英国考文垂大学论文代写：瑞典组织
英国考文垂大学论文代写：瑞典组织
两个瑞典跨国企业，公司的卡车有限公司在员工激励和承诺水平进行了研究（Paulina等，2011）。如果公司的，发现有两组员工，高分组和低分组。高成就者的动机是个人发展的机会，赚取更多的责任和影响力，承认，也部分由货币激励。低成就者的动机是提供具体的工作任务，可管理的任务，并提供持续的支持，从他们的前辈。即使这种方法是有效的，它提出了一个关于这两组员工和低成就组下的员工的安置不可能激励他们上升到高成就者的歧视问题。在卡车公司的情况下，它是识别和反馈，被认为是最重要的员工激励，无论他们的立场。员工的动机是社会方面的，金钱奖励和认可。这种认识不仅仅是为了良好的表现，还因为他们的个人目标成就而得到奖励和认可。这是一个有趣的做法，必将创造更多的赢家。在这些实践中，它是提供职业发展机会和解决冲突的方法，在组内具有最小的恩怨重要。
在一个关于吉百利在尼日利亚进行的案例研究，这是一个歧视性工资政策的国家（Solomen和ajagbe，2012）。他们发现员工激励与组织绩效直接相关，当员工是独立变量的动机时，员工的生产率提高并产生更好的结果，这是一个因变量。这样的发现也被诺里亚等同意（2008）谁说最常见的人性是被赏识和认可，这是正在进行的组织中，员工成为执行动机甚至超越自己的极限。人力资源管理团队最重要的职能之一是了解人性，并采用相关的理论激励员工，然后可以通过更好的工作表现在员工绩效评估可见的组织。激励员工是人力资源管理者必须具备激励理论并恰当运用，使其由员工转化为卓越品质的一二个过程。如果人力资源经理本身是官僚主义的受害者，那么很难有一个积极的劳动力是负责质量的结果。
英国考文垂大学论文代写：瑞典组织
Two Swedish multinationals, Husqvarna and Truck Co, were studied in terms of the employee motivation and their commitment levels (Paulina et.al, 2011). In case of Husqvarna, it was found that there were two set of employees, high achievers and low achievers. The high achievers were motivated by opportunities of personal development, earning more responsibility and influence, recognition, and also partly by monetary incentives. Low achievers were motivated by being offered specific work tasks, manageable tasks and being offered continuous support from their seniors. Even if such a method is effective, it raises a question about the discrimination of these two set of employees and the very placement of employees under low achiever set may not motivate them to rise up to the high achiever set. In case of Truck Co, it was recognition and feedback that was used and considered most important in employee motivation regardless of their positions. The employees were motivated by social aspects, monetary rewards, and recognition. The recognition was not just given for good performance but also was being rewarded and recognised for their personal goal achievements. This is an interesting practice and is bound to create more winners. In spite of these practices, it is important to offer carer development opportunities and conflict resolution methods to have minimum grudges within the group.
In a case study about Cadbury Plc was conducted in Nigeria, which is a country with a discriminative wage policy (Solomen and Ajagbe, 2012). They found that employee motivation was directly related to organizational performance, and when the employees were motivation which is an independent variable, the employee productivity improves and produces better results which are a dependent variable. Such a finding is also being agreed by Nohria et.al (2008) who states that one of the most common human nature is to be appreciated and recognised and when this is being conducted in organisations, employees become motivated to perform even beyond their limits. One of the most important functions of the HRM team is to understand human nature and adopt the relevant theories in motivating employees which can then work for the organisation visible through better performance in the employees’ performance appraisals. Motivating employee is a two way process in which the HRM managers must also be equipped with the motivation theories and apply them properly so that it converts into superior quality action from the employees. If the HR managers themselves are victims of bureaucracy, then it is difficult to have a motivated workforce which is responsible for quality results.
