Job Design, Work, and Motivation

NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.

NB: All your data is kept safe from the public.

Table of Contents

Abstract
Introduction
Problem Statement
Background of the Company
Profile of the company
Discussion
Conclusion
References

Abstract

The job design will influence effective satisfaction of employees in all work assignment they perform. Each company has its own ways of motivating its employees and specific job design. The company whose job design and motivation analyzed is HSBC bank. The abbreviation HSBC in full is Hongkong and Shangai Banking Company.

Motivation aspects of this banking company were based on good working environment for its employees. The HSBC bank had initial objective of being the local bank that served and fulfilled the needs of the local people. This became to be one of the driving forces for the preference of the bank by many customers.

The main reason of job design and motivation of the company is basically for time management. All these enhance effective operations and improve performance of the employees. The employee performance in the job place is instrumental as this enables the management to adopt smart ways of working.

The bank had developed team building with proper focus on the alignment and coordination of meetings. The meetings are source of strength and motivation for all the employees.

For sustainability, HSBC bank is very effective in long term management of business and is spread across the world in many countries. The wide expansion enables large profits. The large profits proved that the management system and its leadership could be trusted hence more development process.

The HSBC bank has an outstanding performance and this further increased its market size. The market size increased with specific population in many branches both locally and abroad making more investment moves. Even in the most economic hard times, most customers had made deposits in the bank which resulted in large investment capital. The large investment calls for effective job design and motivation.

Introduction

Managing people in work place is an essential part on the management process. For instance, the importance of workers in an organization setting is noted that organization and human element are synonymous. The organization should look at the employee as the major source of improvement.

This is because the employees fulfill goals of any given company. In order to enhance effective job design and motivation in an organization, there must be full commitment of both the employees and the employer to find ways in which such can be implemented effectively (Robertson & Smith1985). Motivation and work design deals with conscious behavior of human in away of energizing and sustaining work performance in time.

Problem Statement

The statement of the problem is to identify certain roles of work design and motivation that must be applied in the effective management for a successful business. This gives various aspects of job design because it is the work arrangement or rearrangement aimed at reducing job dissatisfaction and alienation of employee which comes about as a result of mechanistic and repetitive work talks. The job design is incorporated because efficiency and accountability is very helpful in an organization.

This has called for the need to verify certain motivational structures both for the employees and the investors in order to maintain their supportive gesture to the company (Robertson & Smith1985).

This creation of informed workforce will automatically facilitate business output. In simple terms, the problem of understanding one another is eliminated and development of trust comes up strongly in support of business. The HBRC bank ensures this challenging component of administrative process is fixed at the right way.

The importance of the problem to the organization is that they have been able to analyze their performance. In this analysis, motivation at the work place would be an important aspect of management to be respected by both the teams.

HSBC bank Company is able to engage with the senior executives that enable the employees and their leaders to get respective promotion. It is important to study this problem because normally it affects relationship on employee expectancy with work performance.

Background of the Company

HSBC Bank is a subsidiary owned by HSBC holdings. Its business operations range from commercial banking to personal finance, investment and corporate banking to private banking services. The bank is ranked top in Britain as the best financial institution among the five big banks.

This is because customers have developed trust in the bank and more deposits are placed in the bank than those taking loans. The loan to deposit ratio is approximated to be 90 percent. This is a high figure and the capital investment is used in expansion of more branches.

It is from this consumer trust that the banking company has had higher investment returns because they are able to utilize the funds for further expansion. The expansion is done by opening of more branches and this made it to be one of the largest banking groups globally.

The bank fully funds its operations which enabled its continuous growth since its inception in 1865. Its development was boosted by acquisition of Midland Bank Group dated back in 1992.

In addition, to consolidate its base and expansion, it also purchased Frances’s Credit Commercial de France S.A. Currently is CCF S.A. This purchase was done in the year 2000. All these were some of the ways of enhancing its expansion process.

The bank success is due to the combined effort of the management in liaison with the Non- governmental organizations, employees and engaging with governments with their regulatory policies in order to offer a favorable environment for the business.

Profile of the company

The operation of HSBC Bank is in many countries which are approximately to be more than eighty territories globally. The Bank provides financial services to more than one hundred million customers in the whole world.

The success of the bank majorly depends on the satisfaction of customers and strong commitment and engagement of employees. This engagement improves motivation and creates good relations and working environment.

The company was selected because it had all the potential information pegged on its job design, the nature of work and motivational aspects of business performance. HSBC Bank is also an international company that has had numerous operation experiences and has developed good customer relations. The management system has proved to be very successful in many areas from investment and expansion to good leadership which is worth emulated.

Discussion

On the discussion of job design, work and motivation, the HSBC Company has shown greater aspects that relates to the general manner of its operations. This company has incorporated well the desired step to have a better work design. These include building effective percentage of time in the description of the jobs in the company.

It ensures that individual employees understand the concepts clearly and very well for successful implementation of business ideas. There is also budgeting of time into to effect learning and development of skills in any job that the company does.

This company has actually utilized this provision and had a well balanced timing in the way of operations. The job design was enhanced through creating of time for project development. This project development was realized through creation of more branches and as a result the HSBC Bank had branches in more than eighty countries.

