Human resources, marketing, strategies, attract, retain, employees, business organizations, human resource management, governance, non-human resources, managers, organizational leaders, Maslow's hierarchy of needs, Alderfer Clayton, ERG Existence Relatedness and Growth, Murray's theory of needs, Herzberg's motivator-hygiene hypothesis, Vroom's expectancy theory, Cognitive Evaluation Theory, motivation of employees
A considerable number of business organizations have incorporated strategic human resource management initiatives in the current economic conditions. The primary reason for the widespread assimilation of strategic human resource management reflects the idea that it is responsive and comprehensive to all issues of organizational governance that may arise within organizations. Extensive research operations on organizational management reflected in the idea that employees constitute the most significant resources within an organization; a statement backed by the fact that workers employed within organizations constitute the critical pillars behind functionality and applicability of non-human resources within a company.
[...] Social needs relate to human desires which may be the target of love and affection from other people. Individuals get especially comfortable and satisfied by the presence of children, spouses, friends, parents, and relatives, as well as others considered close. The feelings of rejection and loneliness might get considered symptoms of the need not getting satisfied. Esteem and ego needs extend beyond social needs and reflect on the need for people to get respected by others and have esteemed for themselves. [...]
[...] The establishment of robust organizational cultures mat begins with hiring, and therefore, organizations must remain intentional about preferred candidates. Organizational leadership may also play a huge role as organizational culture normally flows from the top to the bottom of an organization. For instance, if organizational leaders consistently show up late and talk negatively, employees may think it is right for them to also treat other people the same within the workplace. Retain Employees The business organization today needs to grow and develop with technical creativity to stay competitive. [...]
[...] Literature Review on Theories of Motivation. EPRA International Journal of Economic and Business Review, 25-29. Burton, K. (2012). A study of motivation: How to get your employees moving. Management, 232-234. Caulton, J. R. (2012). The development and use of the theory of ERG: A literature review. [...]
[...] Each of the models assumes the role of organizational leaders and managers to organize critical resources, including people, for the benefit of the organization. Nonetheless, beyond the commonality, the assumptions and attitudes embodied turn out quite different. Theory X. Based on the arguments presented by McGregor, Theory X management involves the assumptions; the idea of work is inherently disliked or distasteful to many people, and as such many will try to avoid tasks whenever possible. Many people turn out less ambitious, prefer to get directed, and have little desire for responsibility. [...]
[...] Impact of employee motivation on organizational effectiveness. Business management and strategy, 1-12. Murray, S. B., Treanor, M., Liao, B., Loeb, K. L., Griffiths, S., & Le Grange, D. (2016). Extinction theory & anorexia nervosa: Deepening therapeutic mechanisms. Behaviour Research and Therapy 1-10. Ţicu, D. (2013). [...]
APA Style reference
For your bibliographyOnline reading
with our online readerContent validated
by our reading committee
