Do you think this recommendation will work? Make sure to cite professional references. The Purpose of this
Question:
Do you think this recommendation will work? Make sure to cite professional references.
The Purpose of this memo is to review scientific literature regarding employee motivation and how that relates to this organization. Research conducted by Marcel F. van Assen (2019) reviewed the notion that training with the common improvement method (an umbrella term for aspects of standardized training typically thought to facilitate employee learning) has been shown to facilitate continuous improvement. However, this often has not been as successful as originally portrayed. The study instead found a negative correlation between the common improvement method and employee involvement, stating "that there is a negative interaction effect between training and the use of a common improvement method such that the higher the use of a common improvement method, the more reduced the positive effect of training on employee involvement is."(Van Assen, 2021).
In Assen's (2019) findings, the research study ultimately recommends the use of the continuous improvement method to prevent employee burnout and retain employee involvement. However, there are numerous other ways to improve employee motivation and engagement.
Jenni Kovach (2023), a writer for the Society of Human Resource Management (SHRM), suggests that one of the best ways to keep employees motivated is to allow them to have a voice. In the context of corporate training, this could look like requesting feedback regarding their progress, listening to suggestions on what could be improved, and possible additions or subtractions to the material(Kovach, 2023).
Jason Miller (2023), a writer for Forbes, recommends using a variety of tactics such as rewards and recognition for participation, Flexibility in the schedule, and increased time off to recover from the pressures that work and training can place on an employee(Miller, 2023).
Regardless of what method of increasing employee engagement is utilized, the question would remain: How would we measure employee involvement and improvement? Fortunately, there is a plethora of research regarding how to measure involvement and engagement.
One method for tracking employee engagement, as used by Harvard Business School's (2021) study on employee engagement, is to utilize self-reporting for employees. In the context of this organization, questions on the periodic survey could ask employees:
- To rate their overall interest in the material contained in the training.
- To rate their level of employee burnout.
- To rate their level of perceived progress in the training program(Stein et al., 2021).
However, self-reported data may not always provide an organization with the most accurate results as it may contain bias(Rosenman et al., 2011). Luckily, there are other methods for measuring engagement. One method discussed by Qualtrics (n.d.) is to measure employee performance. While there could be other reasons for poor employee performance, one possible indicator could be a lack of employee engagement. Another possible method is to measure the amount of employee absenteeism and turnover rates within the organization(How Do We Measure Employee Engagement Effectively?n.d.).
Ultimately, my recommendation for gauging employee motivation and engagement is a combination of all the aforementioned methods. These practices and measures will allow this organization to take steps to actively promote employee engagement while also tracking progress.
The Legal Environment of Business A Critical Thinking Approach
ISBN: 978-0132664844
6th Edition
Authors: Nancy K Kubasek, Bartley A Brennan, M Neil Browne