The paper "Maples Retail Organisation - Motivating Staff In the Recession" is a great example of a management case study. According to Nayar (2010), human resources are the most essential and capable resource that can endow a competitive edge to a company. In times of recession, business becomes scarce and it is thus important for Maples to motivate their employee to remain ahead of competitors. According to Webb (2007), employee motivation is one of the most influential factors in determining employee performance. Many Human Resource departments recognize the need for managers to be motivators in order for them to influence employees to perform better.
HR also knows that motivated employees are more likely to work towards the goal or objectives set for them by the organization. According to Webb (2007), motivated employees look for opportunities where they can perform better in the organization. Times of recession is hard on the employee who might have lost some income or their family member lost their jobs causing stress and affecting employee morale negatively. Employee motivation, therefore, acts to counter the negative effects of depression on employee morale. 1.1 Organizational Effectiveness According to Manzoor (2011), employee motivation also increases organizational effectiveness.
Manzoor (2011) defines organizational effectiveness as the ability of an organization to generate the results it aims to generate. Motivated employees enable organizations to better transform inputs into outputs in an efficient manner. Through motivated employees organizations are able to use certain resources to fulfil its organizational objectives without depleting resources or placing undue strain on society. 1.2 Employees are the face of the Company An employee is the face of the company as it is them that employee that comes into contact with while dealing with customers (Latham and Pinder 2005).
This is especially true in the Fashion industry where Maples operates. Maples human resource would want its employee to show them in the best light to its sophisticated clientele. Maples cannot afford to be represented by employees who do not like their job or are bored as it will make the store look bad to both existing and potential customers. The need to have employees that deal with customers being highly motivated is reinforced by the way word of mouth spreads in the digital age (Litvin, Goldsmith and Pan 2008).
News about a disinterested or bored employee at a Maple store is likely to reach thousands if not millions if a customer happens to complain of social media or make a negative review of the store on the internet. 1.3 Need to retain talented employees In the current work environment retention of the most talented employee is a huge challenge to organizations. Other than the fact talented employees are more productive, high talent turnover is very costly; the cost of retaining employees is way lower than the cost of hiring and training new employees (Egan, Yang and Bartlett 2004).
Motivated employees are likely to remain with a company in comparison to those who lack motivation. An HR department that is able to motivate its most talented employees is of great value to any organization in the race for top talents in the competitive labour market. 1.4 Lack of motivation is contagious