Business – 7.4 HRM strategy – Approaches to HRM | e-Consult
7.4 HRM strategy – Approaches to HRM (1 questions)
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Both home working and shift working alter the traditional work environment, influencing motivation and productivity in distinct ways.
- Home working
- Maslow’s hierarchy of needs: Autonomy and a comfortable environment satisfy the esteem and self‑actualisation levels, often boosting motivation.
- Herzberg’s two‑factor theory: Hygiene factors such as reliable IT support become critical; if absent, dissatisfaction rises.
- Positive impact: Reduced commuting time can increase discretionary effort and output, especially for knowledge‑based tasks.
- Negative impact: Isolation may diminish social belonging (Maslow’s belongingness need) and lead to lower morale if communication is poor.
- Shift working
- Vroom’s expectancy theory: Clear link between effort (working a specific shift) and reward (shift differentials) can raise motivation.
- Equity theory: Perceived fairness of shift allocations influences satisfaction; perceived inequity can demotivate.
- Positive impact: Enables 24‑hour service provision, increasing overall organisational output.
- Negative impact: Irregular hours can disrupt circadian rhythms, leading to fatigue, errors, and reduced productivity.
Overall, the net effect depends on how well the employer manages the supporting factors – technology, communication, and fair reward systems – to align the working arrangement with employee needs.