Managing Talent Across Borders

Part 1: Literature review

Introduction

The review of the existing literatures are appropriate to develop proper knowledge and understanding though which it is possible to acknowledge the research topic which is Impacts of human resource management and employee motivation on the multinational corporate firms. The existing literatures explore the theories and concepts related to the employee’s motivation and the human resource management where it become easier to gather a huge range of knowledge and understanding related to the research topic. In this study, it is possible for the researcher to explore the theories and models of managing human resource in the organisations as well as represent the secondary data through gathering a vast range of secondary sources of information including books, journals, articles, business letters and online research websites which are important to review the literature and gather more in depth knowledge and understanding related to the above mentioned research topic. The literature review is effective to develop conceptual framework through which it is possible to understand the concept of the paper as well as analyse the research topic efficiently. Moreover, different themes will be developed which would be effective to represent the study and improve understanding on the theories and concept of the research topic through representing different themes in the literature review. For students who are looking for business dissertation help, this literature review is going to provide the most comprehensive overview of relevant theories and concepts.

Conceptual framework

Thematic analysis

The literature review is appropriate for developing effective theme on the basis of which, it is easy to discuss the existing theories and concepts related to the research topic. The research topic is to analyse the impacts of human resource management and employee motivation on the organisation and through developing different themes in the literature, it is possible to improve in depth understanding and gather more knowledge for further analysis. The themes will be represented further.

The major themes of the literature are such as Organisational strategies to human resource management, strategies of employee motivation, importance of employee motivation, benefits of the human resource management and impacts of the employee motivation and human resource management on the organisations, which are appropriate for this research topic which is to analyse the impacts of human resource management and employee motivation on the organisations.

managing-talent-across-borders

Theme 1: Organisational strategies to human resource management

The human resource management is the process of organisations in redesigning the strategic planning to handle the workforce and manage the organisational internal workplace, where the staff members and the managers can work collaboratively to meet the ultimate business objectives. in this regard, all the multinational; corporate firms in the recent era of globalisation focus on the human resource management strategic planning which is considered to be an effective corporate strategy to run the organisation by enhancing the organisational productivity and efficiency (Cox, 2014). The employees are the major internal stakeholders of the companies and the performance of the staff members and employees are the major contributing factor to achieve future organisational success. In this regard, the strategic planning of the human resource management is crucial for all the organisations to handle the workers and lead them towards achieving future success (Okuboyejo, 2016).

In this context, the external environment of the organisation needs to analysed where the competition, government regulations to hire the employees, market trends and employment in the market are important factors where the organisations hire the right candidate for the organisation, who can perform according to the organisational practice and job responsibility (Peter, Taiwo, and Utomi, 2016). In addition to this, considering the business strategic planning, the organisations focus on the human resource planning, recruitment and selection of the candidates after proper screening and interview, induction process for sharing the working activities and organisational practice as well as the other factors such as organisational culture, structure of the firm, employee skill and policies are important to restructure the human resource management practice in the organisations (Shin and Konrad, 2017). In this regard, the managers in the human resource department aim at developing proper organisational culture with harmony and freedom and maximise cultural diversity and transparency to treat the employees fairly, which are effective to strengthen the human resource management strategies in the organisation. On the other hand, performance management, staffing and arranging training and development are also effective tactics of the organisations, where the human resource manager aims at leading the employees toward achieving the future success, where they try to motivate the employees and improve their productivity in long run (Lăzăroiu, 2015).

In addition to this, the strategies of managing labour relations and enhancing cooperation and communication are also effective where the managers in the human resource department aims at enhancing the partnership working practice so that all the members in the organisational workplace can collaborate and maximise the organisational objective strategically. In this regard, the organisational strategies of empowering the employees and developing cooperative working practice in the workplace are also effective tactics of the firms where the managers try to create values for the employees and empower all the employees for motivating them ad increasing their interest to perform better with their full potential. On the other hand, for enhancing creativity and innovation, the human resource managers try to empower the employees and provide them freedom to work and encourage their creativity so that they can perform better with their undertaking and personal skill (Osabiya, 2015). The leader and the managers in the multinational corporate firms also focus on managing the cultural diversity, as in the recent era of globalisation, there is strong employee migration from one place to integration countries ad there is transfer of skill and technology where the managers try to utilise cultural diversity in a positive and fruitful way to utilise the different skill and experience of the employees and improve their performance for achieving future success of the organisations.

