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Human Resources Essay Example

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Human Resources

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Required effective marketing and an equally effective coordination between the marketing and production departments in order to meet the huge demand the company anticipated with the discovery of new markets of both new markets both in Germany and of the international markets (Kotler & Kevin, 2010). This required the employees to maintain appropriate mindset in order to meet the high demand for the small car. The management of the company therefore diversified its management as it developed manufacturing plants in different countries hiring employee in such countries and maintaining appropriate mindset in order to maintain production. The development of numerous branches of the company in different nations presented numerous challenges for the company that required operative employee mindset in order to meet the increasing demand.The management met most of the challenges tactfully in order to cushion the company from incurring huge operational capital. The company hired new employees in the new markets but also used the new positions in such new countries to motivate the employees thereby sustaining productivity. Employee motivation is a vital tool used by the management to achieve the desired rate of productivity. The new markets increased the scope of the company and its market share. The company therefore opened up branches fully fitted with manufacturing plants in the United States, in Germany, England among other large economies globally. The cars retained a large share of the global market a feature that portrays the success of the managerial tactics used by the managers of the company. Motivation as discussed remains an important feature in the management of the human resource. Through effective employee motivation, the management sustains the productivity in an organization, as was the case at BMW.In understanding employee motivation, manages use two vital theories to understand their employees. Theory X and theory Y provide fundamental insights to the management of the human resource in an organization; the two theories provide managers with elaborate understanding of their employees thereby influencing appropriate management mechanisms in order to overcome the different human resource management challenges. Theory X posits that employees are naturally lazy and resent work; employees will therefore avoid work at every available opportunity since they believe that work is not only boring but also equally tiring. The management must therefore

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References

Fargus, P. (2000). Measuring and improving employee motivation. London: Financial Times Prentice Hall.

Homburg, C. Sabine, K. & Harley, K. (2009). Marketing management: A contemporary perspective (1st ed.). John Wiley & Sons. New Jersey, U.S.

Kotler, P. & Kevin, K. (2010). Marketing Management. Upper Saddle River: Pearson Prentice Hall.

Moore, F. (2011). Identity, Knowledge and Strategy in the UK Subsidiary of an Anglo-German Automobile Manufacturer. International Business Review, In press, available from http://www.sciencedirect.com/science/article/pii/S0969593111000436

Oliver, N. et al. (2008). A Systems Perspective on the Death of a Car Company. International Journal of Operations & Production Management 28 (6): 562 – 583.

Müller, C. (2010). Employee motivation an incentives at Apple: Do incentives really help to motivate employees?. Norderstedt: GRIN Verlag.

Painter, R. et all. (2012). Cases and Materials on Employment law, Oxford, Oxford University Press.

Pickton, D. & Broderick, A. (2005). Integrated marketing communications (2nd ed.). London: FT Pearson.

Thomas, K. W. (2009). Intrinsic motivation at work: What really drives employee engagement. San Francisco: Berrett-Koehler Publishers.

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