Essay About Economic Theory And Motivation Of The Human Resources

Human Resource Management
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Motivation of the Human Resources
for a Sustainable Organizational Development
Armenia ANDRONICEANU1
ABSTRACT
This paper addresses the issue of human resources motivation which is considered one of
the most important ways for a sustainable organizational development. The author was
conducted a special research on the issue and the main findings are presented and
analyzed in the content of this paper. The objective of the research was to identify new
possibilities for increasing the degree of human resources motivation for supporting a more
sustainable organizational development. Based on ideas from critical realism and critical
theory, the paper argues against the limitative approach of motivation of the human
resource in the 21st
century. The research has made it possible to identify the most relevant
behavioral dimension of human resources motivation process. The last part of the paper
includes some recommendations for the modern managers in order to support them to
become higly effective along the sustainable organizational development process.
KEYWORDS: human resources, management, motivation, sustainable motivation, wages
JEL CLASSIFICATION: L2, M1, M2, M5
INTRODUCTION
In economic theory and practice, salary is one of motivation tools that significantly
influence peoples workloads. Salary is a factor that plays a particularly important
motivation of human resources. The Universal Declaration of Human Rights adopted and
proclaimed by General Assembly on 10 December 1948 stated that: “Everyone has the right
to work, to free choice of employment, to just and favorable conditions of work and to
protection against unemployment”.
As the specialists are saying, all people have equal opportunities to find a good job enabling
them to obtain a salary attractive enough to meet needs as well. Lack of wage would lead to
people unable to live in normal conditions.
1. LITERATURE REVIEW
In the last decades the researchres (Munir, 2011; Pritchard, 2008) have noted and explained
the motivation of human resources from different perspectives, starting with different
premises. Some writers have stated (Nobre et al., 2011) the fact that motivation is the main
instrument which can be used for a direct correlation between wages and the results
obtained.
The Bucharest Academy of Economic Studies, Romania, [email protected] Armenia ANDRONICEANU
There are some researchers who suggest (Murphy, 1981) that the employee should be
motivated through a proportional wages according to their efforts on the job and the others
that support the idea of human resources motivation according to their results and
performances obtained. (Deaconu et al., 2002).
Motivation and job satisfaction of human resources consider others (Deal & Jurkins., 1994)
should be one of the main priorities of the management organization to have a sustainable
development of its medium and long term. (Erez & Early, 1993) Along the last years there
is a growing interest for effective wage policy within the organizations. As some of the
scholars pointed out (Ciocoiu, 2011) that motivation is not only a consequence but also a
prerequisite for an effective social and economic activities (Colesca, 2010).
One interesting idea is that motivation like a part of the organizational wages policies has to
be judiciously prepared and perfectly damped with the general policy of the organization in
order to stimulate economic efficiency rather than to affect it. (Sims & Veres, 2007).
Development of wage policy is a complex activity that requires consideration of all aspects
of essentially the salary, duties and functions of its base, its correlations with the most
difficult economic and social variables and their implications on all interests of often
divergent businesses. (Tyson, 2006).
For the owner of labor force and for the employee, the wage for is the main support for his
or her livelihood and his family. (Topolosky, 2011). His reaction will be to try to maximize
not only pay to get a minimum of subsistence but to get as high paying. Therefore, policies
should not neglect the needs and goals of peoples, because the salary is an instrument of