By Sultan Kermally
This booklet bargains with the why and the what of constructing expertise, emotional intelligence, work-life stability and interpersonal conversation.
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Extra resources for Developing and Managing Talent: A Blueprint for Business Survival
Various theories have been put forward over the years to find out what factors motivate people at work. • These theories range from needs theories represented by writers such as Maslow and Herzberg to process theories. • These theories have made a significant contribution in enabling business executives to manage in practice. ” VICTOR HUGO It is said that the world has changed and the future is not what it used to be. The arrival of the new economy is transforming businesses and the war for talent is intensifying.
According to his theory, job satisfaction was related to workers’ achievement, recognition and taking responsibility for their jobs. He called these factors motivators. Both hygiene factors and motivators were necessary to improve performance. Herzberg put great emphasis on injecting responsibility into planning and giving workers freedom to control their own work, and on doing the work in whole rather than in units. In other words, he advocated ‘job enrichment’. The job enrichment strategy triggered off the early beginnings of developing individual talent.
Organisations that believe in developing talent formulate not just specific but stretch objectives to provide challenges that contribute to the development of talent. Employees need challenges to develop their potential. TWO DEVELOPING TALENT – WHAT DOES THIS MEAN? 21 According to Goran Lindhal, who spoke as president and CEO of engineering and technical company ABB, at the Global Human Resource Management Conference in March 1999, ‘What motivates people is not reaching a goal, because then the challenge is over, but the highest excitement is pushing hard toward that goal’.