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Introduction: Transitioning to Employment: Incentives and Workplace Impact at Tadco LTD
Gaining employment is a major life transition for those graduating, especially because it involves not only applying knowledge gained in formal education but also acculturation into the workplace. Thus, this report is designed to promote a better awareness of this crucial phase by examining the primary incentives to work and by describing the way that the work environment can affect people at Tadco LTD.
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Factors that Motivate People to Work
Knowing the factors that affect motivation in the workplace is very vital to forming the most favourable working environment. Motivation is a multifaceted phenomenon that can be defined in different ways depending on the specific context or individual. But of course, there are specific general factors that compel people to be at work and to also want to stay there. To aid with organizing this explanation, the following motivational factors will be supported by the theory of Maslow’s Needs Hierarchy(Anderson et al., 2020).
Physiological Needs
On the most primitive self-interest level, people seek certain physiological needs which are the things that are necessary to sustain the physical body. When applied to the matter of work, it means that one has to be paid wages or a salary adequate to afford these needs. Staff and workers will not show extra effort in the discharge of their responsibilities if financial rewards are not provided. Every employer pays workers fairly to cater to their basic needs which is the basic model for higher levels of motivation and this is as evidenced by Tadco LTD(Armstrong and Taylor, 2020).
Safety Needs
After physiological necessities have been fulfilled, one of the most important requirements again comes into play, which is safety needs. Safety needs concern individual security, that is, the safety of not only their body but also their mind. At the workplace, this may translate to employment security, physical safety when working, and organizational safety. Employees are required to be assured that their job is safe and shielded from dangers. For instance, Tadco LTD is focused on developing a safe political environment at the workplace by implementing the necessary and mandatory safety rules and providing workers with stable contracts and attractive compensation for work packages(Bakker and de Vries, 2021).
Social Needs
The enhanced social relations are self-evident, as it is a cardinal solicitation that a human being needs to belong to a certain group. Organizational needs in employees encompass social relations with other workers, feelings of being a part of a team, and social contact. In inclusion, there is a promotion of teamwork and social relations in Tadco LTD whereby there are special centres provided as a way of improving social relations among the employees. Employees are always closely bonded with one another following the social activities as well as group-building sessions(Chen, Xie and Chang, 2022).
Esteem Needs
Esteem needs refer to the need to achieve and be recognized by other people. In workplace relations, this is interpreted as being rewarded for the work one is doing, being appreciated by other employees and one’s superiors, and also being given a chance to advance within the company. Tadco LTD acknowledges the need to satisfy these needs as it has an effective program for employee recognition. This appraises the employees and recognises their efforts through bonuses, a rise in rank, or through information sharing(Cook and Macaulay, 2019).
Self-Actualization Needs
At the pinnacle of his pyramid of needs is the esteem need which entails self-actualization or the achievement of one’s potential in life. Regarding the workplace, self-actualization can be reached through accomplishing work transactions that demand the employee self, involving the chance for creativity and inventiveness, and the possibility to identify the demand of work with personal values. The concept of self-actualization is defined as achieving one’s full potential and Tadco LTD promotes such a notion wherein the company gives employees possibilities to create and challenge themselves by working on projects that they would like to be involved in. The firm also supports learning, which means that employees are free to further their education and gain new knowledge(Gagné and Deci, 2019).
