诺丁汉大学论文代写:开发和管理的人

诺丁汉大学论文代写:开发和管理的人

•员工的参与和承诺——自组织为个人工作以及员工个人的职业发展,后者感觉朝前负责。这导致自我激励员工,提供100%的组织。此外,员工感觉更连接到组织并尝试他们最好的水平,使组织成功。换句话说的员工敬业度和员工承诺水平增加一个组织(Maltin,好歌,2010年,页324)。

•留住员工,提高员工承诺导致更多组织的生产力,因此组织奖励或评价其明星员工。这种情况下激励员工更加努力地工作,保持与该组织有关。

结果

马斯洛的需要层次理论是由亚伯拉罕·马斯洛提出的。通过这个理论他解释说,人类有动力努力工作并交付100%分配一个工作当他们五个基本需求得到满足。他安排这五个基本的人类需求金字塔形式来解释他们的相关性以及重要性(从下到上)。适当的员工发展和管理帮助组织创建这个积极性高的员工。

诺丁汉大学论文代写:开发和管理的人

• Employee Engagement and Commitment – Since the organization works for personal as well as professional development of individual employees, the latter feels responsible towards the former. This results in self motivated employees that deliver their 100 percent to the organization. Moreover, the employees feel more attached to the organization and try their level best to make the organization a success. In other words the level of employee engagement or employee commitment in an organization increases (Maltin, E.R., 2010, pp 324).
• Employee Retention – Increased employee commitment results in more organizational productivity and therefore the organization rewards or appraises its star employees. Such a situation motivates the employees to work harder and remain associated with the organization.
Result
The Maslow’s hierarchy of needs’ theory was proposed by Abraham Maslow. Through this theory he explained that humans get motivated to work harder and deliver their 100 percent to an assigned work when their basic five needs get fulfilled. He arranged these five basic human needs in form of a pyramid to explain their relevance as well as importance (from bottom to top). Proper employee development and management helps an organization to create this breed of motivated employees.