Task 1

Motivation is such an important element in improving work

productivity. Organizations use reward systems because
they believe they work in motivating employees. The
effective manager must what motivates someone to perform
and how to satisfy the needs of the employee (Ferguson 1987)
Theories of motivation e. g. Taylor, Mayo, Maslow,
Herzberg, Mc Gregor, Mc Clelland, Vroom.

 Outline how an organization motivates its

employees.
Motivation is a key to performance. If any organization wants their
employee to work better, they should know the tactics to motivate their
employee. To earn benefit, manager should motivate his employee, and
this motivation can be anything other than only words. Most of the time
praising also works better. But manager should know all the ways to
motivate their employees.
This is not a rocket science, but not as easy as it looks also.
Organizations are on their knees sometimes finding methods to motivate
their employees. Since centuries, people are working on this point. They
want to find out different methods and ways to motivate their
employees.
There are some great men who did some remarkable achievement in
finding the methods to motivate the employees. There are some big
names in this field like, Frederick Winslow Taylor, Abraham Harold
Maslow, George Elton Mayo, Frederick Irving Herzberg, Douglas
Mc Gregor, David Mc Clelland and Victor H. Vroom.
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Frederick Winslow Taylor :( March 20, 1856 - March 21, 1915)
Frederick Winslow Taylor did
masters in scientific management. He
was a great scholar. He was very clear
in his thoughts, and he gave a very
basic and instinctive offer to
employees. According to him money is
the best motivator for the employees.
Money is the basic need of all the
requirements; therefore money can
motivate employees in great way.
Money can be offered to employees in
terms of bonus, profit, commission,
overtime or any other form. But it can boost the morale of employees,
and give them strength to work more.
Hotel Muscat Holiday
is working on the
theory of Frederick
Winslow Taylor, they
believe in giving
bonuses and overtime to keep employees satisfied and happy. All the
staff working in this hotel is happy to receive bonus and they don’t mind
to work extra time as they are provided with some extra money called
overtime which is usually one and half of the real salary. This theory is
benefitting the staff as well as the employer of the company. It’s
beneficial for both as both are getting their shares. There is chance of
improvement in the use of theories which we will discuss in next
question.

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Abraham Harold Maslow :( April 1, 1908 – June 8, 1970)

Abraham Harold Maslow was

an American. He was a
professor of psychology in
American institute. He
introduced a new theory in
corporate world. His new
theory was also known as new
discipline and is called as
humanistic psychology. He
created a hierarchy of needs. His theory states that he believed that every
human being working in the world starts from the bottom and slowly his
needs increases and so his load of work also increases. Every human
being start from the bottom, try to reach the goal he decided and that
goal will be the top. But he also stated that different people have
different needs, so everyone doesn’t fit in this theory. It changes
according to needs of the person.

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Al Madina Logistics is
also doing the same as
Maslow’s theory said. In
this company people are
selected according to their needs and they are working according to the
needs of the people. Providing them basic needs first, and working
according to the categories of the people. The ground staff is selected
according to their needs as the company knows that these are the people
who are not getting their basic needs fulfilled, so they are working on
their basic needs first and then provide them the luxuries if they want.

 Compare how different theories of motivation

contribute to the techniques used for employee
motivation in an organization.
Different companies use different theories in their companies according
to their limit and the approaches. I am going to give you an illustrated
table showing how two companies are similar and different in few ways.

The two companies are; first one

is Al Madina Logistics
Company located at barka.
This company basically provides
the logistics services, freight forwarding, transportation, container yards,
air cargo charter, sea cargo charter and cold storage as well.

And the second company I am

going to select is Hotel Muscat
Holiday located at Al Khuwair.
This is basically a hotel
providing rooms for the guests and provides a range of restaurants and
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bars like Churchill pub, sports bar and restaurant, Mais al Reem
restaurant and bar, Layalina bar live entertainment, and Al Maha coffee
shop. It also provides swimming pool, badminton court as well as Sur
ballroom.

