, this style is suitable for a new environment for the employees who can be motivated by learning new skills (The Performance Juxtaposition Site, 1997). According to figure 3 and 4, telling style is used for employees who are unable and unwilling to achieve their work. This means the characteristics of telling style are high task behavior and high initiating structure, low relationship and little consideration behavior (Bratton et al 2007). As mentioned before, this style is almost same as autocratic style, if leaders use this style, they should choose the immature subordinates to motivate them. For example, in the modern organizations, if your employees are mature, they may de-motivate and resulting in a lack of cohesion because leaders always have a strong control of their subordinates.

The second style is selling leadership style which resembles telling style. As figure 3 shows, the features of this leadership style are high task and high relationship behavior. For instance, the leader also makes all the decisions at the end and they will take into subordinates' benefits, which are relative with high task and high relationship. According to Bukisa (2010), the list of leaders provides the roles and tasks for each follower but leader will accept the beneficial ideas and suggestions from employees. The difference between telling style and selling style is communication style, which from one-way to two-way (Money-zine, n.d). In addition, selling style is used for the employee who is unable but willing to do the tasks (Bukisa, 2010). It means the workers may not have the skills to finish their jobs successfully and they want to learn some knowledge from their leader in order to develop their confidence when they do the job next time.

The third type of situational leadership is participating style, in modern organizations; this is a useful style in business, which can develop between employees and their leader (Buzzle, 2010). Participating style is explained as one or more employees in the decision making. However, the leader maintains the final decision making authority (The Performance Juxtaposition Site, 1997). For example, if a manager in a company has a project that needs him to make decision, he would discuss with his team members about the requirements and essential aspects instead of taking direct decision (Buzzle, 2010). In addition, this style is used for employees who are experienced and able to do the task. However, they are lack of confidence to take responsibility (Hersey and Blanchard 1969). According to figure 3, participate style has a high relationship behavior and low task behavior. It shows that it is used for the employee who is able but unwilling or insecure (Bratton et al 2007). It may be able to make the decision better because employees need to communicate with other people and share their ideas. Furthermore, this style also can motivate the workers when they work together, which is similar to team working. As a result, that is why this style is useful in today's business sector.

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The final situational leadership is delegating. This style can be interpreted as free reign, because the employees can make decisions by themselves (The performance Juxtaposition Site, 1997). According to Hersey and Blanchard (1969), the characteristics of delegating style are low concern with relationship behavior and task behavior, as shown in figure 3. In addition, they thought that it is used for mature followers who are able and willing to take on the task. For instance, 'when the leader is working with experienced followers that do not need prompting to take on a new initiative' (Money-zine, n.d). However, this style is rarely used in modern organizations today because if employees are unable or unwilling, delegating style will de-motivate the employees (Buzzle, 2010). As a result, most managers may not trust their workers and subordinates, because they afraid of employees cannot achieve their tasks.

As what is mentioned above, a successful leader needs to use different leadership style based on different situations in order to improve employees who can finish their job more efficiently. At the same time, they could be motivated through this process.

Communication is undoubtedly becoming an essential behavior in daily life not only for working in organizations, but also for general life. Communication is generally defined as any act or process that an individual gives to or receives from others information about mutual requirements, views, knowledge, or emotional states (National Joint Committee for the Communicative Needs of Persons with Severe Disabilities, 1992, p. 2). As a comprehensive concept, communication could be universally divided into two extensive departments, which are non-verbal and verbal communication. Both non-verbal and verbal ways are efficiently used in organization behavior which could become an accelerant of effective motivation and efficient leadership if they are under a positive use.

According to Relationship website (n.d), non-verbal communication could be explained as those acts that shows what people are thinking without using verbal expression. Categories of this include aesthetic, physical, signs, and symbols (Your Dictionary, n.d), which two of them will be talked about through the following parts. 'Aesthetic communication occurs through creative expression' (Your dictionary, n.d), which would include all the arts, such as music, dance, theatre, crafts, art, painting, and sculpture. For example, ballet is as there is dance and music, without spoken or sung words. Swan Lake as the most famous and fascinating ballet in the world, audiences may have a sense of that the ballet is expressing its sentiment while watching. That is a nonverbal way of communication; target can understand many even more than language speaking from arts even though they cannot talk.

Furthermore, physical is another sample of nonverbal communication, which contains body language, facial expressions, touch, and gestures. The eyes of a person can be an assistant while communicating. To give an example, when a person could make frequent eye contact with others, it means that that this individual is confident and almost full of positivity. On the other hand, if the particular person is not too consistent with contact in eyes, there is almost no doubt that this person is trying to cover something or is averagely under a low confidence (Lifestyle, n.d). Touch can behaves efficiently under some circumstances. For instance, the certainty seen from someone's handshake can indicate the other person with self confidence when this person is meeting for the first time. In addition, a gentle touch on the shoulder or light hug can show empathy and solicitude when someone is getting angry or sad.

As for verbal communication, it is a process of sending or receiving information with words, also including writing and sign language, which can also be explained as a linguistic way of communication (All Words, n.d). The classifications of verbal communication involve oral, written, and mediated communication. Oral is the most apparent type of verbal communication, which has a number of examples, such as speeches, presentations and announcements. Moreover, the daily conversation between friends and families are also significant oral communication (E How, 2010). Furthermore, according to Easy Communication website (2006), written communication mainly consists of figures, pictures, graphs, etc., which have to be broadcasted in written form for normal work of the organizations. 'Written communication can prevent misunderstandings' (Effective Communicating, 2007). In addition, written communicating may be almost the only way to those people with disabilities. The same with nonverbal communication, verbal communication also have its assignable importance in this society which consists of different organizations.

As this essay has mentioned before, effective use of varies types of communication could be a motivator to employees and give a solidity of efficient leadership. In other words, regular communication between employees and employers could bring both sides involved opportunities to clarify the needs of workers and the requirements of bosses, which give impetus to employees because their needs satisfied and they have made sure what are their targets. Furthermore, stable and effective leadership needs functional communication because of its promotional and consolidated features to leadership.

In conclusion, this essay has discussed the financial and non-financial motivation, situational leadership theory and non-verbal and verbal communication. Motivation is significant important in modern organizations, there are two methods to motivate the employees, which are financial motivation and non-financial motivation both have advantages. For example, financial motivation can make the workers to be more efficiency, and non-financial motivation can improve their abilities and get more professional knowledge. As a result, the leaders may be able to use combinational method, because it could be more suitable in today's business sector. In addition, except for motivation, leadership also is important at present. In this essay just cover the most important leadership theory which is situational leadership theory. Most leaders like to use this theory to motivate their employees in modern business. Situational leadership theory has four different styles which are telling style, selling style, participating style and delegating style. However, they use for different kinds of employees. For instance, telling style focus on the workers may be immature. Participating style and delegating style are used for mature employees. All in all, if the leaders want to succeed, they may need to choice the best style to motivate their subordinates. As for communication in organizations, it could be described as an intermediary for different organizational behavior. In other words, it has a linking function between motivation and leadership. Communication is essential for both leadership and motivation. In order to get a higher motivation and consolidate leadership, the combination of diverse types of motivation, leadership styles, and efficient communicating ways.

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