On the other hand, the rules and legislations are also playing curial role in managing the workers in the workplace, where the leader and the managers try to implement the employee legislation such as Minimum Wage Act 1948 and Health and Social Care at Work 2008 to provide safety to the employees and give them proper incentives and salary as per their working contribution in the organisation (Alijaf, and Sadq, 2015). In addition to this, the legislations such as General Data Protection Act 2018, Equality Act 2010 and non-discriminatory rules are also there to protect the employees and treat them fairly at the organisational workplace. Hereby, the employment law and legislations are strict and it provides a scope to the leader and managers of the multinational corporate firms to hire the right employee and maximise the organisational performance by leading the workforce towards achieving success ethically (Ugoani, 2018).

Theme 2: Strategies of employee motivation

Employee motivation plays an important role in the human resource management of the companies, where the leader and the managers are responsible to motivate and encourage the employees for high performance, so that they can contribute with their full potential in the organisation to fulfil the ultimate organisational aims and objectives. In this regard, the theories of Maslow’s hierarchy of needs and Herzberg’s two factor model are effective to describe employee motivation in the workplace. As per the Maslow’s hierarchy of needs, it is necessary for the managers and the leader of the organisation to fulfil the needs and aspirations of the employees in the workplace in order to motive them and lead them towards achieving future success (Lăzăroiu, 2015). As per the model of Maslow’s hierarchy of needs, there are five types of needs which are psychological needs, safety needs, love and belonging, esteem need and self actualisation, which are curial to be fulfilled for encouraging the employees to perform productively in the organisational workplace.

As per the psychological needs of the employees, it is necessary for the managers to fulfil the basic needs of food, shelter clothing and water where the employees can fulfil their basic needs and stay healthy in the society. In the safety needs, it is the responsibility of the managers to maximise security of the employees and gives theme proper protection to work in the organisational workplace. Hereby, it is necessary to provide safety and security to all the employees in the workplace and in the recent years, the corporations focus on safety measures at the workplace as well as provide insurance coverage to the employees for their safety. In addition to this, the needs of love and belonging needs to be fulfilled in the workplace, where the human resource manager is responsible to develop strong corporate relationship and maximise inter personal skill so that the employees can cooperate with each other and share their experience for better performance (Kuranchie-Mensah, and Amponsah-Tawiah, 2016). Self esteem needs means the feeling of accomplishment and the self actualisation includes the achievement in the organisational workplace through own creativity and innovation. Hereby, the organisational leader and the managers are responsible to motivate the employees by maximising their needs and requirements through monetary and non-monetary rewards so that it is possible to create values for all the staff members.

As per the Herzberg’s theory of motivation, there are two factors which are responsible to motivate the employees and in this regard, the factors are motivational factors and the hygiene factors. Under the hygiene factors, there managers need to consider the working condition in the workplace, relationship with the co-workers, existing organisational policies and practice s well as supervisor quality and basic wage and salary which in turn provide a scope to the managers to manage the employees and motivate them for long run. In this regard, the managers need to ensure proper wage and salary for the staff as well as give them suitable circumstances and working condition to work safely and apart from that, the managers try to manage interrelationship with the co-workers so that the employee can enjoy the workplace and concentrate efficiently to perform better (Kontoghiorghes, 2016).

On the other hand, as per the motivational factors, the activities such as achievements an recognition at the workplace, managing responsibility, working collaboratively, personal growth and incentives and compensations are effective to encourage the employees and led them towards achieving future organisational success. In this regard, the human resource managers try to provide the sense of accomplishment and recognition where it can encourage the staff to perform better further for contributing productively in the workplace. Hereby, as per the models of employee motivation, it is necessary for the organisational leader and the managers to encourage the staff and fulfil their needs and create values to lead them towards achieving future success.

