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challenge their current caliber and move towards excellence (Spreier, 2006). Within this intervention, it is also to be noted that the employee’s viewpoint should be taken for granted and acknowledged because the input and the processing is in the hands of the employee to deliver the expected outcome To often are employes bottom lined because they are junior In the assigned literature Alderfer second concept of frustration leads to regression. Why would and organization want these type of Performance issues. This leads to a further questioning of, employees’ perceptions of fairness, equity and recognition at the workplace and understanding why it should also be taken into account to make sure that individual-specific needs are considered and no bias or feelings of favoritism and partiality are developed among
HR PERFORMANCE ISSUES AND MOTIVATION5employees. By paying attention to people needs at the workplace and facilitating them to balancetheir personal and professional lives will help organizations to achieve the needed sync between job satisfaction, employee motivation and organizational performance.
HR PERFORMANCE ISSUES AND MOTIVATION6ReferencesArmstrong, M. (2006). Human Resource Management Practice. London: Kogan Page.Baack, D. (2017). Organizational behavior (2nd ed.). [Electronic version]. Retrieved from Joseph, O.B. (2015). The effect of employees’ motivation on organizational performance. Journalof Public Administration and Policy Research, Vol. 7, Issue. 4, pp. 62-75.Lister, J. (n.d). Examples of a motivational issue in an organization. Retrieved Jan 10, 2018 from Mullins, L. J. (2005). Management and Organizational Behavior. UK: Prentice hall.Spreier, S. W. (2006). Leadership run amok. Harvard Business Review, 84, 72–82.