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selection of HR practices to manage human capital is therefore a precedent to the
successful and effective management of human capital. The analysis showed that
employees,
especially at management level, are more likely to encourage employee
involvement and information sharing if they have employment security. On another
platform, employees generally are more likely to show interest in team working if their
efforts are rewarded with
performance-related incentives, given some degree of
autonomy and see the compensation as fair and equitable. Likewise, if selective hiring
was done, managing the knowledge, skills and capabilities of these employees, would
involve career development and retention in the form of compensating them with the
right incentives.
In
the same light, the employees felt that their involvement in decision-making has a
positive influence on their work attitudes and behaviours. Their participation or
involvement in the day to day activities of their jobs motivates them to want to do more
towards achieving the goals of the Company. It also builds
their self esteem and
confidence to perform assigned tasks with innovation and creativity.
5.1.2 Felt obligation and employee commitment
From the analysis of the research conducted, employees illustrate the fact that NAWEC
employees demonstrate high sense of obligation and commitment to work. The
employees felt that obligation to work and high performance comes as a result of
Management’s commitment to their well being. Therefore these
activities of intrinsic
motivation are reciprocal. Management must first demonstrate an obligation to
compensate the employees well, and be committed to their well being in order for the
employees to also feel obliged to repay the Company for the way they treat their
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employees. It therefore augurs with the adage that Companies get what they pay for.
Management can only succeed in their leadership when their employees are committed
to the same vision and mission. Employees who feel a part of their workplace and can
see evidence that they are making meaningful contributions
to the success of the
organization will give extra effort to get the job done.
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