Theme 3: Importance of employee motivation

The motivation of the employees is considered to be one of the effective strategic planning of the multinational corporate firms to maximise the value for all the staff and lead them towards achieving success through continuous motivation. In this regard, the employee motivation is beneficial to develop strong relationship with all the staff members and maximise the needs of love and belongingness at the workplace, where the employees can improve their inert personal and emotional indigence skill. The skill of inert personal and emotional intelligence is effective for the employees to understand each other’s at the workplace and cooperate with others for better performance (Noe et al., 2017). This further enhances the team harmony where the staff members are encouraged to collaborate and focus on partnership working practice of better performance in future. On the other hand, the employee’s motivation is also beneficial for managing the sense of achievements and enhances the interesting and challenging works where the organisations can motivate the staff for better creativity and innovation (Mondy and Martocchio, 2016). The job security and working condition are also considered to be benefits of managing employee motivation, where the employees are safe in respect of job security and they can get better environment to work with safety and security. Hereby, the working condition is favourable to the staff as well as the managers also can develop suitable organisational culture to support the workforce and lead those towards organisational success.

Relationship with the colleagues is developed and there is maximisation of the organisational values and policies which restructure the workforce successfully. The employee motivation is effective to maximise the interest of the staff where they become interested to perform with their full potential to contribute efficiently in the organisational success. In addition to this, career progression with the chance of personal and professional development is another benefit where the employees have the opportunity to gather more in-depth knowledge and personal experience fir better future and this in turn motivate the staff to perform productively. On the other hand, the employees are motivated to be empowered which in turn helps to maximise the problem solving and decision making skill of the staff in the organisation.

Theme 4: Benefits of the human resource management

There are several benefits of managing the human resource of the companies, where the leader and the managers of human resource department can ensure proper staffing in the organisational workplace. through the human resource management in the organisations there are certain scope which are hiring the right candidate for the organisational activities, developing suitable organisational culture, restructuring remunerations and incentives, employee motivation, maintenance of the staff, industrial relations and the prospects of the employees. Hereby, through managing the human resource, the managers try to create values for the employees and give them a scope for personal and professional development (Bratton and Gold, 2017).

Additionally, the industrial relationship can be enhanced where the firms can maximise their operational efficiencies in the market and the employee can enhance their creativity and innovation to achieve future sustainable growth. Through the human resource management practice, the managers can also manage the cultural diversity and resistance to change in the workplace ad improve harmony and cooperation among the colleagues which in turn help to maximise the performance and productivity of the firms strategically. In addition to this, the organisations also can enhance their operational efficiency ethically by the policies and practice where employment rules are suitable to manage the workforce and encourage the employees for better performance.

Theme 5: Impacts of the employee motivation and human resource management on the organisations

In the recent era of globalisation, all the multinational corporate firms focus on managing the human resource where the employees are considered to be the major stakeholders in achieving the organisational success by contributing productively in the workplace. Hereby, it is the responsibility of the organisational leaders and the managers of the multinational firms to handle the workers through motivating them and develop suitable organisational culture so that it is possible to lead the employees and maximise their values for long run. The strategic planning of human resource management through organisational practice, human resource rules and legislations as well as organisational culture are suitable for the companies to achieve future success by retaining the long run experienced staff which are responsible to perform better and proficiently in the workplace. The human resource management and employees motivation are effective for the firms to secure future sustainable development, where the employees are major stakeholders to perform better and serve the customers or the end users strategically. It is the responsibility of the managers and the leader of the corporate firms to encourage employee’s interest and give them harmony and freedom to work so that their interest can be maximised and they are motivated to perform better in the organisational workplace (Mwabu and Were, 2019). Through the human resource management strategic planning, the employees can get better circumstances and organisational environment work safety and with security were the values of the staff can be maximised. The organisations in the recent years focus on employee’s motivation to strengthen their employee base as the staffs is the major stakeholders to enhance the organisational performance and contribute positively to maximise the brand image and for the establishment of the organisation in the market (Dahie, Jim’ale and Ali, 2015).

