Hr Performance Issues And Motivation Analysis Essay Example

This relative collaborates with an individual who is universally considered as "insane". The individual has frequently exhibited inappropriate behaviours which should have reasonably led to job loss. Nevertheless, due to the individual's Master's degree, the human resources department is slightly hesitant about dismissal. Recently, this individual's actions led to a considerable dispute within the library. The individual approached a familiar underage visitor and began tickling and prodding her.

The customer was evidently dissatisfied with the situation and requested it to stop. The woman, however, chose to provoke her further by placing her chilly beverage against the girl's back. In response, the girl leaped and the beverage spilled all over the customer and her belongings. This upsetting and embarrassing occurrence was witnessed and reported by multiple other customers. There was a significant disparity in how the scenario should have been handled and the actual approach taken. Given that her conduct has remained unchanged and due to numerous grievances about the event, the employee ought to be let go by human resources.

The incident did not escalate since the employee insisted the customer was a coworker's relative and meant no offense. The perceived favoritism shown by human resources in handling disciplinary action has rapidly undermined staff morale. Other staff members believe the person in question is retained only due to her Master's degree. However, it raises ethical concerns when keeping a librarian employed who behaves improperly towards a customer solely based on personal acquaintance.

In the context of this library, the human resource department is rapidly losing its efficiency due to negligence in handling the current issue. This scenario resonates well with Maslow's

Hierarchy of Needs, a motivational theory. Maslow outlined five fundamental human necessities: 1. Physiological needs related to basic biological requirements 2. Safety needs linked with assurance and safeguarding 3. Social needs encompassing a feeling of unity, love, affection, approval, and friendship 4. Esteem originates from gaining high regard from peers through respect, prestige, and acknowledgement 5.

Self-actualization embodies the understanding that one's life purpose is meaningful or impactful to others, facilitates personal development needs, actualizes individual capabilities, and upholds genuineness (Baack, 2012). It is evident that this library lacks various aspects of Maslow’s hierarchy of needs. The element of safety, which is vital, is absent in this library. If staff members witness a coworker behaving inappropriately towards a library user and bring it to attention but see the issue poorly handled, they will undeniably experience a sense of insecurity at their workplace.

People may feel endangered when they witness a person mishandling customers, fearing that they could be treated the same way. If this basic need for security isn't met, it might affect other crucial needs. This absence of safety could additionally harm employees' self-confidence. Poor self-esteem may hinder their performance, leading to below-par work results. If the quality of work falls off, there could be a decrease in patronage. In an extreme situation, if matters worsen, it might even lead to the shutdown of the public library.

The level of motivation in a library can be boosted in numerous ways by the human resource department, one such method is through improved ethical decision-making. Appropriate ethical decisions regarding certain incidents can enhance the library's performance positively. As expressed by Frank Collins, the

potential influence of colleagues' views on individuals in the workspace, emphasizes the significance of organizational culture in managing unethical behavior incidents, which is a topic of public concern (Collins, 2009). It becomes evident from the above instance that motivation holds an imperative place in the professional environment.

Incentivizing employees involves more than simply praising them. The employee welfare department carries a significant ethical burden to establish and uphold safe working standards. Maintaining a workplace that is both secure and welcoming aides in optimizing employee motivation and ensuring their fundamental needs are satisfied. Those who function within the human resources domain need comprehensive training in motivational techniques. They must understand the methods to properly motivate their colleagues. One can easily deduce that insufficient motivation can significantly impact an organization's progression, either positively or negatively.