Issue of job recognition in the case study - Myassignmenthelp.Com

Question: Discuss about theIssue of job recognition in the case study. Answer: Case analysis and Introduction Job recognition is considered as the most important tool that rewards the most vital results that people build for the business. The recognition should offer the employer as well as employee with exact information about what behaviors are being recognized and rewarded (Kanfer, Frese and Johnson, 2017). It has been analyzed that the clear criteria will be helpful for the employee to perform adequately. The case study of Flora fast food is being taken for analyzing the issue of job recognition. Flora Rangi established the fast food restaurant in Auckland. After three years of struggle and hard work, she established the thriving business by employing the universities and college student for a part time job and involves the disabled people in the staff for filling side-order packs and cleaning. The new policies introduced by Flora to improve the productivity of the employee and the customer services. As a consultant team, it has been analyzed that due to this polices many members who are disabled and served their so many years for Flora Fast Food restaurant had to go. Due to her policy the negative feedback started on the page of the company that this was discrimination and this had drawn support from a number of others who posted comments. There are number of theories that are able to analyze the case study and will explain the outcomes witnessed. Herzberg (Two Factor theories) Herzbergs motivation theory is also known as Motivation-Hygiene theory. It concludes that there are various factors in the workplace that can be the reason of job satisfaction and a different set of factors that may cause the dissatisfaction. The major two factors are comprised in this theory that is Hygiene factors and motivating factors (Onoyase, 2017). Hygiene factors involve the working conditions, salary and benefits, supervision, status and the policies of the company. The job satisfaction was not given by Flora to the employees who bring the adverse situation in the Floras Fast Food restaurant. The changed policy without considering the job recognition is being the reason of job dissatisfaction. The factor of motivation involves the recognition, achievement, responsibility, job challenge, advancement and growth. However, appraisal is given by CEO which is not based on the performance and it increases the inequality at work place. It is essential for the organization to focus o n the intrinsic or motivational factors to motivate the employees (Ghazi, Shahzada Khan, 2013). Job recognition keeps great importance in the company because it ensures employees that they will get growth as per their performance. As it has been analyzed that rewards given by Flora was not effective which demotivate staff members (Dartey-Baah Amoako, 2011). Vrooms Expectancy theory (VET) Vrooms expectancy theory is another theory of the motivational assumes that behaviour results from aware options among substitutes whose aim it is to increase the happiness and decrease the pain. It has been realized by Vroom that the performance of the employee is based on the factors of an individual such as personality, knowledge, skill and experience. Expectancy, instrumentality and Valence are three elements of the Vrooms expectancy theory. The first element of the VET is expectancy theory that increases the efforts will lead to right path. People get more confident when they realize that they can accomplish the task with good skills and it may lead them to get possible outcomes as per his expectations. Instrumentally is the second element of the VIT that can be considered in the form of thought that if an individual performs well, and then an effective result will bring to that individual. It has been analyzed through case study that due to lack of job recognition, many staff m embers are disappointed and it impacted bad influence on the organizations behave. Valence is the final component of vrooms expectancy theory and it is expected satisfaction which an individual attains from a particular reward. The value of them is based in individual differences (Hsu, Shinnar and Powell, 2014). Adams Equity theory Adams equity theory is the motivational theory which can be applied on the functions of the organization to improve the productivity of the employee. It has comprised two factors such as input and output. Input includes the loyalty, skill, ability, adaptability, flexibility, determination, enthusiasm, support of colleagues and trust in superiors. It is vital for the organization to increase the input factor of the employees for earning competitive advantages. Output involves the financial rewards such as salary, benefits and perks and intangibles include responsibility, sense of achievement, stimulus, praise, job security and recognition (Bell Martin, 2012). It has been analyzed through case study that various policies and new equipments have been introduced by Flora without analyzing the skills and flexibility of the employee. The communication between employees and employer did not make which bring the issue of job recognition. It is vital for the company to delegate the work as p er the performance and the skills of the employee so that they can content themselves and do not get demoralized (Bolino Turnley, 2008). Literature Review A companys success is dependent on the motivating employees. One of the biggest concerns of manager should be made meaningful contributions even in smaller task. Motivation is necessary for increasing the productivity of the employees and the strength of the motivation techniques is job satisfaction, increase productivity, improve learning capacity, and improve efficiency and more engaged with works and employee as well. Job satisfaction is integral for the employees to stay in a company for the long time (Danish Usman, 2010). Factors which influence the motivation levels There are various factors which may influence the levels of motivation of the employee. There are some common and managerial practices that may influence the motivation level. It is necessary for the employees to get any rewards and recognition for their work and when they do not get what they deserve, they start to feel that no one cares. There are some reasons that reduce the productivity of the employees and motivation of the employee as well such as unnecessary policies, fostering the competitive work environment, poor feedback and unfair treatment. The consequences of unmotivated employees Due to lack of motivational factors, employees of the company get unmotivated and start to think to leave the organization. Unmotivated employees spread the negativity at the workplace which impacts the performance of others as well. Poor performance, dissatisfaction, poor customer services and decreased revenue are the consequences of the unmotivated employees. Unmotivated employees do perform at a lower level in comparison of others worker. Unmotivated employees are unable to provide the efficient services to the customer (Millette Gagn, 2008). For instance, if organizations are unable to handle the accounting, returns of handling complaints and order fulfillment, they will be unable to provide the adequate image in the view of the outsiders. Unmotivated employees may being the reason of the decreased revenues because when they do not motivate, they will not prefer to accomplish the take which may lead the company into adverse situation. Way of improving the situation There are various ways which improve the situation of the company by motivating the employees of the organization. Initially, organizations need to understand the demands and desires of the employees. Job recognition is essential component and it has been analyzed that consistency, clarity and fairness are necessary for the job recognition. As per Aziri, (2011), job recognition is considered as the situational because each individual are different preference and for enhancing the motivation with the help of job recognition, an organization should conduct the rewards and recognition program. Recommendations In the limelight of above discussion, it has been concluded that job recognition is crucial for motivating the employees in an adequate manner because without motivation employees cannot perform in an adequate manner. The case study has been analyzed and it can be concluded that Flora should understand the skills, knowledge, flexibility and experience of the employees before implementing the policies. She should consider the experience first and retain the customer by providing the challenging task so that boring cannot occur by doing same work for a long time. But for it she should also provide the training for increasing the confidence of them. Promotion should be done on the basis of experience; it will increase the boost of them to connect with the company for long time (Danish Usman, 2010). There are various motivation theories that should be implemented by Flora to encourage them and make them sure that they are valuable assets for the company. Along with that it has been reco mmended that clarify of vision and mission should be necessary to motivate employees. Incentivize program is crucial for improving the efficiency of the employees because it is the factor of motivation which is able to fulfill the psychological need of an employee in a different way (AbuAlRub AL?Zaru, 2008). References AbuAlRub, R. F., AL?ZARU, I. M. (2008). Job stress, recognition, job performance and intention to stay at work among Jordanian hospital nurses.Journal of nursing management,16(3), 227-236. Aziri, B. (2011). Job satisfaction: a literature review.Management Research Practice,3(4). Bell, R. L., Martin, J. S. (2012). The relevance of scientific management and equity theory in everyday managerial communication situations. Bolino, M. C., Turnley, W. H. (2008). Old faces, new places: equity theory in cross?cultural contexts.Journal of Organizational Behavior,29(1), 29-50. Danish, R. Q., Usman, A. (2010). 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