Employee Motivation and Organizational Performance †MyAssignmenthelp

Question: Discuss about the Employee Motivation and Organizational Performance. Answer: Introduction: In this section of the report, the focus will be on the impact of the change that is taking place within the organization. The organization that has been selected to this secondary research is the Anz Bank situated in New Zealand (Anz.co.nz, 2018). The headquarters of this organization is at Wellington. One of the most important things in this context is the organizational change for the bank that has been driving them. There is a big need for the organizational change in the organization (Anz.co.nz, 2018). Otherwise they will not be able to cope up with the changes that are taking place in this competitive business environment. One of the changes that is taking place highly in this organization is regarding the technology (Benn, Edwards Williams, 2014). The impact of technology is highly felt in this challenging business environment. The need for the organizations to implement the technological use has become very necessary (Fitzgerald et al., 2014). The company is going after implementing the digital services in their business operations in the full swing. The digital disruption services will have to be included in the organizations for the better performance of the employees. This will also be important for them to acknowledge the changes in their services. They intend to include the digital services because they want to stay ahead of their rivals in the banking industry (Anitha, 2014). The digital technology is taking over in the competitive business environment as this encourages the employees to work faster (Fitzgerald et al., 2014). All the employees of the bank are probably not familiar with the digital uses. They need to upgrade their skills and activities to match the capabilities of digital transformation. The banks always want to provide their customers with the best services so they want focus on the customer satisfaction specifically (McQuivey, 2013). In the last 12 months, Anz Bank is trying to implement these changes into their business operations (Benn, Edwards Williams, 2014). They also want to decrease the use of paper so they can save it for the environment. The online transaction facilities for the customers have also been opened by which they can transfer money and get the details of their accounts. When the customers face some problems they want them to be resolved at the first go. This will probably enhance the opportunities for the technological advancement (McQuivey, 2013) It is better to drop an email at the customer complaint box in their website rather to make a phone call at the midnight at the customer center. Thus they can expect quick resolutions to their problems. They can use the various schemes and offers for their customers that they can display on the various social media platforms (Simon, 2012). They have also appointed a new design officer who will look after all the issues in the technological sectors i ndeed. They can add new windows in their website for the problem solving of the customers. These things will surely help the bank to prosper in their industry. Force Field analysis is one of the most important tools for measuring the ways on how the organizations can implement the change in their business performance (Harrington, 2016). This is very useful for making the decisions in terms of the organizational benefits. The organizations will have to understand what are their driving forces in their desire their change. They have to consider the different barriers that stop the change to take place. If the drivers for the change are very much active this will be helpful for the organization to implement it. These two forces are very important for the organization to implement the decision for change in the operations of the business (Harrington, 2016). As the chosen organization for this paper, Anz bank is implementing the several changes from technological aspects; they will surely go on to consider all these issues. The following driving forces will help the organization to implement the desired change. The impact of technological changes in the organization will help the organization to provide their services to their customers in a faster and smoother way (Swanson Creed, 2014). The Anz bank will be able to entertain several customers in their operations at a single time because of the speed. This technological advancement is driving the customers to build the faith of the customers. The challenges and issues are constantly increasing in the business environment of the banking industry. All the banks are adopting the technological enhancement in their operations. This is why Anz bank must adopt this as well if they want to survive in this growing competition (Swanson Creed, 2014). As the employees will get the proper training on how they can use the technological tools, they will be able to work more effectively indeed (Dobre, 2013). They are craving for the new innovation techniques that will boost up their performance. This will also help them to get the competitive advantage over other competitors. The new policies regarding the innovation and technological advancement would be introduced in their operations. This is why it would be highly recommendable for them to adapt to these changes (Alfes et al., 2013). It has been found that the average age of the employees is between 30 to 40 years. This is why they are quite efficient in using laptops and computers and quite innovative in thinking qualities as well. They will be able to bring in the positive changes (Alfes et al., 2013). The customers could send more feedbacks to the Anz bank through emails and notifications through the mobile apps. The dynamic attitude of the employees will drive the positive technological changes. Restraining forces Some of the employees are not at all complaint with technological advancement and they are very slow in adapting to the changes. If some employees are not able to cope up with these changes this will hamper the production as well. The conservative policies of the Anz bank will restrain the change the policies as well. The entire power of the organization could become centralized and this could be problematic. If the entire process is automatic by the machines driven by technology this could result in loss of jobs for employees. The purpose of the quality management system of Anz bank is to improve the employee performance and thus making more profits. They want to provide the customers with the best quality services that they desire. They want to meet all the regulatory requirements of the customers. The aspect of improving the performance constantly would definitely help them to get the competitive advantage (Goetsch Davis, 2014). The staffs also expect the better facilities from the management. The higher management always tries to provide the customers with the best facilities. They will also provide the customers with the best facilities. They will meet all the legal requirement with the internal and external stakeholders. Anz Bank will also try to motivate their employees to perform better in many aspects (Goetsch Davis, 2014). They provide the inspiration to their employees in the best ways so they can collaborate during the time of working. They want to gain the organizational benefits so they shou ld try to make the employees understand their roles and responsibilities properly. The employees will have to improve their performance levels immensely so they can cope up with the challenges and issues faced by the company presently. The managers will have to understand the relative skills of the employees and thus they will have to assign the works to them. This is the way of getting the best results from the employees. They have to provide the services to the employees in an updated manner. They might offer their employees with better range of wages that will be according to the industry standards (Certo, 2015). The employees will also have to take part actively in the change regarding the technological innovation. They should focus on providing their employees with the unique working environment that should cater to the needs of the stakeholders. Thus the inclusion of the new things would bring the best results for the Anz bank. The employees will also want to perform better and communicate with their customers. From the technological change aspects it can be said that the employees should want the proper feedback from the clients and they should ask the customers to suggest the ways by which new changes could take place within the organization (Certo, 2015). The managers and the employees at different levels and departments should collaborate with each other. The organization Anz Bank should co-operate with their employees from various angles. They will need to know what drives the changes positively. They can expect for the positive impacts on the company. They can serve their customers very fast. However, they should keep in mind that their efforts should yield good results only if they can attend to the problems faced by their customers. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management,63(3), 308. Anz.co.nz (2018).ANZ Bank New Zealand Ltd | Online Banking | ANZ. [online] Anz.co.nz. Available at: https://www.anz.co.nz/personal/ [Accessed 31 Mar. 2018]. Benn, S., Edwards, M., Williams, T. (2014).Organizational change for corporate sustainability. Routledge. Certo, S. (2015).Supervision: Concepts and skill-building. McGraw-Hill Higher Education. Dobre, O. I. (2013). Employee motivation and organizational performance.Tabel of Contents. Fitzgerald, M., Kruschwitz, N., Bonnet, D., Welch, M. (2014). Embracing digital technology: A new strategic imperative.MIT sloan management review,55(2), 1. Goetsch, D. L., Davis, S. B. (2014).Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Harrington, H. J. (2016). Force Field Analysis. InThe Innovation Tools Handbook, Volume 2(pp. 129-138). Productivity Press. McQuivey, J. (2013). Digital disruption: Unleashing the next wave of innovation. Simon, B. M. (2012). The Implications of Technological Advancement for Obviousness. Swanson, D. J., Creed, A. S. (2014). Sharpening the focus of force field analysis.Journal of change management,14(1), 28-47.