Managing and Motivating People

Designing a Motivating Workplace

Challenging and interesting work: know how to design jobs that stimulate

Respect and invest in employees: invest in growth and work alongside employees

Make progress on significant work:Work provides value to others

Job characterstics Model

The model is used to design jobs which increase motivation

Core Job Characteristics: skill variety, task identity, significance, autonomy, feedback
Psychological states: meaningfulness, responsibility, knowledge of results
Outcomes: motivation, performance, satisfactin, absenteeism, turnover

Job's motivating potential
averge score x autonomy score x feedback score

Job design

Interview people who are currently in the position

Dont attract employees, they need to come natuarlly to you

Thinking of future will save work and money spent later on

Ethical Practices in Job Design

Planning allows the employee to manange expectations

Hire appropiate people then no need to motivate them

Preselection beats training

Effects of Job designs

Negetive: lack of engagement, burnout, dissatifaction

Benefits: sense of purpose, lower job stress

Do not fix the worker but change the design: train managers, involve experts, avoid self-perpetuatin cyles

Wellness as a strategic business initiative

6 Crucial Factors: Objectives, Approach, Analysis, Buy-in, measurement, Implementation

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When an EAP is not working

Gallup-Healthways Well-Being 5: Purpose, Social, Financial, Community, Physical

Managers role: ensure that employees are aware of EAPs , to encourage participation and to create accountability for results of the EAP.

To gain manager's buy-in: Culture, Leaders, Managers

Prevention Pyramid

Workplace safety: physical protocols e.g. covid procedures

Ergonomics: prevent long term illnesses: stress and anxiety monitoring

Wellness: Wellness leave days

Improving an EAP

Consider specific needs of the demographic of your organization

communication between manager and employee is key as the manager will not always be expert

Inclusion of wellness needs as not all employees sit on the same level of Maslows hierarchy of needs

EAP and engagement

Getting Healthy: wellness coaching, on site vaccination

Optimizing mental health: Psycosocial support access to mental health practitioners

Healthy decisions: gym access or healthy meals vouchers

The role of HR in my life

Start up HRM style, direct communication

Current HRM Style, HR department, plocies and strategy

My initial thoughts, HR "happy employees = satisfied customers"

Purpose of work

In SA there is a challenge of working with individuals from diverse backgrounds with different work motivators.

How managers kept employees engaged during the pandemic was a challenge

I am in the middel of the four functions of work. Economically, socially, social status and identity

Am I motivated or Engaged

Mindset towards work, family physiological and safety needs to be met

I am both motivated and engaged.

There is a need for growth within my organization

Employee wellbeing

Directly linked to my personal wellbeing and the well being of my family

My organization has a responsibility to ensure my safety as do I in my personal capacity

An initiative I would introduce is Company Lunch dates to prmote social connectedness while WFH.

My experince on this course

time management was crucial

An introduction to HR which is a new field completely, reffered to others resources to understand in simpler terms

Strength, able to apply what I was engaging in theory personally but also in a critical manner and a SA and current context. This I enjoyed the most!

Motivation to achieve organization objectives

Managers can be successfull motivators: understand individual needs, celebrate uniqueness, how to influnce people, fulfill needs of individuals

Motivation driven by: Internal or external factors. Mental,social and emotional influences

Needs theories: individual behaviour as motivated by needs.
Process theories: mechanics of motiation and how one can be influenced

Employment Motivation

Motivated people: highly adaptive, receptive to change, positive attitude at work, achieve goals

Intrinsic motivation: enjoyment, purose within the task itself
Extrinsic Motivation: Outcome (promotion, pay raise) as a result

Benefits of motivation: organizaion reputation, reduce absenteeism, increase profit

Theories of motivation

Create satisfaction: Motivation-Hygience Theory: remove elements of job dissatifaction

Personalized Motivation: Maslows Hierarchy of needs:
physiological/bodily, safety, love/belonging, self-esteem, and self-actualization

Transformational leaders spark feelings of trust and loyalty

Employee motivation and Engagement

Engagement goal: Learing and knowledge, team focus, emotional connection to work, fulfillment

Motivation goal: Initiate actio, focus on autonomy, work has meaning, compemsation

Five part plan: Hire motivated people. define engagement. remove demotivators. add motivators. rewards

Measure employee engagement

Job demands Resource model: predicts worker engagement if job and personal resources are optimised to produce a motivational process

Job demands: Mental, emotional, physical
Job responsibilities: Support, autonomy, feedbac

Job resources: Automy, Performance Feedback, Social support, supervisory coaching

HR VS Organizational Strategy

HR Partner, drives HR agenda that also supports the organizational goals.

Know your business. Look at the big picture. Make data-driven decisions. Assess business readiness and prioritiza investment.

6 Steps in creating an HR trategic Plan: Determine the HR needs. Recruitment strategy. Select the right person. Improve employee skills. Determine compensation. Appraise performance.

HR Planning and Implementation

Ulrich Model: 1. Make it applicable. 2. Be a strategic partner. 3. Involve people. 4. how can technology be used.

Strategic analysis by understanding: company mission and values. HRM department mission and values. the challenges facing the department

Identify HR issues by SWOT analysis, Prioritize issues and actions. Create HRM Plan.

HR and Managers Collaborate

HR Compliance: an emloyee handbook or poster can mitigate compliance risk.

Performance and Motivation: Total rewards Stategy
Compensation, benefits, Work-life effectiveness, recognition, performance management, talent development

Competiencies to look out for: top performance, success, education, significant accomplishments, desire to advance

Devolution of HR

Process of transferring HRM responsibilitites to managers

Role of Managers: define leadership, manage and evaluatte people. Employees:solve problems directly with managers

Developing leaders: Think like an owner approach

Pros and Cons of Devolution

Pro: Managers can make decisions to thet the results they desire.

Pro: Managers manage conflict and HR can focus on HRM Strategy

Con: Role confusion can be counterproductive

Importance of Managers Understanding Human behaviour

People determine the success and failure of a business.

Well managed people are more productive.

Managers need to effectively manage and motivate people.

The HRM function

Ensure employee satisfaction, which ensures customer satisfaction

Activities include: HR planning, Performance Management, Reward and compensation, Recruitment and selection; and Onboarding and training

HR and managers determine: Philosophies, policies, programmes and decisions

HRM Process Activities

HR Management = hiring, developing, motivating and evalutating employees to achieve organizational goals.

HR sequeced activities: Job analysis and design>
Human resource planning and forecasting>
Employee recruitment > Employee selection > Training and development > Performance planning and evaluation > Compensation and benefits

Analysis, study of the tasks required to do a job well. Planning, having the right number of trained people. Recruitement, the internal labor market vs the external labor Selection, which applicants meets the requirements. Training and development, learn skills to increase job performance. Actual performance vs expected performace is appraised. Pay structure and internal influences and pay level and external influences affect and employees pay.

Labour Relations

A labour union represents workiers in dealing with management over disputes involving wages, hours and working conditions.

In SA,his federation has at least 21 affiliated functioning unions under it with an estimated membership of not less than 1.8 million

Steps in a Grievance process: 1. Oral presentation. 2, Grievance in writing. 3. Higher-level grievance meeting. 4. Arbitration.