BTM 7101 EMPLOYEE MOTIVATION

BTM7101 BTM/7101 BTM 7101 EMPLOYEE MOTIVATION-NCU DOWNLOAD NEW SOLUTIONS HERE

https://www.solvedcollegepapers.com/product/ btm7101-btm-7101-btm-7101-employeemotivation-ncu/ There are many factors that need to be put into consideration if an organization is planning to succeed and outshine its competitors. A good organization should carry out intense analysis on their workforce. Through this process the management is able to identify the strengths and weaknesses within the company. This writing is going to focus on interrelations between workers and their colleagues as well as the management. A couple of frameworks have to correlate for the success of a corporation. This writing is intended to focus on three important frameworks which include employee commitment (Organization commitment), Cultural Intelligence/ Cultural Dimensions and Employee Motivation. It also highlights on pros and cons of having cultural diversity in workplace. Employee commitment is also known as Organizational commitment. It is defined as where personnel are able to personalize their jobs and they perform more than expected in their posts.

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BTM7101 BTM/7101 BTM 7101 EMPLOYEE MOTIVATION-NCU There are many factors that need to be put into consideration if an organization is planning to succeed and outshine its competitors. A good organization should carry out intense analysis on their workforce. Through this process the management is able to identify the strengths and weaknesses within the company. This writing is going to focus on interrelations between workers and their colleagues as well as the management. A couple of frameworks have to correlate for the success of a corporation.

BTM7101 BTM/7101 BTM 7101 EMPLOYEE MOTIVATION-NCU This writing is intended to focus on three important frameworks which include employee commitment (Organization commitment), Cultural Intelligence/ Cultural Dimensions and Employee Motivation. It also highlights on pros and cons of having cultural diversity in workplace. Employee commitment is also known as Organizational commitment. It is

defined as where personnel are able to personalize their jobs and they perform more than expected in their posts. Employees become committed when they are satisfied with their jobs. Such personnel protect a company’s works and secrets for the benefit of the corporation. They are loyal to the company. N.J. Allen and Meyer, J. P. are responsible for this framework as they published. The measurement and antecedents of affective, continuance and normative commitment to the organization in Journal of Occupational Psychology in the year 1990. D.B. Grisafe and N.J. Allen published Employee Commitment to the Organization and Customer Reactions: Mapping the Linkages. Allen and Meyer came up with a scale in 1990 which had eight items. These items were questionnaires that were supposed to be answered in a scale of 5. An example of the questionnaire was “I would be very happy to spend the rest of my career with this organization”.

BTM7101 BTM/7101 BTM 7101 EMPLOYEE MOTIVATION-NCU The scale worked in a manner that 5 was I strongly agree while 1 was I strongly disagree. This scale was used to measure normative, affective and continuance dimensions. Hofstede’s Cultural Dimensions. (Cultural Intelligence or Cultural Dimensions) During the current times diversification has become a part of new workforce recruitment. Corporations will purposefully and, sometimes, inevitably have to undergo transformation. With the inception of new technologies, the global climate and ever-changing practices, it is paramount that an organization stays ahead. Failure to progress could eventually damage the reputation of the company, the productivity and engagement of the workforce, client-company partnerships, and the overall profit.

BTM7101 BTM/7101 BTM 7101 EMPLOYEE MOTIVATION-NCU According to Aon Hewitt (2017), The concept of employee engagement is often confused with satisfaction or happiness. However, the true definition is deeper in meaning. Employee engagement is defined as “the level of an employee’s psychological investment in their organization. “Ultimately, a company’s failure or success is not based on the myriad of details associated with the failure but is the fault of poor leadership. Leaders have tremendous responsibility, but they are specifically responsible for establishing the vision, ensuring the right people are in the right place, and providing a work environment that is conducive of high productivity and engagement. A leader’s awareness of their successes and failures is important. If they are open to growth, it could provide leadership awareness of their shortcomings and strengths. This could help guide their development as a leader and, potentially, assist in the success of the organization.

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