Strategies for Workforce Motivation and Human Relations

Introduction

Workforce motivation and management of relationships between workers are essential tools for the success of any workplace. Human relations involve addressing employees’ needs, training workers, resolving all types of conflicts, and fostering corporate culture. On the contrary, motivation involves management of employee skills, training and development, compensation in salary and wages, administration of employee benefits, and the provision of flexible working hours. Today, most organizations irrespective of their size, are striving to survive in the tough and volatile market environment by increasing employees’ performance. They are overcoming challenges by creating active and healthy relationships with their employees and directing them towards the fulfillment of the task (Shields, Brown, Kaine, Dolle-Samuel, North-Samardzic, McLean, & Plimmer, 2015). Also, these companies are measuring their performance to determine whether their management benefits their employees and the business. They avoid factors that lead to employee dissatisfactions such as clients’ pressure and monotonous jobs that are likely to weaken performance at work. This paper aims at analyzing the strategies for employee motivation and human relations to increase organizational performance.

Strategies for Human Relations and Workforce Motivation

All enterprises desire to be successful in the existing competitive market environment. For that reason, companies are striving to retain their best workers by influencing organizational effectiveness and acknowledging employee importance. These organizations achieve their objectives and goals by developing strategies that can enable them to compete in extremely competitive markets and at the same time improve performance. However, some of these firms consider human capital at the primary asset that can lead to failure if not managed properly (Shields et al., 2015). They fail to understand that employees are valuable too, and dissatisfaction, as well as the lack of motivation to complete tasks and attain the set goals, can lead to failure of an organization. Below are some of the strategies that can be used by enterprises to increase human relations and motivation, which in turn increase task fulfillment.

  1. Emphasizing on Democratic and Humanistic Values

The management should emphasize on values that build authentic relationships among employees and their managers and improve interpersonal competence as it allows natural expression of opinions and feelings. Such an environment offers a psychologically safe ground for higher performance and development of trust among people. People will have a challenging and exciting environment that gives the opportunity to work to the full potential (Shields et al., 2015). The team in an organization needs to be treated as people with complex needs; thus, they should be given a chance to choose ways that help them give the best to the firm. An enterprise advocating for democratic and humanistic values helps their employees develop essential needs such as self-actualization and self-esteem. According to Herzberg (2008), there are various types of independent needs that influence a person’s behavior and include motivators and hygiene factors. Dissatisfied employees are concerned with their work environment, whereas satisfied workers are comfortable with what they do. The category of hygiene includes factors such as supervision, interpersonal relations, organizational policies, money security, and working conditions. They do not affect the output capacity of the worker, but they prevent reduced performance because of work restrictions. The second category of motivators represents feelings of recognition, professional growth, and achievement (Herzberg, 2008). They have a positive impact on output capacity and job satisfaction. Therefore, hygiene factors and motivators influence the willingness and the ability of an individual respectively…

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