Now following table will show some similarities and differences and
comparison of both the companies according to few points.

Company no 1 Company no 2

Comparison Al Madina Logistics Hotel Muscat Holiday

on the basis of

Reward Pay according to post Pay according to post and

system performance
Employees get the salary Employees get the salary
they told initially, and as well as bonus.
salary is fixed according to Sometimes employees get
What is it? their needs, and then they commission on their extra
have given word to effort in the company to
increase it gradually. provide guests.
This company is getting This hotel is getting more
the new contracts as they guests day by day as they
Similarities
are providing the needs of are giving good
the employee. commission to the
employees.

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 This company provides This hotel provides some
services to the people comfort and entertainment
Differences
using some human using human resources.
resources.
Maslow’s hierarchy of They are using the theory
needs. of Frederick Winslow
Theory used
Taylor.

 Provide some suggestions how an organization

might modify and develop the motivational
techniques and associated reward systems it uses.
In this section I am going to discuss the different ways of motivation, the
theories of motivation which we already discussed earlier, and we will
discuss the how these two organizations can improve more with the help
of theses motivational theories. These organizations which we discussed
earlier are using one of the mentioned motivational theories, but still
they need to improve. They can use more than one motivational theory
at a time and can get benefitted.

Al Madina Logistics and Hotel Muscat Holiday are using Taylor and
Maslow’s theory. But still they need some improvement. We will
discuss some ways here those points which will make these
organizations perform well.

These points will make the employees perform well, it can increase
productivity, and it can increase standards, it can lead them to achieve
their goals and make them comfortable with their environment. Theses
points will make both the employee and the employer happy and
satisfied.
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Ways of improving motivation in an organizational setting

 Financial rewards:
Financial rewards in any term can motivate the employees in great
extent. Frederick Winslow Taylor proposed this theory and many
organizations followed this theory and achieved their goals. Al
Madina Logistics services can use this theory also to motivate
their staff. They can announce the bonus and can give overtime
also. It will increase their productivity and can reduce their
workload.

 Increasing responsibilities:
Increasing responsibilities with some increased payment will help
the employees to feel responsible and can make them affective in
their work. Mc Gregor also supported this theory in some manner.
According to him if employees are provided with some extra
responsibility, they can achieve their goal and can benefit the
organization.

 Improving facilities:
Improving facilities will give good results and beneficial outcome
in terms of profit. More facilities will make employee work more
as he will feel satisfied in his needs. This is what Abraham
Harold Maslow believed and he stated in his theory called
hierarchy of needs.

 Improving status:
Improving status will make employee to work hard according to
status as their basic needs will be fulfilled and they will be heading
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 for better life ahead. Abraham Harold Maslow proposed this
theory which is known as hierarchy of needs, which supports that
if people are given good status, they will work accordingly.

 Praise the performance:

Praising the performance of an employee will help in motivation.
This is the same as Elton Mayo believed in his theory. Praising the
employee for his work will motivate him to do more work.

 Acknowledge the skills:

Acknowledging the skills of employee will give organization
tremendous effect in good terms. Acknowledgment means saying
the employee that your work is considered good in the sight of
organization. As the Elton Mayo said in his theory,
acknowledgement is important to increase productivity.

 Competition:

Competition is also very important to boost energy of the

employees. Competition can give a healthy environment in the
organization. As David McClelland said in his theory,
competition is important to increase productivity.

 Provide job security:

Providing job security will enhance the work. And reduce the
workload. This is how Frederick Herzberg believed and he said
in his two factor theory. Providing job security is the theory X
from one of the theories proposed by Frederick Herzberg. And this
is applicable in this point. And providing job security is very
essential.
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  Public recognition:
Public recognition gives fame, and fame motivates people in any
way. This is the theory supports by Elton Mayo. He said that
public recognition will make employee feel better and work better.