Application of Maslow's Hierarchy of Needs in the Workplace
Applying Maslow’s Hierarchy of Needs model is also possible to improve overall satisfaction and motivation in the workplace. At the higher level of physiological needs, it would mean making sure that the employees receive decent wages and even simple incentives such as medical cover. To the extent that safety needs can be said to be met, it implies that the workplace is safe through adherence to safety standards and that the employees are secure in their jobs so that they can carry out their tasks in safety without worrying about basic safety necessities, or their job security. Hence, in enhancing social needs, organisations should provide a favourable working environment that calls for the team and social interaction, for this could be through organising social gatherings as well as team building sessions. As for esteem needs, there is a need to propose systems that provide the recognition of roles that people occupied and the results achieved. Ensuring that professional development and career progression needs are met is considered to be another important in meeting such needs as they enhance the value and respect the employees receive at work(Harter, Schmidt and Keyes, 2021). Last of all, it is imperative that organizations meet employees’ self-actualization needs by providing the opportunity to engage in fulfilling and stimulating projects that are personally relevant to the employees. Promoting proactivity, imagination, and desire of people for personal development will benefit the organization. When these needs are systematically met, it will go a long way in satisfying the human needs in organizations hence experiencing high motivation or workplace satisfaction. For example, Tadco LTD is one organization that adopts this strategy in their remuneration policy, job security, employee relationships, incentive rewards, and self- and career development(Hwang and Lee, 2022).
The Impact of the Workplace on People
The relations between individuals and workplaces show that workplaces play a major role in the lives of people regarding their health, performance, and contentment. These organizations need to understand these effects to attain the goal of establishing an organization culture of organizational support for its employees. Also, this discourse analyses the advantages and disadvantages of the workplace based on real-life experience.
Positive Impacts
Job Satisfaction and Fulfilment
An organization with a good structure can be very satisfying in terms of job satisfaction and meeting job enrichment needs. The theory also states that when employees find positive perceptions about what they do as meaningful and with their self-organizational values, they are likely to be committed. For instance, employees in companies like Google know that the organization’s leadership strongly advocates for creating an extraordinary workplace culture. Google employees usually provide positive results concerning their job satisfaction because the company focuses on imagination, efficiency, and staff development as well as work-and-leisure balances. Employees’ satisfaction is the result of effective open communication channels, promotion opportunities, and a friendly atmosphere at the place where they work(Kim and Beehr, 2021).
Professional Growth and Development
The authors highlighted that organisations concerned with their employees’ continuous learning can also experience a positive change. Since training, mentorship, and career development facilitate the enhancement of skills acquired by employees, workers are promoted in their careers. For example, IBM is heavily involved in matters that concern learning and development. Various training schemes and activities, for example, IBM’s Leadership Academy, illustrate that the company fosters workers to improve their performance and be ready for promotions. This focus on learning and development of human capital not only empowers the employee but also enhances the company’s human resource asset base(Maslow, 2019).
Health and Well-Being
A positive work environment also plays a role in promoting the welfare of workers. Employers who understand the need for a work-life balance as well as those establishments that offer wellness programs or are sensitive to the mental health of their workers foster an organisational culture where one can perform optimally. For example, Salesforce offers extensive programs for wellness, starting from gyms in workplaces, psychological assistance, and options to work from home. Such programs assist the employees in the proper management of their working and personal lives, stress control, and general health(Meyer and Maltin, 2020).
Enhanced Productivity and Innovation
On the corporate level, it is important to note that when people are encouraged and motivated at their workplace, they become more productive and creative. Accordingly, one can mention that when employees are appreciated and allowed more decision-making independence, they are always ready to brainstorm and contribute to the best of their performance. Apple Inc. is a perfect example of this by creating and maintaining its organizational culture that is vivacious by the sparks of innovation and collaboration. Apple also incorporates practices that endorse creativity where people in the employ of the firm are encouraged to think outside of the box and try out novel ideas. Apple has also fostered a culture of innovation and its use is attributable to the assembly of great products.
The negative impacts
Stress and Burnout
On the other hand, negative workplace causes great stress and people get exhausted and demotivated. Pressure at work which is in most cases, expectations that are way too high intensify stress factors that can harm the physical as well as mental health of a worker. A criticism that Amazon has received is pressure from managers on subordinates to work under duress. This causes high work stress, less job satisfaction, and thus high turnovers which are very detrimental in organizations.
