Essays on The Importance of Non-Monetary Factors on Employees Work Performance Coursework

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The paper "The Importance of Non-Monetary Factors on Employees Work Performance" is an outstanding example of management coursework.   Discretionary Work Effort is of paramount importance for any business that wants to remain successful and maintain its competitive advantage (Ehnert, Harry & ‎ Zink, 2013). This is because these extra efforts from employees contribute a great deal towards a company’ s efficiency and success. Many researchers have argued that very little has been done by organizations to enhance discretionary work efforts. Poor management practices and outdated organizational structures that demoralize work ethics have most times resulted in a decreased level of work efforts (Miner, 2015).

The impending question remains why some people willingly work hard whereas others do not and what can be done to enable employees to release discretionary work efforts (Pinder, 2014). Seeking answers to these two questions will definitely assist managers to understand how they can nurture an appropriate working environment that motivates employees to go that extra mile. One approach to enhancing voluntary efforts would be to understand how workplace environment characteristics affect the level of discretionary work efforts Ehnert, Harry & ‎ Zink, 2013).

The work environment can be described as the structures of the occupation and business that create stimuli to which workers respond to either negatively or positively and can cause the employee to develop dissatisfaction or satisfaction of the job. Understanding the characteristics of a suitable work environment will boost the manager’ s capability to make use of this valued resource (Healey & ‎ Marchese, 2012). This paper will discuss the importance of non- monetary factors on employees’ work performance and DWE. Discretionary Work Effort Discretionary Work Effort (DWE, is the work effort that is applied by an employee beyond what is expected by the managers of the organization (Garber, 2012).

DWE is a very essential concept because it affects an individual performance in business as well as the efficiency of the business (Healey & ‎ Marchese, 2012). In order to maximize the organizational performance, businesses will have to inspire their employees to work at their highest level and this requires extra efforts in the workplace. Therefore organizations need to understand the factors that encourage discretionary work effort (Healey & ‎ Marchese, 2012; Woods, 2012).

There is a wide collection of factors other than monetary that connect with discretionary work effort and these include job characteristics, co-worker relations and organizational factors among others. Ways of Encouraging Discretionary Work Efforts Offering Challenging Work Challenging work is one of the non-monetary factors that give an employee an opportunity to increase discretionary work effort (Woods, 2012). This work offers an individual a challenge to handle new errands as well as use his skills and extend them by learning new things. It enhances worker development and growth of skills through the challenge (Armstrong, 2011).

The employee seeks for meaning, variety and independence and this increases job satisfaction because it allows employees to achieve other personal needs such as self-actualization (Healey & ‎ Marchese, 2012). This factor will influence DWE because when workers are achieving job satisfaction in their workplace, they will tend to give themselves more. The workers will voluntarily work extra workers in order to achieve the goals of their company and this will eventually increase the company’ s productivity and efficiency. Workers will also not want to leave an organization where they feel secure and satisfied and therefore rates of employee turnover will be minimized in such an organization and therefore the business’ s performance will be increased.

Managers should endeavor to use this perk on their workers if they want to see increased work performance and discretionary work efforts (Schloss, 2014). Empowerment and autonomy allow employees the authority and liberty to perform their duties the best way possible in their own ability. However, the management should see to it that the employees perform in a way that is beneficial to the organization by setting clear boundaries that need to be observed.

References

Armstrong M. (2011).Armstrong's Handbook of Strategic Human Resource Management. Kogan Publishers.

Armstrong M. (2010). Armstrong's Essential Human Resource Management Practice: A Guide to .Kogan Page Publishers.

Ehnert I., Harry W& ‎ Zink K. (2013).Sustainability and Human Resource Management development.New Springer Science & Business Media.

Garber P. ( 2012). The Manager's Employee Engagement Toolbox.American Society for Training and Development.Amazon Publishers New York City.

Healey B. & ‎Marchese M. (2012). Foundations of Health Care Management: Principles and Methods. New York. John Wiley & Sons.

Miner J. (2015). Organizational Behavior 1: Essential Theories of Motivation and Leadership. Routledge.

Schloss K. (2014).Organization and Administration in Higher Education.Routledge Publications.

Parker D. (2012). Service Operations Management: The Total Experience. Edward Elgar Publishing.

Pinder C. (2014). Work Motivation in Organizational Behavior Second Edition. Psychology Press.

Woods M. (2012). Beyond The Call: Why Some of Your Team Go the Extra Mile. John Wiley & Sons.

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