 Fear:
Fear is one of the factors which should be there in corporate world
for employees. Sometimes some employee who don’t want to work
properly and are lazy, they need some sort of punishment to be on
straight line. This is the theory proposed by Mc Gregor. Mc
Gregor proposed two theories, theory X and theory Y. this belongs
to theory X.

These are the different points which can be used by these two
organizations. They can use more than one theory at a time. And these
theories can improve their outcome; these theories can satisfy the
employees and make them energetic towards their work and can reduce
their workload. Employees can feel free to work and can be happy to
work with all these freedom.

These are the ways of improving motivation in an organizational setting.

I gave all the points with justification and proved that with the help of
these theories employee and employer both can achieve their goal. I
proved with justification that how motivational theories can improve the
performance of the employee and how it can reduce the workload form
both the employee and employer. And make the relation comfortable
between these two parties. I suggest all other organizations the same that
they should also use these theories.
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Task 2
You need to understand what contracts of employment
stipulate and how adherence to a contract can be managed.

Contracts of employment: Contractual entitlements (pay,

hours of work, leave, notice period, pension benefits);
employee and employer rights; types of employment
contract (full time, fractional, part time, temporary, casual);
disciplinary procedures; grievance procedures; union
membership; codes of behavior.

Employee involvement techniques: membership of work

groups e.g. board, works councils, quality circles, Intra-
organizational groups (transnational, national, site specific).

Explain how organizations obtain the cooperation of their

employees.

In this section I am going to

describe few points related to
employee and employer relation,
contra cts, types of contracts,
disciplinary procedure, employee
involvement techniques etc.

Contracts of employment: Contracts

of employment is a legal document provided by the employer to the
employee stating some conditions and providing some benefits. It’s an
agreement assigned between two sides, employee and the employer.

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This contract contains many points depending on the organizations. But
few are very important points which I am going to elaborate to show the
importance of contract. Following are some points.

 Pay:

Pay is the Amount given in cash against the work of the employee.
Pay is also called as salary. This is decided with mutual
understanding between employee and the employer.

 Hours of work:

Hours of work is also decided in the contract, that how long the
employee is going to work in the organization.

 Leave:

Yearly and weekly leave is decided in the contract. How long is

the leave or vacation can employee get. And how many sick leaves
are for him.

 Notice period:

If the employee wants to resign the job, he has to give notice to the
employer. This notice period is decided by the organization and is
mutually agreed between employee and employer.

 Pension benefits:

If the employee worked in an organization till his retirement, then

he should get some pension to survive after his job, and this
pension benefit is decided when the contract is signed between the
employee and employer.

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Employee and employer rights:

Every employee in the workplace has certain rights, and theses rights
should be given to him from the organization. Same way employer also
has certain rights over the employee. And both the parties hold a stand
against each other. They cannot break the rules. Following are some
points which show the rights of the employee over employer or an
organization.

 Right to privacy
 Fare compensation
 Freedom from discrimination
 Freedom from harassment
 Right to be free from retaliation
 Right to a free workplace free of danger
 Right to fair wages for the work performed

Types of employments contract:

Employment contract is a legal document between the employee and the

employer. This describes the terms and conditions, rules and regulations
between the employee and the employer. There are few types of
employment contracts. They are as follows.

 Full time:

This is the contract which states that the contract between the
employee and the employer is for full time till the employee wants
to continue. This is the very common contract usually used on
most of the companies. A contract of this type can be simple or
sometimes complicated.

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  Fractional:

Fractional contract is contract usually used for the university

students who used to work for a fraction of 52 weeks a year. And
this can be full time or part time.

 Part time:

This contract contains the number of hours working per day. This
contract is different from the full time contract as it will not be for
full day, the number of working hours should be clearly written on
the contract.

 Temporary:

Temporary contracts are usually short term contracts. These

contracts show the end date also in it. It’s like, the employee and
the employer already know it that they are working together for a
limited period of time.