Summary

The organisations in the recent years try to manage the employee base and retain the skilled workforce and experienced employees for running the operational activities of the firm’s strategically, and enhancing the brand performance productively in the market. Through managing the human resource and motivating the staff for long run, the corporate firms can strengthen their positive in the market and satisfy the customers or the end users that in turn helps to maximise profitability and sales volume of the companies. Hereby, through the human resource management and employee motivation, it is possible for the organisations to secure future sustainable growth and enhance their activities in the market. Hereby, the multinational corporate firms aim at retaining more skilled workforce or better performance where they also aim at enhancing creativity and innovation so that it is possible for the firms to establish the brands in the market in a unique manner. Hereby, there is strong relationship between the human resource management and the organisational performance, where through employee motivation and managing human resource of the firms the organisations can maximise their business aims and objectives in long run. There are positive impacts of the human resource management and the employee motivation on the organisations, where the multinational corporate firms can maximise their business vision, enhance their creativity, run the operational activities and secure future sustainable growth.

Part 2: Review of one article

Introduction

The article is related to analysing the impacts of employee motivation on the organisational performance and this study is effective to evaluate different motivational drivers that encourage the employees in the workplace. The aim of the research is to analyse different drivers of employee motivation on the high levels of organisational performance. Hereby, through this study is possible for the authors to describe the linkage between employee motivation and the organisational performance, where proper empowerment and the recognition of the employees are increased in the organisation by the strategic leader in order to motivate all the staff members in the organisational workplace (Alijaf and Sadq, 2015). In the recent era of globalisation, all the organisations focus on employee motivation in order to maximise accomplishment and organisational performance where the managers of the human resource department try to improve the sense of achievements among the employees so that the staff members can feel valued in the workplace of the companies. In addition to this, employee motivation is the effective tactics to develop organisational performance where the leaders and the organisational management team can maximise the productivity of the firm by ensuring efficiency and high performance management of the employees.

Problem of the research

The main problem in the recent era of globalisation is poor performance of the organisation which in turn affects the organisational profitability and sales volume negatively. The companies are not efficient to maximise their performance and they fail to grab the future market opportunities and apart from that the organisations face difficulties in gaining high market share and competitive advantage due to poor management of the stakeholders where the stakeholders are inappropriate to contribute positively in the organisational success. In this regard, the employees are the major stakeholders of the firms to achieve success in near future and it is the responsibility of the organisational leader and the managers to manage the employees and maximise their values for successful motivation. Hereby, it is necessary for the leader and the managers to motivate the employees through different drivers through which the leaders can lead the employees towards achieving the future success. The study is effective to explore the drivers in motivating the employees where the manager can retain the long run employees and maximise the organisational performance strategically.

Aims and objectives of the research

The paper aims at exploring different drivers of employee motivation and its impacts on the high level performance of the organisation. Additionally, the objectives of the paper are such as,

To identify the drivers of employee motivation

To explore the relationship between employee motivation and the organisational performance

Methodology selected for the research

In this particular research, there is proper research philosophy as well as data collection and data analysis technique through which the researchers try to collect adequate data and information, which are beneficial to analyse the above mentioned research topic successfully. In this regard, under the deductive and inductive research approach, the researcher selected the deductive approach in conducting the study. In the deductive approach, it is possible to collected the adequate and valid information and data and analyse the gathered data on the basis of the existing theories and practice. In addition to this, the researchers also selected proper research philosophy under the positivism, realism and interpretive philosophy. In this particular research, the researchers have selected positivism research philosophy, where the validity and reliability of the data can be maintained and the researcher can support the findings an analysis with the statistical data t fulfil the research aims and objectives. Hereby, positivism philosophy is appropriate for the study to support the findings and analyse the gathered data with the help of statistical; observations. In this regard, there are two type of data collection method, utilised in this study, where the researchers were able to collect both the primary and secondary data for analysing the research topic efficiently.

