Case Study of Maple Coursework - 550 Words

Case Study of Maple (Coursework Sample) Content: Case Study on MapleByStudentà ¢Ã¢â€š ¬s NameInstitutionCourse NumberInstructorà ¢Ã¢â€š ¬s NameDate of SubmissionImpact of Employee Motivation on Workplace PerformanceThe human resource of Maple is concerned with maintaining the morale and motivation amongst the companyà ¢Ã¢â€š ¬s stuff as this determines the positive results and feedback that the company will receive. The recession period is a trying period on both the management and employeeà ¢Ã¢â€š ¬s sides as both parties are not receiving the expected results (Root, 2015). As a result, this could lead to negative attitude to both employees and management (Root, 2015, p. 1). Negative attitude leads to negative morale and as a result poor performance.The human resource of maple is therefore working towards developing positive workplace attitude (LS, p. 2). This can be attributed to the fact that the management of Maple is aware that high-performance workforce is significant for growth and survival of the compan y during the recession period (HBR, 2013). Engagement of employees is hence essential for positive performance.Human Resource Strategies for Employee MotivationDuring recession periods, it is necessary to motivate employees for positive results from the company. There are several strategies that the human resource at Maple should use in order to maintain the morale of their employees (LS, p. 4). Money in terms of incentives, increased payroll can be a major motivator that the Maple managers can use to motivate their stuff team (ACCA, 2014). Stuff can be pushed towards the achievement of targets through bonuses which happen to be mind-blowing and at the same time easily and positively affect the performances of employees (Gardiner, 2015, p. 1).Cost cutting is not a wise move for Maple to use during the recession period as this leads to stress which inhibits performance amongst employees (Wilkinson, 2009, p. 1). Offering a more flexible working environment and hours for employees that can for instance allow for work from home is a strategy which can be used by Maple to keep their employees motivated and enable the company to thrive from the recession period (PB, 2014). Maple can as also reduce the working days of employees as this will justify for the reduced salary and as a result maintain standard performance by the company. Voluntary reduction in incentives and salaries will reduce on cost while at the same time make employees feel valued within the company (Mazumdar, 2015).According to McGuinness (2009), money is not an important factor for employeeà ¢Ã¢â€š ¬s motivation. This is a principle Maple can borrow and instead focus on intrinsic motivators whereby an employee gets satisfaction from the outcome of the work (McGuinness, 2009, p. 1). Maple can also concentrate on extrinsic motivators in which an employee gets rewards from achieving a set target (ACCA, 2014). Personal motivators can lead to positive performance due to motivation derived from individua l values (Foot Hook, 2011). Maple can use other people to act as interpersonal motivators to their employees by influencing them positively.Motivators are the major strategy that most organizational managers can use to ensure they maintain a highly efficient working stuff (Roche, et al,. 2011 p. 3). With the use of motivators, Maple will ensure their employees work dedicatedly towards the achievement of a set goal (Reà ¢Ã¢â€š ¬em, 2011, p. 6). Maple should for that reason constantly assign duties to the workforce as this will maintains focus and order in the company.The situation at Maple involved making of changes which would in turn affect the salaries of employees. As a result, the management can resolve to use the available resources efficiently and work hand in hand with the stuff member in ensuring that they deliver the best products of quality stands to the consumers (Armstrong, 2014, p. 7). On the other hand, Maple can motivate their employees through offering of relevant training, management development and giving out incentives which will in turn act as motivators to the employees (Armstrong, 2012).References ListACCA. 2004. Managing People. Study text FTC Foulks Lynch: Berkshire.Armstrong M. 2012. Armstrongà ¢Ã¢â€š ¬s Handbook of Human Resource management Practice. 12th Edition Kogan page: LondonArmstrong M. 2014. How to be an Even Better Manager. 9th edition: London