BUSINESS MANAGEMENT

Motivation and Culture in the Field of HR Departments

Motivation and Culture in the Field of HR Departments

Memory relates to individuals, similarly culture relates to society. Culture consists of certain incidents and experiences occurred with group(s) of people and they were so valuable conveying to descendants and peers. In other words, culture includes shared practices and behaviours made by human beings in a society. These two notions illustrate former definitions of culture, which signify on what is outside the person. For instance, does an individual move towards right or left. In contrast, the contemporary concept underscores what is inside an individual. For instance, people tend to interdependent in groups or self autonomous (Stone-Romero & Stone, 2008).

The role of HR in culture change is very significant and involves a five steps process in transforming a pessimistic culture into a corporate culture. The first step is assessment, which will provide the current standard or level of the organization. The assessed standard then needs some guidance and direction. The third step will employ enhancing the internal infrastructure of the different departments in an organization. After following these three steps, a firm will appear in an evolved form and will move towards a collateral organization. At this point, the HR department needs to be more dynamic and preserve the former steps in continuation. Last step includes training. Counselling, coaching, and trainings play an important role in sustaining a fruitful culture of motivation. This process does not end here and is a kind of recurrence to achieve better outcomes (Inyang, 2011).

The Traditional culture of organizations have now transformed into corporate culture, which have also brought some innovative methods of keeping employees motivated.

In this context, the three main purposes of HR department are to persuade qualified and proficient employees to grow in a corporate culture and keep them motivated, so that ultimately organization yields better outcomes relating to profit and revenues. The activities of HR department are significant because they use to magnetize, retain, and motivate employees. Some important activities of HR include conducting an audit of the recruitment and selection process, enhancing the recruitment approaches, enhancing the selection criterion, conducting an audit of the assessment function, enhancing the assessment function, conducting an audit of the promotion process, enhancing the promotion process, conducting an audit of the remuneration and reward method, enhancing remuneration process, and design retention stratagems (O'Flynn, et.al, 2001).

Figure 1: (Poloski-Vokic, et.al, 2008).

HR managers in every organization should make sure that their employees are highly productive in major areas associated with the company's best interest. However, being productive does not guarantee that employees are also motivated and satisfied. The significance other essentials illustrated in figure 1 are also adequate for executing high productivity. Importance and motivation are interchangeably connected with other. Motivation usually comes from an achievement or a destiny in mind to be accomplished. For this purpose, HR managers and director should design innovative tasks ad projects along with realistic deadlines and benchmarks (Poloski-Vokic, ...