In this context, the primary data were gathered by survey questionnaire where the survey questionnaires were distributed among the respondents to collect the adequate data and information. On the other hand, the researchers utilised SPSS program to find the ways motivation plays a significant role on the organisational performance. The chosen methodology is effective to progress in the study and conduct the quantitative and qualitative data analysis successfully. In this regard, the research philosophy and approach are also appropriate for this study, where SPSS was performed efficiently to analyse the hypothesis and fulfil the research objectives. In this particular research, for more clarity and validity of the data, it could be beneficial or the researchers to include social case studies of famous organisations so that it is possible to analyse more data and information and evaluate the drivers of employee motivation and its impacts on the high levels of organisational performance. Moreover, there is methodological issues, where the researchers can include the manager of the organisations to collected more authentic data and information which would be effective and beneficial to analyse the relationship between employee motivation and the organisational performance where the manager’s overview is important as the managers are efficient to anise the organisational performance and the internal system of motivating the employees.

Research hypothesis

H1: there is strong relationship between Empowerment and organisational performance

H2: There is a significant relationship between Leadership and organisational performance.

H3: There is positive relationship between promotional opportunities and organisational performance.

H4: There is statistically a significant relationship between Job enrichment and organisational performance.

H5: There is strong relationship between Rewards and organisational performance.

Through the data collection and data analysis as well as SPSS analysis, it is possible to analyse the hypothesis in order to evaluate the research topic and fulfil the research objectives further.

Reliability and validity of the collected data

As per the data analysis and reliability test, it has been found that, the data is 83.8% reliable and it indicates that the collected data are effective ad valid to analyse the research topic. as per the correlation coefficient, it has also been found that, the drivers such as empowerment, leadership, promotional opportunities, job enrichment, and rewards are highly correlated with the organisational performance and it indicates that, the factors including empowerment, leadership, promotional opportunities, job enrichment, and rewards influence the organisational performance where the employees motivation plays a significant role in enhancing the productivity of the organisation and maximise the organisational value in long run. As per the findings, there is proper reliability and validity of the data, which are effective to analyse the research topic and maximise the research objectives well.

Ethical perception of the research

As per the ethical perception, the researchers are required to maintain all the ethical perspectives of doing the academic research. In this regard, the researchers must focus on protecting the collected data and information by implementing the Data protection Act 1998, where the researchers can secure the respondents by protecting the gathered data. In this regard, there is no such discussion on ethical perception which is drawback of the research, where the researcher must ensure ethical research for maintaining validity and authenticity of the research. In addition o this, the researcher needs to convince the respondents rather than forcing them t participate in the survey procedure. Polite behaviour, cooperation and high communication are also necessary while conducting the survey in order to convince the participants to provide valid and reliable data and information successfully.

Findings

Through the research findings, it is possible to analyse the research topic which is The Impact of Employee Motivation on Organisational Performance. It has been found that, there are several drivers which are important o motivate the employees in the organisational context. In this regard, the major drivers are empowerment, leadership, promotional opportunities, job enrichment, and rewards which are contributing factors to encourage the employees in long run (Alijaf and Sadq, 2015). As per the hypothesis in his study, all the five hypotheses are accepted through the SPSS analysis and correlation coefficient where there is high cooperation between the drivers to employee motivation and the organisational performance. Empowerment is one of the factors which are highly correlated with the organisational performance. In this regard, the organisational leaders try to empower the employees in the organisational decision making behaviour where the employees feel valued in the workplace and their interest to perform better and explore more creative ideas for enhancing innovation will be effective to contribute positively in achieving the organisational aims by enhancing the productivity and performance of the organisations (Alijaf and Sadq, 2015). Apart from that, leadership is another factor which is also effective to encourage the team members and lead them towards achieving success. The politeness, open communication, internal bonding, and support from the leader as well as suitable organisational culture including harmony and freedom as well as partnership working practice through enhancing cooperating and communication are important and significant to contribute in enhancing the organisational performance.

