Success Breeds Success
There is graffiti on a wall in Pompeii dating back over 2000 years that says:
"Si quis stultus nihil aliud. Redderet enim"
- If anyone wants something for nothing he is a fool. He should pay for it!-
Despite this early insight into the fundamental basis of monetary motivation the primary reason for the Empire's failure and entering the Dark Ages was a combination of a slave-based economy with a decentralized and inefficient trade system.
Human resources can be an organisation’s largest and
most difficult to-control expense, but it can also be central to affecting
organisational performance and as such is a key task for a company to manage in
order to maximise productivity and enhance creativity whilst controlling costs.
High-performance work practices’ (HPWPs) include, for example, incentives,
training, employee participation, selectivity, and flexible work arrangements. These
HPWPs practices increase employees’ knowledge, skills and abilities resulting
in greater job satisfaction, lower employee turnover, higher productivity, and
better decision and subsequent increase in performance, all to the
organisation’s benefit. It can be shown that
HPWPs improve organisational performance and studies have demonstrated that
organisations can increase their performance by 20%.
The Organisation for Economic Co-operation and Development (OECD) has
defined high-performance work places or organisations (HPWOs) as those that are
moving towards a flatter and less hierarchical structure, where people work in
teams with greater autonomy, based upon higher levels of trust and communication.
It is the role of the HRM department to address these issues in the job design. A boring and monotonous job stifles motivation to perform well whereas a challenging job enhances motivation. Employee commitment and motivation have to be
actively managed to ensure employees are attracted, motivated and retained and
the old adage of ‘a fair day’s pay for a fair day’s work’ is no longer enough
to gain a competitive edge. Reward system management is usually associated with monetary values in terms of salaries and bonuses and money is the most motivating factor among most employees. It can, however, include non-financial rewards such as recognition, promotion, praise, achieve,met, responsibility and personal growth.
Belbin identified eight team ‘roles’ including
Company Worker, Shaper, Chairmen etc with each role required to act at differing times
throughout the groups development. Individuals can perform more than one role
and the team selection is crucial and in particular the leaders, who must take
an overview, anticipate problems, create an environment for success, and
provide direction and vision and, most importantly, motivation. The
establishment of the right balance in a team is an essential factor for success.
Summary
Mia Hamm once quoted "I am a member of a team, and I rely on the team, I defer to it, and I sacrifice for it, because the team, not the individual, is the ultimate champion". By establishing HRM high-working performance working practices for all; an organisation can increase its productivity and enhance creativity whilst lowering costs and improve employee's job satisfaction and as Mia Hamm also quoted; "success breeds success".
Summarised Extract of Paper Presented April 2012
by D Staines CEng MIStructE