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Transformational Engagement Practices for Workforce

Introduction

Corporate strategy is the plan of the organization that assists in defining the company’s overall goals that are intended to achieve in the future, based on current and potential management activities. It can also be seen as a unique vision of an enterprise that shapes the directions it moves in and outlines methods and interventions that are expected to be implemented within this plan. This strategy is a long-term one and possesses a vital role in a variety of factors, such as the position of the company in the market, its efficiency, level of employee satisfaction, and others. Therefore, to maintain success in Emirates’ previous corporate strategy, the adjustments that reflect the contemporary world’s market changes, which had happened over time, the researching and adoption of new methods is a due. This work will explain and argue the practices, which can be successfully used to improve motivation and engagement amongst Emirates’ different staff groups based on case studies and theories.

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Transformational Engagement Practices

HR Scorecard

HR Scorecard is a strategic measurement system intended to analyze, manage and improve the HR department. It comprises five key steps: Creation of an HR strategy map, Identification of HR deliverables, creation of HR policies, processes, and practices, HR systems aligning, and HR efficiencies creation (The HR Scorecard: A Full Guide, para. 5). Successful implementation of the system can influence the HR department positively, through their efficiency increasing. It is necessary to discuss and explain several other concepts that underline the described system, which are Ulrich’s seven steps model and strategy map, and value chain concepts. The first one is the change model consists of seven steps, which are: Lead change, create a shared need, shape a vision, mobilize commitment, change systems and structures, monitor progress, and make change last (Dobson, 2019, para. 7). This model focuses on creating a positive difference through appropriately planned changes and progress tracking that might be essential to make a workforce dynamic. It can be complicated for old systems to change, but they must be implemented to further an organization’s development.

What is essential is a strategy map, which is a planning method that assists in strategy visualization in s simple and convenient way that is vital for correct insight creating and further discussion. It helps discover strategic issues, effectively evaluate an organization’s vision and goals, guide and manage strategy, and stimulate thinking and discussion of a strategy (Athuraliya, 2021, para. 9). It consists of the following steps: defining mission and vision, understanding your environment, defining the strategy, translating the strategy, highlighting the cause and effect relationships, showing themes in your strategy map, and cascading the strategy map (Athuraliya, 2021, para. 4). It focuses on four key perspectives: financial, customer, internal, and learning and growth (Athuraliya, 2021, para. 13). It enables an examination of each of the essential areas precisely.

Innovation

Schuler Group’s innovation tower is how a company can successfully base its strategy around innovation implementation. They do not follow the way of constant competition with other companies’ same services and products, but they intended to provide their customers with exceptional, innovative technologies (Schuler Group Officially Opens Innovation Tower, 2017). Simultaneously, they take all the responsibility for their employees, ensuring a comfortable working environment and establishing vocational training for children in the region (Schuler Group Officially Opens Innovation Tower, 2017). The company has an effective strategy for its future, complemented by a unique vision.

Intrinsic and Extrinsic Motivation

Intrinsic and extrinsic motivation is what makes workforces to be engaged in corporative activities and interested in the company’s goals achieving. The first type is strictly focused on a particular individual’s perspective and defines to what extent they are motivated to do something because of a personal passion for it. Simultaneously, the second type focuses on achieving a certain prize through the successful completion of a task. The company can use only external rewards, which are useful when it is necessary to: motivate a person to learn something new, make them more interested in an activity, and provide feedback about an employee’s performance (Cherry, 2020, para. 5). However, it is necessary to avoid the overjustification effect that arises when internally rewarding behavior is offered an external reward.

Theories of Motivation

Several theories of motivation explain the needs of employees, which is vital for an effective working environment creating that influences the company’s success directly. Professor Elton Mayo’s Human Relations Motivation Theory is a concept of motivation in the workplace, which implies that positive relations factors are more significant than the payment level or a work environment (Mayo’s Motivation Theory/Hawthorn Effect). According to this theory, influential factors are strong communication, group work, and increased involvement (Mayo’s Motivation Theory/Hawthorn Effect, para. 19). The other relevant theory is Abraham Maslow’s hierarchy of needs. It represents five major areas of necessities, shown in the form of a pyramid. The bottom, and respectively the most vital needs are physiological ones, such as food and sleep. The other ones are safety and security, belongingness, and love, which implies integration into social groups, esteem, and self-actualization. The theory explains that it is essential in fulfilling employees’ needs sequentially, beginning from the basic ones. The consideration of motivation theories plays a significant role in defining potential ways of work environment improvement.

Reference List

Athuraliya, A. (2021) Everything You Need to Know about Strategy Mapping. Web.

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Dobson, B. (2019) CHANGE & Dobson’s comparative analysis of the process models of Kotter, Lewin & Ulrich. Web.

The HR Scorecard: A Full Guide (no date) Web.

Schuler Group Officially Opens Innovation Tower (2021) Web.

Cherry, K. (2020) Differences of Extrinsic and Intrinsic Motivation. Web.

Mayo’s Motivation Theory/Hawthorn Effect (no date) Web.

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StudyCorgi. (2022, September 18). Transformational Engagement Practices for Workforce. Retrieved from https://studycorgi.com/transformational-engagement-practices-for-workforce/

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StudyCorgi. (2022, September 18). Transformational Engagement Practices for Workforce. https://studycorgi.com/transformational-engagement-practices-for-workforce/

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StudyCorgi. 2022. "Transformational Engagement Practices for Workforce." September 18, 2022. https://studycorgi.com/transformational-engagement-practices-for-workforce/.

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StudyCorgi. (2022) 'Transformational Engagement Practices for Workforce'. 18 September.

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