As has to confront and converse with customer, problem-solving

As
what has been discussed earlier, changes in Information Technology has affected
employees’ performance in workplace. Over the years, most of the organisation
all over the world has implemented the latest information technology such as
the usage of Microsoft office in data storage and email to communicate with
customers, investor, or even among staff at the office. All these are done by
the organisation not only to ease the process of business management, but also
to stay updated and relevant in the industry so that they can ensure their
continuity. However, the rapid evolvement in an organisation disrupt the
employees’ focus as they already struggled so much to adapt with the previous
alter.

Using
AMO theory, we can determine why this phenomenon happens so that we can overcome
it. To begin, it is fair to learn what is AMO model by literal. John Purcell in
2003, has proposed this theory and suggested that there are three independent
work system components which is ability, motivation and opportunity that shape
employee characteristics and contribute to the success of the organisation. AMO
theory insisted that if any one of three characteristics is missing,
performance is likely to be inhibited, but if all three are present, then
performance is likely to be enhanced.

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First
element is Ability, which means the knowledge and skills the employees have to
do the job. These include communication skills in which employee has to
confront and converse with customer, problem-solving skills that would test
employees capability to react to real life and unexpected situation and
definitely IT skills whereby employees are tested whether they are able to use
computer software and machine specifically to its function. On the other hand,
employers has already started to screen the employees’ ability since the recruitment
in which the employer would usually state what kind of specific qualification
they are looking in their potential employee. For instance, an accounting firm
that search for a new junior accountant executive would demand a minimum degree
holder of accounting.  However, there are
also employer that would provide a proper training, learning and development
tools for the employees to thrive their talent during what we called as
probation period before the employee become permanent to the company. .
Regarding the issue of how IT has affected employees’ performance in workplace,
both employee and employer must play their role in order to explore the best
ability a staff could ever possess for the sake of the company’s growth.

Next
is Motivation, which can be defined as the needs and wants of an individual that
may influence them to behave in a certain way. This includes incentives or
commission and bonuses, recognition like award for best employee of the month,
pay for performance if the employee is able to achieve monthly sales target,
group bonuses after succeed to get a tender and job security as in being titled
permanent not long after recruitment. Having those thing offered to the
employee would definitely boost their spirit to perform better. For example,
Public Bank offered 8 month bonuses to their employee every year meanwhile
Perodua offered 6 month of bonuses. Regarding the issue of how IT has affected
employees’ performance in workplace, employer of the electrical brand, Phillips
could motivate the staff by offering a traveling retreat to the staff if they
are able to achieve annual sales target. Decreased in productivity among
employee, either in giving service to the customer or even discipline wise like
absentees and not being punctual would happen if the employer fail to motivate
the employee properly.

Last
element is Opportunity, in which relevant constraints including the
availability of time and resources, also enable behaviour such as quality
circle, self-directed work teams, employee involvement activities. Employer
must furnish employee with ample chance for employee to explore more experience
so that employee would achieve satisfaction in work. For example, employer
regulate staff a job rotation either shift the employee to different outlet or
branch but still with same job specification or shift the employee into a brand
new department. This situation can happened to both big and small scale company
with hope to give opportunity to explore new challenges as compared to their
previous work routine. For example, Nestle Management Trainee Programme offered
diverse Rotational Attachment such as Sales and Marketing, Finance and Control,
Supply Chain, Human Resources, Technical and Production on the first year of
recruitment of new employee. However, if the employer are unable to create such
opportunity to the employee to discover, it could lead to employee feeling
bored and wanting to find a new job in another company, possibly the employer’
biggest competitor. Losing an employee means more cost have to be incurred to
find a replacement and training for that particular new employee. 

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