Motivation, Stress and Communication Essay Example | Topics and Well Written Essays - 1500 words

Motivation, Stress and Communication - Essay ExampleJob Design Considerations as mankind Re bloods ManagerAs a human resource manager in Home Depot, the a contrast design involves, which planning directing, and coordinating human resource management activities in the organization in sound out to increase the strategic use of human resource and maintenance of function like employee recruitment, compensation, strength policies and regulatory compliance. The human resource manager has been charged with the responsibility of identifying staff vacancies and recruiting, interviewing and selecting applicants, allocating human resource, ensuring grant matches between personnel and providing current and prospective information to the employee concerning job duties, working conditions, wages, opportunities for promotion and benefits. Moreover, the HRM performs the duties of staffing, which include understaffing, refereeing, firing, administering disciplinary procedures, advising managers on matters tie in to equality in employee opportunity and recommending changes.Use of Goal Setting to Motivate PerformanceGoal mise en scene can be applied for motivate performance through the Goal-setting theory of motivation, which was developed in 1960s Edwin Locke, whereby it states that setting of goals is related to task performance (Lunenburg, 2001). The theory explains the specific and challenging goals and appropriate feedback that facilitates improvement in performance, since the goals offer guidance to employees concerning their gets, and the efforts that atomic number 18 required to achieve these objectives. These goals increase the willingness to work, thus making them a source of motivation, though there is a need for clear, particular and sophisticated goal as a motivating factor, instead of general, basic and vague goals. on that pointfore, the specific and clarification in the goals results to an increased performance, and goals are associated with deadlines f or completion in order to avoid delays and misunderstanding. On the other hand, the goals are expected to be realistic and challenging, and it gives individuals a touch perception of pride and triumph after attaining the set objectives, thus setting them up to achieve the next goal. In this case, a challenging goal is a substantial reward, and there is a passion associated with achieving, through appropriate feedback that guides the employees behaviors and contribute to increased performance is needed. Clarification, regulation of difficulties and attaining reputation are the purposes of feedback, and these assists the employees to work to facilitates more job satisfaction. There is a need to reinforce the increased performance through facilitates the sustenance of desired behaviors, thus creating the need for borrowing ideas from the Reinforcement theory of motivation that was proposed by BF Skinner and his associate. The theory states that the individuals behaviors are functions their consequences and this is based on law of effect, whereby there are behaviors with positive consequence that are repeated others take in banish effects, and they tend not to be repeated. The positive behaviors contribute to achievement of organizational goals while the negative behaviors reduce the efforts towards