Toxic Work Environment
Evaluation of employees that work in an organization with a bad management style, low esteem, and most especially where employee competition is rife tends to harm the employees. Work environments which are toxic can contribute to low morale, high turn around rates, and employee burn out. With increased technological integration and more widespread coverage of companies’ internal politics, Uber’s workplace environment, which used to include numerous cases of harassment and discrimination, has become a perfect example. Employees’ physical and mental health and wellness were already impacted, the company’s image suffered, and many organizational alterations occurred due to the negative environment(Robertson and Cooper, 2021).
Lack of Job Security
Job insecurity refers to situations where employees at the workplace feel at risk of getting laid off or having their jobs rearranged, and this leads to anxiety and increases a employee’s lack of motivation. Employment insecurity makes people lose trust in the management and demotivates them in their respective jobs. Sears, the retail giant, encountered it when the latter suffered financial problems and had several rounds of downsizing. Sears’ employees also lacked job security, something that made them less committed to their work eventually affecting their performance. Continued employment and open communication concerning the firm’s changes are critical to the morale and confidence of the employees.
Work-Life Imbalance
A workplace that fails to acknowledge the need for work-life boundaries interferes with an employee’s personal life or well-being. Prem shopping times, working many hours, and little opportunity for change in the day can put a stress on relationships as well as the health of the workers. Such sectors as investment banking for instance are affiliated to long work weeks and employees sacrifice their time, working about 80 hours a week. It also means that the work is highly stressing, personal relationships may be damaged, and health may be affected in several ways. Organizations need to understand and accept the fact that employees need to have balanced lives both at the workplace and in their homes(Robertson and Cooper, 2021).
Conclusion
In conclusion, the workplace shapes the employees, their health, motivation, and success to an unimaginable extent that has been shown by Tadco LTD. Reporting to work in a positive environment with people caring for employees’ job satisfaction, development, and work-life integration like Google and Salesforce improve employee understanding leading to innovation. On the other hand, negative environments depicted by stress, insecurity, and poor organizational culture such as those at Amazon and Uber have negative impacts on the forces. Therefore, organizations must embrace organizational strategies that support their employees so that both parties’ welfare can be promoted in the process.
References
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- Armstrong, M. and Taylor, S., 2020. Armstrong's Handbook of Human Resource Management Practice. 15th ed. London: Kogan Page.
- Bakker, A.B. and de Vries, J.D., 2021. Job demands-resources theory and self-regulation: New explanations and remedies for job burnout. Anxiety, Stress, & Coping, 34(1), pp.1-21.
- Chen, Z., Xie, Y. and Chang, C.H., 2022. Fostering innovative work behavior through leader-member exchange: The roles of thriving at work and employee engagement. Journal of Business Research, 139, pp.314-325.
- Cook, S. and Macaulay, S., 2019. Change Management Excellence: Using the Four Intelligences for Successful Organizational Change. 2nd ed. London: Kogan Page.
- Gagné, M. and Deci, E.L., 2019. Self-determination theory and work motivation. Journal of Organizational Behavior, 40(4), pp.545-563.
- Harter, J., Schmidt, F.L. and Keyes, C.L., 2021. Well-being in the workplace and its relationship to business outcomes: A review of the Gallup studies. In: C.L.M. Keyes, ed. Flourishing: Positive Psychology and the Life Well-Lived. Washington: American Psychological Association, pp.205-224.
- Hwang, H. and Lee, S., 2022. The impact of workplace ostracism on employee creativity: The moderating role of team-level transformational leadership. Journal of Business and Psychology, 37(2), pp.253-267.
- Kim, M. and Beehr, T.A., 2021. Empowering leadership: Leading people to be present through affective organizational commitment? The impact on employees’ burnout and absenteeism. Leadership & Organization Development Journal, 42(1), pp.81-96.
- Maslow, A.H., 2019. A Theory of Human Motivation. New York: General Press.
- Meyer, J.P. and Maltin, E.R., 2020. Employee commitment and well-being: A critical review, theoretical framework, and research agenda. Journal of Organizational Behavior, 41(6), pp.646-664.
- Robertson, I. and Cooper, C.L., 2021. Well-being: Productivity and happiness at work. London: Palgrave Macmillan.
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