Introduction of Management Competitive Industry

Question: Discuss about theIntroduction of Management for Competitive Industry. Answer: Introduction The organizations are constantly striving to give their best performance so that they can survive well in the competitive industry. The globalization has posed huge challenges for the companies who need to have excellent human resources for carrying out the job functions in an effective manner (Bremmer 2014). It is important to have efficient utilization of the resources of the organization. The human resources need to be motivated so that they can contribute to the organizational success. There are several factors that lead to enhanced motivation level of the employees. The motivated employees are important constituent of organizational effectiveness. This paper would discuss the factors leading to employee motivation and how it contributes to the success of the organizations. Research and Analysis The modern day organizations need to be take care of several things when formulating efficient organizational policies (Wilensky 2015). In the highly competitive work environment, the organizations are facing a difficult time in the retention of their skillful employees. They need to build strong positive bonding with the employees so that they tend to stick to the organizations for longer duration. The motivated employees would deliver the desired performance and would be able to meet the organizational goals (Wilensky 2015). The human resources are the primary assets of an organization that contribute to the organizational prosperity. The motivation can be defined as a desire that causes a person to give elevated performance in an organizational setting (Simons 2013). It can also be defined as an intention that forces the employees to gain accomplishments in a professional environment. It is a capability to alter the behavior of the employees to induce positive outcome. The intended positive performance is essential for the purpose of fulfilling organizational goals. The employee motivation is an important determinant of the employee performance. The performance of the employees is dependent on several factors such as employee motivation, performance appraisals, compensation structure, work environment and others (Mowday Porter and Steers 2013). However, the absence of motivation would not make the other factors to work well. The employee motivation is an important factor which needs to be induced in the employees. This can be done by several methods (Wilensky 2015). The organization needs to take active initiative for the purpose of alleviating the employee motivation. This is because the motivated employees are constantly searching for better work practices even in strenuous circumstances. The motivation levels of the employees can be understood by the application of three theories namely expectancy theory, goal setting theory and equity theory. The perception plays a major role in the motivation level of employees especially in expectancy theo ry (Mowday Porter and Steers 2013). The equity theory specifies the influencing factors of motivation such as attitudes, perceptions and values. The goal setting theory deals with the vision that an employee strives to achieve. There are several factors that lead to the motivation of the employees. The salary package of the employees is an important factor that contributes to the motivation level of the employees (Pinder 2014). The financial as well as the non financial benefits shape the attitudes of the employees. There can be pay hike, increments and promotion that are directly related to the motivation levels of the employees. The compensation structure should be designed in such a manner that it includes parameters such as importance of the job position, competitive salary, performance based pay, personal allowances, special allowances, pensions, paid vacations and others (Tornikoski Suutari and Festing 2014). There should be sufficient leadership capabilities of the senior management that would motivate the employees of the organization. The organization should strive to create a relationship based on trust with the employees. It should engage in making interpersonal relationships with the employees t hat would give them a sense of responsibility in carrying out their jobs effectively (Pinder 2014). The organizations should strive in creating a win-win relationship with the employees which is often considered as an ideal environment for the organizations. The employees must be able to engage in work-life balance so that they feel motivated (Pinder 2014). The employee empowerment would result into delight, enthusiasm and a sense of belonging among the employees. The organizational effectiveness is included within the main agenda of the organizations. It can be defined as the nature of functioning of the organizations so that the organizational goals can be achieved. It is an integral part of enhancing development of the organization as a whole (Scott and Davis 2015). It can be defined as the satisfaction of all the organizational components in the process of conversion of input into output. It is also concerned with the effective utilization of the resources so that the desired output can be achieved. One of the greatest factors in increasing the motivation level of the employees is giving them appropriate recognition. The correct compensation structure which meets industry standards gives a level of satisfaction to the employees (Manzoor 2012). This increases the motivation level of the employees. They get an increased zeal of performing better a contribute more to the organizational effectiveness (Manzoor 2012). The adequate compensation structure enhances the job commitment of the employees which make them to give elevated work performance. Employee empowerment concerns with the contribution of the employees in the decision making activities of the organization. It is concerned with the contribution to the objectives, policies and the strategies of the organization (Fernandez and Moldogaziev 2013). The empowerment of the employees is concerned with their participation in the principles, goals, objectives and decision making activities of the firm. If the employees feel valued about their presence in the organizations, then they would feel good about their role in the organizations (Fernandez and Moldogaziev 2013). The participative decision making would enable the employees to be empowered and hence increase the autonomy in the organizations. It would not only lead to motivation of the employees but also foster trust, effectiveness, efficiency and innovation in the workplace. The organizational effectiveness is directly proportional to the employee satisfaction levels. This in turn is dependent on the motivation level of the employees (Milln et al. 2013). The delighted employees are productive employee who contributes a lot towards the organizational effectiveness (Milln et al. 2013). The satisfied employees harbor the feeling that they are treated fairly in the organization. They are actually content with their positions in the organization and are not likely to work in manners that will not imbalance the situation. There is also an inherent relationship between the leadership and motivation level of the employees (Chaudhry and Javed 2012). The motivation is a part of the leadership behavior and the leaders induce positive motivation in the employees. They place each other on elevated levels of morality and hence motivation level is induced. Effective leadership fosters an environment in which the followers are inspired to follow the path towards the fulfillment of the goals (Chaudhry and Javed 2012). The senior leaders of the organization must take an active part in inspiring the employees to perform better and hence fulfill the organizational effectiveness. Conclusion The motivation level of the employees is important for ensuring the success of the organization. The motivated employees would be delivering optimum results that will ensure the smooth functioning of the organizational processes. The perfect performance of the job tasks along with timely delivery of the jobs is essential for the organizational effectiveness. The different motivation theories are essential in understanding the overall processes of employee motivation. References Bremmer, I., 2014. 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