Performance Issues and Motivation

HR Performance Issues and Motivation

There are many external factors that will drive employees motivation. The key main ones are Health, career, and finances. The way management react to these issues is the key point in motivation.

Human Resource Managers are the Devil’s advocate to the business world. They are there to help the employees with problems that will arise and then they are there to look out for the best interest of the company. It is how they respond to these issues that will ether motivate the employees or make them shut down. [Human Resource Manager (HRM) directly contributes to defining and shaping the ethical culture within an organization; hence, HRM governs the behavior of executives, managers, and employees. This role is of crucial significance since organizations achieve their long-term objectives and goals through setting clear ethical standards. Owing to their extensive knowledge of the internal employment affairs of the organization, HR managers provide crucial guidance and advising to executives, managers, and supervisors in critical areas such as policies, labor agreements, past practices, ethics, corporate control, and employment requirements. HR managers also consult with other managers and executives based on their extensive knowledge of external tendencies and such market movements as economic and employment details, as well as updates in legal and regulatory issues. For instance, HR managers often provide good support and advice pertaining to vague and obscure ethical areas where it is hard for employees and other managers to determine whether an issue can safely be deemed right or wrong. Performance is often visualized in terms of productivity and efficiency. However, the following elements of performance should also be considered in evaluations of employee performance:

• coaching, mentoring, or supporting new coworkers

• sharing skills and experience

• promoting a friendly work environment and a healthy team spirit

• abiding by and encouraging others to follow organizational norms, regulations, and procedures

• assisting employees with their emotional and personal problems] (Youssef, 2012)

Motivation is a driving force that starts, maintains, and stops behaviors. A sense of achievement, recognition, enjoyment of the job, promotion opportunities, responsibility, and the chance for personal growth are many things that motivate employees. The style of management that is applied and to principles of positive or negative reinforcement is tied directly to employee motivation and performance. Individual goals are another important element of motivation in the workplace. Goal-setting theory offers the tools to design performance targets that motivate employees