Discuss the below in detail:
1. If you have taken the time to review Herzberg's work, you may have learned that people accept a job and stay on the job for different motivational reasons. Job satisfaction is achieved through what Herzberg would categorize as motivational factors (such as personal growth, responsibility, the work itself, and opportunities for achievement, advancement, recognition and/or to make a positive difference) rather than hygiene factors (such as status, salary, job security, types of supervision, etc.).
2. Using at least three comparison web examples from the industry you used to in your discussion one post this week (this is attached), delineate a creative employee benefits plan designed to keep your best employees satisfied and motivated. Remember to include all of the links, as well as references from the course text and other resources to support your rationale.
3. There are many issues affecting organizations today (such as employee retention, flexible work schedule, contingent workforce, talent management, work-life balance). Select one of these issues and discuss how it integrates to at least two of the functional areas of HRM that you have learned about (T & D, Recruiting/Selection, Performance/Evaluation, Compensation & Benefits, etc.).
You must include at least three reasons why this issue is important to organizations.
4. Now let us take a look at what it takes to put it all together. How do you manage human resources in a global technological environment? How can an organization be strategic with their most important resource - their people? Explain your answer. You must use at least two scholarly sources to support your discussion.
Herzberg (1959) outlines that there exists two factors that determine the workability of employees within any organization. Some factors motivate employees towards working hard for the purpose of meeting the organizations' goals. On the other hand, there are factors that dissatisfy employees to the extent that they are demoralized to work within particular workplaces(Herzberg, 1959). As a HRM, one should be aware of the workability of the two-factor theory in order to effectively run the HR department.
For any organization, the role of the HRM towards employee motivation should not be underestimated. The HRM ought to determine the right people to employ(Green, 2009). For instance, a contemporary organization's HRM would sort to seek people who would work as machine and equipment operators. In order to woo the people to take the offer, the HRM has to promise them a number of compensation and benefits packages. Such a step may make the employees feel satisfied with the working conditions and eventually, take the job.
A good example of a compensation and benefits package that the HRM may have to promise the audience is the comprehensive benefits package. The package acknowledges the efforts of the employees towards the achievement the objectives of the organization. For instance, a comprehensive package enhances the employees to get over-time payments in order to motivate them towards working extra hard(Bruce & Pepitone, 2008). Thus, through the inclusion of such employee compensation and benefits packages, a HRM is in a better position to get hold of the best employees from a large audience.
In summary, an organization's management has the role of ensuring that its workplace provides better working conditions to the employees in order to motivate them towards working to achieve the set business goals(Bruce & Pepitone, 2008).
References
Bruce, A., & Pepitone, J. S. (2008). Motivating employees. New York: McGraw Hill Professional.
Green, J. W. (2009). Exploring the needs of Teleworkers using Herzberg's two factor theory: ProQuest.
Herzberg, F., (1959). The motivation to work: Transaction Publishers.