Managerial Practices and Worker Motivation - Literature review Example

BMGTFOM Trimester 3-2015 Individual essay (1500 words) Lecture time: [Insert here] Teacher: [Insert here] Word Count: 1500 Contents Contents 2 Introduction: 3 Defining organisation, predictability and trust 3 Consistent, Fair Managerial Practices and Worker Trust 4 Managerial Practices, Worker Trust and Motivation: 5 Conclusion 6 Bibliography 7 Introduction: Organisation, predictability and trust are critical elements of the management subordinate relationship. This phrase clearly enlightens the link of different factors in the management of the organization. This essay expands these organizational elements. Organizations give shape to our lives directly and indirectly. From the start to end of life organizations have an involvement in lives. The role may be small or big but the role always exist (Clegg et al., 1992). The management of an organization contains different resources like human and technical. These helps in making management of the organization flexible enough to adapt the future innovations. Trust and predictability issues occur in every management of organizations around the globe. To create a firm place the management of organization is required to develop a fair positive relationship between the owner and employees. A strong bond can result in the achievement of great productivity that can flourish the organization. An organization can only be successful if there is no unfair factor in the management. Unless the workers are happy and satisfied and the employees are encouraged to help in success, no organization can attain its goals and aims (Abbah, 2014). So both end are to be met in the organization management. Motivation is a very important key in organization. It not only helps in attainment of organization goals but also in attainment of self-goals (Burton, 2012). All these factors define the structure of the organization and puts the impact on the outsider about the managerial activities of the organization. This essay will discuss the just relationship of manager with workers and the impact of trust in this regard. Finally with this the motivation element in the organization will also be discussed and how motivation can affect the productivity of organization. Also theories and research papers are referred in context to expanded understanding of these factors. Defining organisation, predictability and trust Many conceptions regarding organization are present. In management system organization is a very familiar term. The management of the organization is the place where employer and employees develop the commutation and study the management system of organization. One can say that organization is the place that refers to a unit where people work together to achieve a specific aim and goal. It can be defines as system of coordinating tasks or group of people (Mukherjee, 2012). In 1962 Blau and Scott defined organization with the help of classifying it in 3 sub ranks. According to Blau and Scott in (Rajeev Sawhney, 2009), first rank contains head of the organization that also includes managers, the second rank contains members of organization and file whereas third rank contains the customers, buyers or one can say outsiders. Predictability and trust are the factors that are dependent on each other. They move simultaneously in an organization. One cannot predict about the success of organization without the trust of the employees in any criteria. Secondly predictability is the judgment of regarding the near future. Predictability is a factor in management that creates a trust that secures people thinking to act mutually for goals of an organisation (Straker, 2002). It is a regular repetition in the behaviour with very less deviation. Theorist and many intellectuals have expressed concept of trust. Trust is a positive key in different situations and in management it has emerged as a central concept for organizations. In 1999, Sztompka defined trust as the supposition that the people with whom person interact will behave in a way of wellbeing (MCKNIGHT, 1996). It is a kind of a bet on the coming tomorrow. Predictability and trust develop an efficient role in the smooth running of organization. The loss or risk is overcome by the great amount of trust the employer has on employee and employee has on employer. This sustains the future of organization and helps in corporation inside and outside the organization. Consistent, Fair Managerial Practices and Worker Trust The output of an organization depends on the effort of the employee to attain goal of organization. Positive relationship of owner of organization with the employees increases the productivity and give incentive to the outsiders to interact with the organization. The owner must be able to develop a fair relationship with all the working employees of the organization. An organization can only flourish if the positive essentials elements between the employee and owner occur. Organization must construct all of its terms and conditions properly for all of its employees. In the era of globalization, the trust factors are very much fundamental in order to establishgood relationships with the management of the organization. The study conducted by Mayer provided results that trust is the factor that increases the interest of employee in work and gives efficiency in performance. The study emphasized that the trust and performance of worker are deeply linked with each other. It further concluded that focus of trust effects the solely performance of employee and give the incentive to worker and staff to give extra effect in managerial activities (Roger C. Mayer, 2011). Hunt et al. states that the trust of employee can be attained by two sided communication and regular feedback (Dumisani Xesha, 2014). This