 Casual:

A casual contract is contract which states that there are no

guaranteed hours of work, usually these employee work irregular,
they don’t get paid properly, and they don’t get sick leave and
annual leave.

Disciplinary procedures:

There should be a discipline to be maintained in the office. There are

some disciplinary rules which should be followed by all the employees
and the employer as well.

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Grievance procedures:

Grievance procedure shows the way how to take actions against some
complains. First, the employee has to complain the matter to the
manager verbally. And if the proper action is not taken then the
employee can give that complain in written form to the manager, and it’s
now manager’s duty to send this complain to upper level or higher
authorities.

Union membership:
There should be a union of employees which
will be made for the benefits of the employee.
Every employee should be part of it. This is
the legal body which is going to solve all their
legal issues. And make a stand if any
employee wants to make his issues solved.

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Codes of behavior:

This is the document which states that how to

behave in an organization. There are certain
rules to be followed in a workplace, and these
rules bind the employees to the workplace. And
these rules should be followed strictly. And
there should be some strict action if rules are
not followed or the code of conduct is not
maintained.

Employee involvement techniques:

Organization should use some employee

involvement techniques in the organization.
Employee should be considered as a part of
decision making team. They should be given
chance to share their idea and expertise with
the management.

Explain how organizations obtain the cooperation of their

employees

For the good performance of a machine, machine should be maintained

properly. Every part of the machine should be in proper place and well
maintained. Organization is same like a machine; to work smoothly we
have to take care of every part of machine, same way to work properly
in an organization every employee should be treated as an important
part.
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Task 3

As an administrator you are required to value the employee

performances and will need to appreciate that the maximum
contribution is required from each employee at work.

In order to fulfill this task you are required to identify suitable

performance indicators to use with individual employees and show
how the individual’s performance can be improved through the use
of performance management.

Measuring performance: performance indicators (achievement

against targets); goal theory; SMART (specific, measurable,
achievable, realistic, time bound) targets e.g. sales targets, growth
targets,

 Explain how the employee performance is measured and

managed.
 Explain how the results from measuring and managing
performance inform employee’s development.
 Assessing the importance of measuring and managing
employee performance at work purposes.

Explain how the employee performance is measured and

managed.
In this part of the assignment I am going to show you the ways in which
employee performance can be measured. And plus I am going to share
with you the methods to manage these performances for longer periods.

First of all, why is performance measured, is a good question. And the

answer is that performance is measured to understand by employer and

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the employee to know how the employees are working. What is their
graph of work? How the company or organization is running? Employer
and the employee both can see their status of work and benefits if they
know their work done.

Performance measurement and management is important in growth

process. There are lots of benefits of performance measurement. I am
listing few of them.

Benefits of performance measurement

 It will help you to know how the different areas of your

business are performing.
 It will let you know the triggers of any changes in performance.
 It will put the employer in better position to manage
performance proactively.

One of the difficult parts of measuring performance is to know what to

measure. And employer should focus on quantifiable factors that are
clearly linked to the points which will lead you to succeed in your
business and your sector. These points are also known as performance
indicators. There are few performance indicators which can benefit the
employer in long run. I am mentioning few of them according to the
need of these organizations.

What to measure is also a very good question and this completely

depends on the management and is going to decide about the future of
the organization. How to measure the performance and how to manage
it, is the very important question frequently asked in the corporate world.
For example you may think that customer service is very important in
your business so you should start measurement of customer service
related points. There are few ways to measure this.
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You can consider measuring these.

 Proportion of sales
 Number of complaints received from customers
 Number of items returned back from customers
 Time taken to fulfill the orders
 Percentage of incoming calls answered per hour

None of these is better than any other, but the challenge here is to find
out which one is specifically better for your business.

This type of measurement is often known as performance indicator.

How to measure the employee performance:

Performance indicators are the heart of any system of performance

measurement and target setting. If these are properly used, they can be
most powerful management tools available for growing business.

There are some criteria that any business’ performance indicator should
meet. These are as follows.

