英国代写论文-人力资源管理的目标设定理论

  英国代写论文-人力资源管理的目标设定理论。洛克和莱瑟姆的目标设定理论是动机驱动的重要组成部分,在特定的和具有挑战性的目标被认为是鼓舞人心的,而不是简单的目标(洛克和莱瑟姆,2013)。及时的动机性反馈是一种动力。然而,这一理论受到了批评,因为在做决定时往往不考虑潜在的结果,而故事只关注动机是如何发展的。因此,在人力资源政策方面,应注重岗位设计,重点是岗位扩招、充实、管理风格和文化、授权、弹性工作、安排、质量圈和岗位轮换。接下来论文范文英国代写论文-人力资源管理的目标设定理论分享给留学生阅读。

  Locke and Latham’s goal setting theory is integral to motivation drive where target in specific and challenging goals are perceived as inspiring as opposed to easier goals (Locke & Latham, 2013). Timely motivational feedbacks act as a drive. However, this theory has been subjected to criticism in the context that decision making does not often take into account the potential results and the story only focus is on how the motivation is developed. Therefore, in terms of HR policies, care should be taken to develop the job design which should focus on job enlargement, enrichment, management style and culture, empowerment, flexible work, arrangement, quality circles and job rotation.

  As a part of this organisation, I have been promoted to a senior safety programme auditor with suitable compensation. The need for the reward system can be justified through J.Stacey Adams Equity theory, which proposes that employees identify themselves from the job outcomes in relation to their input efforts. They compare the input output ratio with other references to evaluate their current position (Torrington et al., 2005). In the given situation, it should be the duty of the management to resolve inequity right away to eliminate the perception of favouritism or unfairness, which is detrimental in terms of employee motivation. Adams equity theory has found perfection in Victor Vroom’s expectancy theory which has been developed through the relationship of three variables: effort-performance linkage, performance-rewards linkage and attractiveness of reward linkage (Parijat & Bagga, 2014). Vroom’s expectancy theory was later extended by Porter and Lawler to incorporate other features as if abilities trade role perceptions and expectations.

  I employ the medium of communication as an effective technique for encouraging organisational developmental intervention and employee motivation. Hayes had recommended for unique characteristics of communication which can be effectively exploited: role directionality, content and channel. In terms of directionality, communication occurs in a two-way process, where the information is passed from important to the recipient and vice versa. While in terms of motivation, communication has the greatest role of influencing employees and leaders. They should rightly identify and activated at all the potential stages of organisational changes. Communication should be contextually justified and cleared such that messages are straight-forward and are able to communicate the intention to the recipient. It can be channelized through various online and offline media (Hayes, 2013).

  论文范文英国代写论文-人力资源管理的目标设定理论就为留学生分享到这里。有关更多论文代写的问题,留学生们可以在线咨询英国论文代写Advanced Thesis平台客服,此论文代写平台专业信誉高,论文代写价格公平合理,擅长写作科目广泛,有硕士论文代写、essay代写、assignment代写等论文服务,丰富的论文代写经验值得留学生选择和信赖!

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