human resource management motivation

human resource management motivation - European Journal of...

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European Journal of Social Sciences – Volume 15, Number 2 (2010) 56 A Paradigmatic Approach to Means of Achieving Competitive Advantage through Workers Motivation Salami A.O Department of Management and Accounting, Faculty of Management Science Ladoke Akintola University of Technology Ogbomoso P.M.B. 4000, Ogbomoso, Nigeria. Abiola Idowu Department of Management and Accounting, Faculty of Management Science Ladoke Akintola University of Technology Ogbomoso P.M.B. 4000, Ogbomoso, Nigeria. Abstract In today’s global economy competition is an issue of services and products. Much attention has been directed to better service and the best product and how this can be achieved through utilizing the human resource management (HRM) tools. This research paper identifies how job motivation, one of the important activities of HRM, can affect organization success and how it is important in achieving competitive advantage. This relationship has been empirically investigated. The data has been analyzed using SPSS. The results indicated a significant relationship between workers motivation and competitive advantage. Keywords: Competitive Advantage, Human Resource Management, Motivation 1. Introduction The competitive forces that mangers face today demand organizational excellence. The efforts to achieved such excellence are driven by the way organizations get things done and how they mange their people. Barney (1991) suggests that in order for resource to qualify as a source of sustained competitive advantage, the resource must add value to the firm, it must be rare, it must be inimitable and it must be non-substitutable. Wright et al. (1994) have shown that human resources meet Barney’s criteria for being a source of sustainable competitive advantage. Coff (1994) argues that human assets are a key source of sustainable advantages because of causal ambiguity and systematic information, making them inimitable. Guest (1990) says that if management trust their workers and give them challenging assignments, workers in return will respond with high motivation, high commitment and high performance. Gratton (1997) identified six factors for success: the commitment of top management: the motivation and aspirations of recruits; the core capabilities of the management team; the team’s aspiration; its ability to build and maintain alliances; and the integration of the business into a global network. What does that means to us? Its means that sources of competitive advantage have shifted from financial resources to technology resources and now to human capital. In other words, success does not depend primarily on the size of the budget or the product supporting technologies. It really depends on employee’s attitudes, competencies and skills; their ability to generate commitment and trust, communicate aspirations and work in complex relationships. Motivation is an important (HRM) functions to join and stay talented workers and perform
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This note was uploaded on 04/02/2011 for the course ACCT 401 taught by Professor Hawkens during the Spring '11 term at Lee.

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human resource management motivation - European Journal of...

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