Assignment on The Managing People in the Organizations (GC0610)
Table of Contents
Individual Report
1.0 Introduction.
2.0 Analysis and Recommendations.
2.1 Motivation and Performance Management
Motivation in Powerline.
2.2 Recruitment and selection.
Recruitment and selection in Powerline.
Process of recruitment and selection.
3.0 Conclusion.
References.
Individual Reflection.
Introduction.
Teamwork.
What went wrong?.
What worked well?.
Recommendations.
Conclusion.
References.
Individual Report
1.0 Introduction
This paper focuses on people management in a particular organization called Powerline. Powerline is operating in the electric industry which specializes in maintenance, management, operation and construction of overhead powerlines, and works with other electricity providers in the UK and Ireland. In 2015, Powerline restructured its business model to handle the line faults in a more responsive and consistent way. Because of this restructure Technicians’ roles were changed to Technical Engineers (TEs) by focusing on their technical ability to the people management. A team of 8 to 15 Technicians was promoted to technical engineers with their salary increase. There are about 12 teams like this where the manager of the Maintenance department looks after their work. This restructuring has brought success for Powerline.
The manager of the Maintenance department now focuses more on the strategic projects instead of Technicians’ daily management, for example, the introduction of a new Computer Maintenance Management System. This system helps the manager or the maintenance department to record, review each team’s performance. However, this restructuring has created complexity for some staff including team leaders and managers that de-motivated some of the people in Powerline. Thus, this paper concentrates on employee motivation, performance management of Powerline and its employees, the recruitment and selection process. Firstly, this paper reviews literature related to motivation and performance management, and models and theories related to motivation and performance management. Secondly, this paper reviews the literature on recruitment and selection and analyzes the literature focusing on the Powerline case study and providing recommendations for Powerline.
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2.0 Analysis and Recommendations
2.1 Motivation and Performance Management
Motivation in Powerline
Powerline restructured its maintenance department and provides new roles such as Technical Engineers (TEs) to its Technicians which is challenging for them because each TE now maintains a team of 8 to 15 Technicians and their daily works. According to Burchard (2017), motivation means the willingness of the people towards their work or activities. A study by Bruce (2016) shows that employee motivation at the workplace refers to how employees are committed to their work, how they are engaged with the goal of the company, and how they feel empowered in their workplace. Employees of an organization can be motivated at the workplace by different internal and external motivators.
According to Lauby (2018), managers of business organizations can provide challenging works to the employees to make them motivated at the workplace. As Powerline promoted its technicians to technical engineers by giving them challenging roles and responsibilities, this promotion has motivated them in the workplace. However, Thomas (2018) said employees of a business organization become de-motivated if they are not satisfied with their work process or system. In terms of Powerline, a number of people are de-motivated and unhappy because they have to handle the issue of people management and they do not have many choices to change their roles in the current structure.
Types of motivation
Powerline is a growing company that always looks for its employees’ betterment. In this case, Powerline always focuses on different motivators that make its employees feel motivated and promoted at the workplace. According to Cherry (2018), a business organization can focus on two types of motivations at the workplace to motivate the employees, one is intrinsic motivation and the other is extrinsic motivation. Bernazzani (2017) said that intrinsic motivation means doing something by the employees themselves for their personal development as it is rewarding them personally. On the other hand, extrinsic motivation means doing something by the employees to earn rewards or avoid punishment.
In the case of Powerline, it provided challenging roles and responsibilities to its technicians by promoting them as technical engineers that have increased their intrinsic motivation such as enjoying a sense of challenges, feeling satisfied and appreciated, reinforcing self-esteem. In terms of extrinsic motivation, Powerline provided promotion and increased salaries for its technicians. Additionally, it offered a people management course to its promoted technical engineers to increase their people management skills. However, it is seen that Powerline focused more on extrinsic motivation than intrinsic motivation. That is why many technical engineers are not excited to learn a skill from their inside or for their own sake.
According to Bernazzani (2017), when a person is motivated intrinsically, the person is being self-motivated to do an activity from the heart. On the other hand, Frank (2018) said if a person does an activity for a specific outcome instead of inherent enjoyment, then he/she is acting on extrinsic motivation.
Importance of motivation for employees
Powerline is a growing company but some of its TEs are not motivated at the workplace because of the huge workload and challenging roles and responsibilities. Thus, increasing employee motivation has been one of the key issues for Powerline to gain its organizational goals.
Motivation helps the TEs of Powerline to change negative attitude to positive attitude: According to Thomas (2018), employees without motivation like to perform fewer activities at the workplace where motivated employees desire to perform better with their best potential. In the case of Powerline, the promotion of technicians with their salary increase has motivated their work. However, some technical engineers show de-motivation due to challenging roles and responsibilities. Thus, Powerline must try its best to motivate its employees to change their attitude from negative to positive……………….
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