How Changing the Structure of an Organization Can Provide a Satisfying

The people employed within a company hold the key to a more productive and efficient organization. The way in which people are managed and developed at work has major effects upon quality, customer service, organizational flexibility and costs. For any employee to be successful, businesses are starting to recognize the need for employees to be fully engaged within the company and are constantly seeking ways in which they can increase employee engagement and also motivate people to want to come to work rather than have to. Employee development is a process that has been created to help individuals within organizations to acquire and maintain a confidence and commitment that will improve performance and enhance the skills and knowledge base of the individuals and the organization as a whole. Developing people is therefore a critical process because it allows individuals to benefit in terms of personal competence, growth, adaptability and continual employability, thus creating a sens e of job satisfaction. Within this essay we will be looking at key strategies that organizations adopt in order to successfully develop and engage their staff so as to benefit both the individual and the company as a whole. `I was always conscious that I was making people come to work when they did not want to. They would rather be doing other things. So we created the conditions whereby people not only had to come to work in order to earn a living - they also wanted to come to work.' Ricardo Semler (1992) To improve the motivation and performance in the workplace people development should be business led and strategic. Longer term goals and perspectives give coherency and direction to its employees over time. Furthermore, vision is the p... ...iend at work'. If you put all this into place you would cultivate what the Gallup organisation illustrates as `employee engagement'. i.e. an employee who is entirely concerned and passionate about their occupation. The essence of Peter Senge's views are that the majority of people would like to feel as motivated about their work as they do about their lives. Major organisations can adopt clear objectives in an attempt to create a engaged workforce, however through my own research I have discovered that the areas I have touched upon are just tip of the iceberg in terms creating an environment in which people will wake up on a Monday morning with the same feel good factor that is present at the weekend. In an ideal world the preferred type of organisation is one that listens to and reflects upon the heartbeat of the organisation - its employees and what they value.