As per the findings, there are other factors such as, promotional opportunities, job enrichment, and rewards, which contribute positively in the organisational performance, where the employees are motivated to perform better in the organisational workplace. In this regard, performance related pay and incentives and bonuses are effective for encouraging the employees to perform better and contribute positively. On the other hand, job enrichment by providing responsibly to the employees as well as the sense of accomplishment at the organisational workplace are also effective to motivate the employees and lead the team members towards achieving the organisational success by enhancing the organisational performance and maximising the organisational productivity (Alijaf and Sadq, 2015). Hereby, as per the findings of the study, there are several drivers which are important to motivate ad encourage the employees to perform better and the factors are such as empowerment, leadership, promotional opportunities, job enrichment, and rewards. Additionally, there is strong inter linkage between the employee’s motivation and high level organisational performance as high motivational activities for the employees at the organisational workplace encourage the staff to perform productively and efficiently which in turn helps to maximise the organisational performance.

Conclusion

In the conclusion of the study, it can be stated that, there is strong inter relationship between the organisational performance and the employee motivation where encouraging the employees leads to enhance the organisational performance and maximise the growth of the companies sustainably in near future. As per the study, the leaders and the managers of the organisation should be concerned about the factors of employee’s motivation in the recent era of globalisation to attract more experienced and talented employees and hire them for maximising the organisational performance. In addition to this, as per the findings of the research, employees place great value in achieving future success where the leaders and the managers can restructure the organisational strategies to maximise employee’s motivation and lead them towards achieving future success. It can be stated that, on commitment and poor performance further raise dissatisfaction among the employees, where they are not interested to perform with their full potential.

On the other hand, high encouragement in the organisations further raise interest among the employees to work efficiently and maximise the values of the organisations by enhancing the productivity ad performance of the companies in long run. Hereby, the study is appropriate to analyse the relationship between the employee motivation and the organisational performance. The study is also appropriate to fulfil the research objectives, where it has been found that the factors such as empowerment, leadership, promotional opportunities, job enrichment, and rewards are important to enhance employee motivation. In addition to this, there is string inter relationship between employees motivation and the organisational high level performance where the leaders and the managers try to encourage the employees by empowering them in the organisational decision making practice, developing the reward system and incentive, job promotion and achievements and leadership practice for enhancing the organisational performance.

Reference List

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Al-Omari, K. and Okasheh, H., 2017. The Influence of Work Environment on Job Performance: A Case Study of Engineering Company in Jordan. International Journal of Applied Engineering Research, 12(24), pp.15544-15550.

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. London: Palgrave.

Dahie, A.M., Jim’ale, M.M. and Ali, A.Y.S., 2015. Employee motivation and organizational performance: Empirical evidence from secondary schools in Mogadishu-Somalia. Acad Res Int, 6, pp.69-83.

Kearney, R., 2018. Public sector performance: management, motivation, and measurement. London: Routledge.

Kontoghiorghes, C., 2016. Linking high performance organizational culture and talent management: satisfaction/motivation and organizational commitment as mediators. The International Journal of Human Resource Management, 27(16), pp.1833-1853.

Kuranchie-Mensah, E.B. and Amponsah-Tawiah, K., 2016. Employee motivation and work performance: A comparative study of mining companies in Ghana. Journal of Industrial Engineering and Management (JIEM), 9(2), pp.255-309.

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Mondy, R. and Martocchio, J.J., 2016. Human resource management. London: Pearson.

Mwabu, G.M. and Were, S., 2019. Influence of employee motivation on performance in selected research institutions in Nairobi City County, Kenya. International Academic Journal of Human Resource and Business Administration, 3(6), pp.354-374.

Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Okuboyejo, S., 2016. Influence of Organizational Leadership on Organizational Performance in the Service Sector in Nigeria. International Journal of Economics, Commerce and Management United Kingdom., 4(12), pp.574-590.

Osabiya, B.J., 2015. The effect of employees motivation on organizational performance. Journal of public administration and policy research, 7(4), pp.62-75.

Peter, A.A., Taiwo, H.I. and Utomi, Q.R.A., 2016. Employees Motivation and Organizational Effectiveness with Respect to Diversification of Nigeria’s Economy & Contemporary Challenges. International Journal of Economics and Business Management, 2(8), pp.8-17.

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