Managing people is one of the challenging tanks in a company. But management has many interpretations and differs from one manager to another. It is important for a company to fill the key positions with managers with social and human skills, technical competence and with the ability to assert oneself (Cuban, 1996). Also understanding of motivation and group influencing is a required ability of an effective manager. So far, the style of management influences employee’s behaviour and attitudes (Mullins, 2002).
In combination with managing people the term motivation is often used to improve organisations and its performance. To understand motivation, management has to understand the human natural itself, whatever the nature of a person is simple or complex. A lot of competing theories try to analyse the motivation at work, but each individual has its own needs and expectations (Anonymous, 2004). The driving force between an organisation and its members is the concept of motivation. Employee’s goals and the company’s objectives have to be in balance. The understanding of peoples needs, fears, dreams and expectations and what their true motivation is, is the key problem, a company and its managers are faced with (Cuban, 1996).
The aim of this assignment is not to discuss different approaches of motivation but rather to show what the right implementation of motivation by managers and the company itself can influence and improve in special fields (description of the company in Appendix A).
Inhaltsverzeichnis (Table of Contents)
- Motivation Influences Nearly Everything in a Company
- The Current Situation in This Company Is That Nearly Everybody Is Demotivated
- One Big “Motivation Killer” Is the High Staff Turnover
- Looking at the Situation in the Manufacturing Area. The Current Problems Are Staff Turnover, Team Frictions (Mobbing) and Remuneration.
- At Present, An Organisation Is a Continuous Changing Subject. But Also the Employees Have to Go Through a Human Development to Deal with the “Subject of Daily Improvement”
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
The primary objective of this assignment is to demonstrate how the right implementation of motivation by managers and the company itself can improve the organization's performance, specifically focusing on a leading machinery manufacturer. The focus is on addressing issues such as staff turnover, remuneration, empowerment, job satisfaction, and working conditions.
- The Importance of Creating a Motivating Work Environment
- The Impact of Demotivation on Organizational Performance
- Strategies for Improving Employee Motivation and Commitment
- The Role of Empowerment and Job Satisfaction in Building a Winning Team
- The Application of Motivation Theories, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, in a Real-World Context
Zusammenfassung der Kapitel (Chapter Summaries)
- The first chapter introduces the concept of motivation in the context of managing people, highlighting its importance in organizational success. It discusses the challenges of creating a motivating environment and the impact of demotivation on individual and organizational performance.
- The second chapter delves into the specific problems affecting employee motivation within the treated company. It explores issues such as job stability, remuneration, team frictions, and lack of empowerment, outlining the negative consequences of these factors.
- The third chapter examines the problem of high staff turnover and its implications for the company. It proposes strategies for building employee commitment and fostering a positive work environment, emphasizing the importance of good group cohesion, recognition, and trust.
- The fourth chapter applies content theories of motivation, particularly Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, to the specific context of the manufacturing area. It analyzes how these theories can help understand and address the existing problems related to safety needs, remuneration, and team frictions.
- The fifth chapter explores the significance of employee empowerment and job satisfaction as drivers of organizational performance. It discusses the need for management to delegate authority, foster continuous improvement, and provide opportunities for growth and development.
Schlüsselwörter (Keywords)
The primary keywords and focus topics of this text include: motivation, employee commitment, staff turnover, remuneration, empowerment, job satisfaction, working conditions, team friction, content theories of motivation, Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, organizational performance, and leadership.
- Quote paper
- Dipl.-Ing. Christoph Brauß (Author), 2005, Managing People, Munich, GRIN Verlag, https://www.grin.com/document/63663