The management is very effective as well as the front office staff. This brings out good job design to the company because the chief executive of the HSBC Bank was able to champion the priorities of the bank to the respective governments in various countries where the bank had opened braches.

This facilitated the operations and resulted as one of the best ways of creating job design. The network enabled smooth operations without any political interference in most of the countries and this enhanced positive public view on trusting the financial institution.

In optimizing on the time expenditure in major company events, HSBC Bank facilitated this through creation of timely events in their group meetings. The timely event in management ensures good job design and therefore enhances management strategy (Robbins & Judge 2009).

The company had well job descriptions on how time ought to be spent in the work. This gave out clear outline and the type of work that an individual is able to accomplish within a given period of time. This division of duties and job specialization enable effective performance with no strain at all on the side of employees in most instances (Gibson, Ivanchevich, Donnelly & Konopaske, 2003).

In reinforcing the work performance, the HSBC Company ensured that time management was of the essence as this is the backbone of the major success factors that the company must adhere to.

In addition, the accomplishment of duties must be done systematically with current tasks given first priority before any other job is allocated. This completion of pending work will create sufficient time to avoid being late with the urgent items that have got limited days to finish.

Motivation of employees is of great importance because from the school of human relations, businesses are taken as social systems where productivity is influenced by emotional and psychological factors. It is very important to be positively oriented when doing something in order to achieve the set goals and reach the expectations.

Nothing good comes easy and this is a universal truth. This is realized in the company because the employees are not discriminated and their recruitment is done irrespective of gender, age, disability or ethnicity. It is from this initial take that employees are motivated by the good management approach.

In general aspects, job performance is based on motivation and ability of the employees. The ability will depend on the experience, education and effective training of the employees.

Motivation according to various human resources can be improved faster. The various strategies for motivation that the company must have put into consideration are: having high expectations or reinforcement of employees (Adair, 2009).

The employee’s efforts must be appreciated in terms of rewards and recognitions of their good work. Secondly, motivation comes as a result of effective discipline. This is very instrumental in HSBC Bank.

Fair treatment of persons is another contributing factor in the work environment motivation (Adair, 2009). Fair treatment of people or employees is another important challenge that the companies are looking for. The employees of HSBC Bank are treated fairly during the work.

This create good working environment for all the employees and hence effective delivery throughout. In the same way, the company is able to satisfy the needs of the employees. Motivation is also realized when there are set work related goals and the restructuring of jobs for effective handling of ideas and issues.

The restructuring is done through identification of the employee’s talents and doing the appropriate allocation of duties. The HSBC Bank practiced this in their system of management whereby restricting of the work was done and expansion of more branches of the bank was done successfully.

The final motivational strategy is through rewards on good performance. Reward makes the employees to work tirelessly because of the anticipated benefits that can come by. In this financial institution, the bank offered very competitive package as reward and other carrier development chances within the strong organization that has sound values.

The motivation principle of employee too brings out good organizational environment with effective productivity. In HSBC Bank, there is an annual peace survey done globally and this acts as one measure for employee satisfaction and engagement. A bout 81% confirmed that they were very happy about working with the HSBC Bank.

The employees are allowed to participate in local volunteering programs. There are investments initiatives for the employees who are community based and enable them to be involved and share their expertise accordingly.

Conclusion

This study has actually revealed that there are correlations that exist within job design, satisfaction and commitments. There is no difference in the motivation of professional and even non professionals who worked in the HSBC Bank.

All employees were treated with equal respect and this facilitated their love for work irrespective of individual status. The bank being the best performing institution enabled good environment for job performance. The problem of job design, work and motivation is also seen as synonymous and in most cases they cannot be implemented independently.

In other areas, it is reflected that importance of workers in an organization is crucial as this enables the company to implement its functions without any failure. HSBC Bank managed to offer continuous positive feedback for its employees. The rapid expansion of the organization is very handy in ensuring that proper human resource program is put into measure.

The studies have also reflected that proper communication and reward system has played major role in motivation for the employees who are all able to commit more time in the management process. The outstanding performance of the bank promotes its market size and consequently more expansion. This expansion created more international branches where all the investments are spread.

In addition to the efficient work, the bank enables the employees to enjoy their work through such motivations. Further more, more than 81% of employees are willing and able to work at the company due to the given motivation. The future work motivation is expected to continue so that the company continues in attracting deposits. Finally, the work design and motivation is very important in all the management process of all the companies.

References

Adair, J. (2009). Leadership and Motivation: The fifty- fifty rule and the eight key principles of motivating others. London: Kogan Page.

Gibson, J., Ivanchevich, J., Donnelly J. & Konopaske, R. (2003). Organizations’ Behavior, Structure, Processes. New York, NY: McGraw Hill.

Robbins, S. & Judge, T. (2009). Organization Behavior. (13th ed.). New Jersey: Prentice Hall.

Robertson, T. & Smith ,M. (1985). Motivation and Job Design: Theory, research and practice. New York, NY: Hyperion Books.

Click Here To Order Now!