Organizational response of change and employee motivation

Over the old ages concerns have been following different organisational constructions depending on Which sector the concern belongs to. As the concern reaches the adulthood phase it plans for enlargement. New promotion in engineering and increased competition has led concerns to spread out their operation rhythm and alter their organisational constructions. Business enlargement does non merely intend geting more capital or spread outing the full existing premises but the most of import factor that current concerns are likely to concentrate on during enlargement is the human resource. Human resource, how of all time plays an built-in function in any concern organisation. It refers to the figure of people working within the organisation. To cover with the employees a human resource section is held responsible which establishes, develops, maintain and communicate office policies throughout the full company, non merely this but it besides represent, aid, advice and consult with the employees while at the same time maintaining overall involvement of the company in head. It ensures that the work force is utilized in the most productive mode, furthermore taking charge of employees motivational degrees. Business enlargement leads to many alterations within the organisation, such as alteration in construction. A concern might hold followed a level organisational construction with a few degrees of hierarchy, concatenation of bid and short span of control. Traveling towards a tall organisational construction, involves big figure of hierarchy which has led to ineffective communicating between the upper and lower degree of direction. Behavioral jobs are likely to happen when the organisations are designed in an inappropriate mode taking to decision-making system being undermined. employees are neglected and the feeling of being committed to work is reduced. Commuincation dislocation has led to deformation of messages that are sent from higher degree of direction to the lower degree of direction. Businesses runing under tall organisational construction are likely to hold a narrow span of control. This would affect greater supervising and control over sub-ordinates. Here the directors do non experience the demand to depute authorization.Excess supervising and control of direction will ensue in employees being demotivated.At the same clip a alteration from a narrow to a wider span of control leads to a greater grade of deputation. Workers motivational degree additions as they feel they are being trusted to execute good. Less direct control over each worker means they are now able to take more determinations themselves. Large organisations normally follow a centralised system, intending maintaining all the of import determinations doing powers with caput office or the Centre of the organisation. In this state of affairs workers are less likely to be motivated because they feel they are non consulted in determination devising. Workers are given duty but without authorization which might even make a sense of lower status among workers. They feel they are non of import to the organisation. However, a decentralised system allows more local determinations to be made with different conditions. The sub-ordinates prepare themselves for more ambitious functions. It encourages authorization. Effective deputation would actuate employees towards work, therefore raising their motivational degrees. More quicker and flexible the determination devising procedure is likely to be. How of all time in many instances, at the initial phase of organisational alteration work force is non ready to accept the alteration, therefore ensuing in loss of productiveness. Workers are extremely demotivated and the expected end product is non generated by the house. It has been argued that the construction of an organisation is an indispensable agencies and an inappropriate construction will decidedly impact concern public presentation and this might even destruct it.Drucker ( 1988 } . In today ‘s fast changing universe it has become progressively of import for the concern to follow new alterations. This involves coming up with new thoughts, schemes, strategies, promotional activities, developing plans, merchandises and services. investing in new engineering is one of the beginnings through which organisation can efficaciously react to competition and market alterations. New and advanced methods, tools, machinery and equipments will enable concern to bring forth expeditiously i.e. utilizing minimal end product and bring forthing maximal end product. It has been estimations that houses that are puting in new engineering are passing 90 % of their resources on engineering and investment merely 10 % in adult male power planning that includes recruiting, preparation and educating work force. David and Martin ( 1992 } .Investment in engineering has ne’er been easier for the concern. Any alteration in an organisation will at the same time convey about other alterations such as alteration in concern policies, employees motivational degree, organisational construction e.t.c.One of the major job that direction is concerned about when implementing new engineering is the attitude and the response of the trade brotherhoods. Many companies need to set their full attempt to acquire this alteration approved by the employees association but frequently despite their enormous attempts a successful alteration is non ever guaranteed. Due to this uncertainness employees are discouraged to fall in a trade brotherhood because these brotherhoods are non in favour of technological alteration. They feel it ‘s against the employee ‘s public assistance as workers fear about occupation supplanting and occupation security. They want to be respected and treated reasonably in countries such as benefits, wage and occupation security. They feel that by following new engineering the demand for their accomplishments is reduced or even eliminated. Once engineering is adopted workers will press for higher rewards as they feel that altering engineering is itself deficient to warrant higher wage. Fail to dicker will demotivate the work force which might do industrial actions such as work stoppages, lockouts e.t.c. While looking at the other side of the image, engineering that is assisting employees to work quicker with minimal attempt will actuate them towards work and credence of this new engineering would be easier for both concern and employees. An outlook of bring forthing high net incomes in future will promote work force to work harder and acquire more committed to their work.

Greater net incomes induce concern to pay fillips, committees, net income sharing and periphery benefits to its employees, therefore actuating them. Recognization of trade brotherhoods seem to go progressively of import in today ‘s epoch. In big organisations employees prefer to set up trade brotherhood powers in order to protect their rights and represent their involvement. In modern capitalistic societies trade brotherhoods are the chief establishment of workers. ( Richard B. Freeman and James L. Medoff } . The demand to hold a trade brotherhood chiefly arises in the fabrication sector which is vulnerable to market alterations. Workers need to be flexible to follow new alterations. There might be struggles between directors and employees. Directors ever try to maximise their net incomes by maintaining labour cost low. In the absence of trade brotherhood there may be a clang of involvement between work force and direction and corporate bargaining would non be possible. Workers are non able to negociate over wage and working conditions on big graduated table and on a national degree with the national employer ‘s association such as through “ technology employer ‘s federation. ” Employees acquire extremely demotivated if their demands and outlooks to the organisation are non met. On the other manus, are those research workers who have judged brotherhoods as being a negative force in the society. Organizations where employees are forced to be a portion of the brotherhood are bound to pay an one-year fee which is sometimes deducted straight from their incomes. Many prefer to be treated as persons instead than a member of a representative. This would enable personal dealing and sharing jobs with the director. Employees that are motivated and committed to work are much concerned about their productiveness. Corporate industrial actions would ensue in loss of productiveness and gross revenues, therefore destructing the motivational degrees. Employees prefer smooth running of the industry without intercession of trade brotherhoods. Management functions still maintain many of the conventional maps they ever have but in today ‘s concern atmosphere, they must besides understand how to accommodate and map within the organisation. Organizations that have long term planning are less likely to alter their policies. Internal policies remain consistent throughout the twelvemonth. Decision sing payment systems is one of the major policies that affect employees, whether to offer them patch rate or a clip rate. A piece rate system to pay rewards encourages employees to bring forth high end product degrees. Harmonizing to the theorist F.W.tylor wage should be linked with the degree of out put that means a just yearss pay for a just twenty-four hours ‘s work, but at the same clip workers may aim a peculiar earning degree and may non be motivated above that degree as their mark for earning has been achieved. Workers mat non be ready to accept alterations as it may alter the nature of the work ensuing in loss of wage. Introduction of squad working within the organisation leads to more flexible working. This may look more attractive to the work force as their work load is shared among bing employees. New thoughts are generated and there is a pool of cognition taking to greater productiveness. Workers can manage complex state of affairss but jobs of demotivation can still originate. There might be a struggle of involvement between workers. They come to trust on each other and one expects other to make the undertaking for him. Bing dependent on one another consequences in loss of productiveness. Workers may non prefer to work closely together and may bask single working. Large companies normally adopt an bossy manner of leader ship which involves autocratic director doing all the determinations.

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