Benefits of Managing Ethics in Workplace Essay Example

justify">And for many firms, training the worker has become a necessary input into the production process. This study also investigates the power of motivation in a workplace area that can lead a better performance of the employees in various field of working areas. It is also implies the relationship between the manager’s leadership style and the organizational commitment when they’ are being motivated. Today's fast-moving business environment demands that the effective manager be both a well-organized administrator and highly adapt in understanding people's basic needs and behavior in the workplace.

Gaining commitment, nurturing talent, and ensuring employee motivation and productivity require open communication and trust between managers and staff. The objectives of the study are to examine the essential of motivation the corporate culture and leadership styles that can increase the performance of employees. Relationship between motivation, corporate culture, leadership style and performance of employees in the Kulliyyah of Economics and Management Sciences (KENMS) are also examined.

Motivation in simple terms may be understood as a set of forces that will cause people to behave in certain ways. A motivated employee generally is more quality oriented. Highly motivated worker are more productive than apathetic worker. One reason why motivation is a difficult task is that the workforce is changing. Employees join organizations with different needs and expectations. Their values, beliefs, background, lifestyles, perceptions and attitudes are different. Performance can be defined as the accomplishment of a given task measured against preset known standard accuracy, completeness, cost and speed.

In a contract, performance is deemed to be fulfillment of an obligation, in a manner that releases the performer from all liabilities under the

contract. The researcher believes that the implication of motivation will increase the performance of an organization. In a workplace, the researcher assumes that a good leadership style of employer or manager and positivity in the workplace are the main factors that can motivate their employees. According to Dr. K. Chandrasekar (2011), a motivating work environment must be the one in which employees are treated fairly.

No matter what level of input a particular worker has in relation to the business processes as a whole, it is essential for a manager to give each employee a sense of playing a dynamic, integral role in something much larger. Indeed, engendering loyalty is a key element of motivating workers and thereby increasing the overall productivity of operations. His further state that the most obvious incentive for increasing employee productivity is often thought to be based on salary and promotions; this is not always the case.

In fact, recent thought on the true nature of optimal human resource management has concluded that in a large number of cases, salary has to done with motivation than do other important factors. Recent studies outlined by Hugh Mitchell suggest organizational motivation is composed of the employees’ understanding and integration of the company’s mission, of the link between the company’s history and its current strategy, of the alignment between the company’s culture and its strategy, and of the degree to which employees’ compensation motivates them to implement the company’s strategy.

However, according to Kpan Aung Latt (2008), organizations are applying different approaches such as rewards, social recognition, team-based methods for the overall employee motivation and performance. In order to suit

organization and employee needs, management should carefully weigh which strategy that will fit the most for the long-term performance of the organization. While considering performance measurement at every employee, managerial levels and work process, it can streamline the goals and objectives of each employee, team and division that will in return ease the decision and planning of shareholders.

Reviewing the result of another case study, Nor Siah Jaharuddin concludes that organizational culture and leadership style is independent of organizational performance in both local and foreign companies. This factor might lead to the facts of other more influence factors such as socio-economic conditions, global competition and technological advancement, a part of the culture and leadership style. However, test done on the overall sample showed that there is some relationship between culture and performance, but there is no association between leadership style and performance.

According to Hala Abdulhadi Al Jishi (2009), motivation is the internal process leading to behavior to satisfy needs. Motivated employees help organizations survive as motivated employee’s a more productive. To be effective, managements need to understand what motivates employees within the work they perform, and to recognize motivation and performance; to find out motivation effects on employee performance. They need also to recognize basic need theories that help with these issues.

The motivation of employees can increase the performance of workers when there are comfortable environments in the workplace, the manager or employer has a good leadership style and having a positive synergy in the organizational corporate culture. Dr. K Chandrasekar, 2011 states that the productivity and employee’s performance is decreased due to the workplace environment which are poorly designed

workstations, unsuitable furniture, lack of ventilation, inappropriate lighting, excessive noise, insufficient safety measures in fire emergencies and lack of personal protective equipment.

According to Davenport the existing leadership and management research suggests that the leadership style of managers can lead to higher measures of organizational commitment in their direct reports. This research (Bass, 1985; Hersey and Blanchard, 1977; and Stogdill, 1963) has demonstrated positive relationships between numerous leadership styles and employee attitudes, motivation and performance; all of which can affect to organizational commitment levels.