Pulling together (motivating employees)
Article Type: Abstracts From: Human Resource Management International Digest, Volume 18, Issue 4
Lyons W. Quality World (UK), January 2010, Vol. 36, No. 1, Start page: 36, No. of pages: 5
Describes a practical approach to the problem of motivating employees in the workplace and ensuring that employers get the best out of their staff. Discusses the basic needs of employees in terms of an “engagement triangle”comprising three categories of employee needs: the package, in terms of pay,bonuses and options, and benefits; job satisfaction, in terms of achievement,respect and recognition, autonomy, work-life balance, congruence, and sense of fun in the workplace; and employability, in terms of being developed,involvement with prestige projects, career advancement, and working for a respected organization. Concludes that people are motivated to get what they consider to be a fair return for their efforts, and they want to see what is known as distributive and procedural justice, the former being about whether people feel that they will be rewarded fairly compared to those in relative jobs, while the latter involves whether people feel that the organization has procedures in place to ensure that rewards are allocated fairly. Argues that success will involve communicating with people, and being creative and introducing rewards that the company/organization can afford. ISSN: 1352-8769 Reference: 39AE839
Keywords: Human resource management, Motivation(psychology), Employees, Reward pay structures, Organizations