 Performance indicator should be closely linked to the top level

goals of any business.
 Performance indicator should be quantifiable.
 Performance indicator should relate to aspects of the business
environment on which business have some control.

In November 1981, George T. Doran issued an article in issue of

Management Review by the name of S.M.A.R.T. This article contained
the way to write management’s goals and objectives. It also discussed
the importance of objectives and difficulties faced when setting them.

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This article stated some abbreviations which are as follows.

It stated that each corporate, business, department or section’s objective

should be…..

 Specific: Employee should target a specific area for improvement.

 Measurable: Employee should quantify the target.
 Achievable: Target should be achievable.
 Realistic: It should state that what results can realistically be able
to achieve.
 Time bound: Clearly specified when target can be achieved.
These are some points which show about employee performance
measurement and management. If all these points are fulfilled, it is easy
for any business to meet its goal on scheduled time and according to
their needs and wants.

Explain how the results from measuring and managing

performance inform employee’s development.
Different job roles require different criteria for measurement and
management. In this part of assignment I am going to describe three
different job roles, and I will describe few things regarding these three
roles. I am choosing three jobs, first is IT Manager of Al Madina
Logistics, second one is Accountant of Al Madina Logistics, and the
third one is Sales Manager of Al Madina Logistics.

In the following table I am going to compare the roles of three different

people with their performance.

Roles / IT MANAGER ACCOUNTAN SALES

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 Criteria T MANAGER
Job Role To control IT To manage the To manage the
department balance sheet sales department

Targets To provide IT To check the To achieve the

solution to all the balance sheet and given sales target
employees prepare the budget
IT Manager usually Accountant is Sales manager
doesn’t have more usually have the usually have the
Waiting time as the target is time for his target, limited time for
Times to be achieved but sometimes he their said targets.
according to the should finish the
staff requirement. target on time.
Punctuality Punctuality Accountants are Sales manager is
determines the role usually very usually very
of IT Manager punctual in their punctual as they
work. have very limited
time.
Attendance IT manager should Accountants also Sales manager is
be very attentive. should be very not very punctual
Their absence can attentive. But their because usually
make a big absence he is outside with
difference. sometimes can be the clients.
manageable.
Bench IT Manager is Accountants are Sales manager is
Marking given a specific also given a given a bench
bench mark. specific bench mark according
mark. to their targets.

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Assessing the importance of measuring and managing
employee performance at work purposes

Measurement and management of employee performance helps a

company or organization to improve and maintain its quality, retain the
best employees who can be the key performers and these organizations
can be ahead of other organizations who are competitors. An
organization can see how well its business is doing by the number of
customers and the profit made by the company.

Organization can compare how well employees work by monitoring

each employee’s performance individually. Measurement of employee
development can be done by setting bench mark. And measurement of
employee performance is a key strategy for organizational success.

By keeping a fair assessment between employees and taking consistent

evaluation, employer can find out where the inefficiency exist in the
company, employer can find out about the strong and capable employees
for promotion and development. Employer can set awards and give
salary increment and employer can give bonus also. Bonuses can be
distributed in a quantifiable way.

In this part of assignment I will explain each point stating why

measuring and managing performance is important at work.

 Organization can measure and compare the targets.

 To keep employees working at highly efficient and productive rate.
 Performance measurement annually or quarterly
 Employees can be encouraged to keep up good work
 Employees can be given further training or coaching
 Assess the performance of employees

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  It will help the employer to exceed in the production rate
 It will help to increase the maximum sale

These are the points which show that it’s very important to assess the
employee performance.
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References
https://www.stuvia.com/doc/226669/d1-suggest-with-justification-ways-
of-improving-motivation-in-an-organisational-setting
https://www.psychologytoday.com/blog/wired-success/201002/how-
motivate-employees-what-managers-need-know
http://www.quickbase.com/blog/6-ways-to-improve-employee-
cooperation-productivity
https://worksmart.org.uk/work-rights/pay-and-contracts/pay

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