communication can be a weekly seminar that can expands tasks of the week or in a form of feedback notes so that betterment can be brought up into the organization. Many policies have been formulates to maintain proper adequate management in the organization. The manager of the organization should construct policies that result to prove equality with all the workers. Though favouritism factor still arises in the organization, but the manager should define way that can avoid this factor. Adams Equity theory has expanded this situation. Adam says that unfair relationship of managers with employees can create an impact on other employees that may be positive or negative. Inequality may motivate the employees but it can also result opposite (John, 2014). On the other hand employees should also provide full support and give effort to increase the productivity of organization. Managerial Practices, Worker Trust and Motivation: Strategy must be created by the manager to create equality based environment in the organization. Trust creates a better environment between employer and employee. As it creates better understanding that what other requires and how will be attained. The more trust exist, more effective and efficient work occurs in organization. Sometimes there are seen barrier in the success of organization. One listed in them is lack of trust as stated by Becky J. Starnes (Stephen A. Truhon, 2010). So a deep relationship of trust with productivity of organization exists. Coming towards motivation, a number of work is done in explaining motivation and its relationship in organization. Many theorist like Elton, Maslow and Herzberg have given theories regarding this part of organizational management. So the base of managerial activities of organization should be based on these theories collectively. Motivation theories help in maintaining the management and helps in increasing productivity of every employee (Schermerhorn, 2010). Maslow explained in his theory that individual is motivated through the wants that are not yet fulfilled that are in a hierarchical order. This avoids to get motivated by wants that are fulfilled. Secondly Herzberg, whose theory was developed from industrial setting, expanded the thought that satisfaction and dissatisfaction are unequal and so opposite. Herzberg’s motivational theory has highlighted the factors of hygiene theory like job security, salary etc are and dual factor theory. He has also further explained that this may motivate and increase the strength of individual. And Maslow theory was about self-actualization concerning many factors (Pardee, 1990). This helps in maintaining mature friendly environment in organization. In 2012, Yudhvir and Sunita explained in their journal article the importance of motivation. They said that in team work as well as working solely motivation plays an important role in attaining final model of organization (Sunita, 2012). And so motivation results in high scale productivity and enhanced level output. More and more motivation an employee get from its employer the better interest in managerial affairs occurs. And at the same time worker builds a large trust which secures the organization from any sort of loss. Conclusion In conclusion, trust is a very vital component in the management of organization. Though it was remained unrecognized for a long period of time but now its awareness it getting more and more familiarized in the management system. So the organization can succeed if the relationship between employer and employee is smooth. Great amount of trust and motivation can lead to a better atmosphere of working place. The relationship of employer should not only be professional rather should be having courtesy so that open communication can be practised. For a wise management and fair managerial practices of organization manager should incorporate theories of management and motivation by Maslow, Elton and Herzberg. Proper implementation can lead to increased capacity in production. Different modes should be used to motivate the employees and gain their trust. So all these factors are coherent to each other and contribute towards the increase productivity of organization. Bibliography Abbah, M. T., 2014. Employee Motivation: The Key to Effective Organizational Management in Nigeria.. Journal of Business and Management, Volume 16, p. 3. Burton, K., 2012. A Study Of Motivation. p. 5. Clegg et al., 1992. Managin and organization. In: Managing people in organization. s.l.:SAGE PUB, p. 4. Dumisani Xesha, C. G. I. A. S. a. J. N., 2014. The Impact of Employer-Employee Relationshipson Business Growth. J Economics, Volume 3, pp. 2-3. John, D. P. P., 2014. Management : Foundations and Applications. 2nd Asia-Pacific Edition ed. Australia: s.n. MCKNIGHT, D. H., 1996. THE MEANINGS OF TRUST. pp. 2-3. Mukherjee, S., 2012. abrahams matt. [Online] Available at: http://facultyfiles.deanza.edu/gems/abrahamsmatt/WhatisanOrganization.pdf [Accessed 2015]. Pardee, R. L., 1990. Motivation Theories of Maslow, Herzberg, McGregor &McClelland. A Literature Review of Selected Theories. pp. 3-4. Rajeev Sawhney, J. M. A., 2009. ADMINISTRATION AND MANAGEMENT IN CRIMINAL JUSTICE. In: Defining Management and Organization. s.l.:SAGE, p. 3. Roger C. Mayer, M. B. G., 2011. TRUST IN MANAGEMENT AND PERFORMANCE: WHO MINDS THE SHOP WHILE THE EMPLOYEES WATCH THE BOSS?. pp. 19-20. Schermerhorn, 2010. Management:Foundation and apllication. 1 ed. s.l.:s.n. Stephen A. Truhon, V. M., 2010. Organizational Trust:Employee-Employer Relationships. pp. 7-8. Straker, D., 2002. changing minds:What is trust?. [Online] Available at: http://changingminds.org/explanations/trust/what_is_trust.htm [Accessed 2015]. Sunita, Y., 2012. EMPLOYEE’S MOTIVATION: THEORIES AND PERSPECTIVES. Asian Research Journal, 1(2), pp. 9-10. Read More