本篇代写价格-能力-激励-机会理论讲了公司实施的另一个理论和模型是能力-激励-机会理论，该理论认为直线经理在这方面的表现完全取决于他们应用人力资源管理实践的能力。他们提供的动机和相应的机会也会增强A-M-O理论的效果。我们看到，迪克在他的公司里应用了这三个特点，使工人有能力工作。他在公司营造了一种员工友好的文化，激励员工们尽最大努力工作。他最终为这些员工和整个社会创造了机会。自从公司实施了这种模式，它也得到了员工的巨大承诺和社会收益的回报。本篇代写价格文章由新西兰第一论文 Assignment First辅导网整理，供大家参考阅读。
Another theory and model implemented by the company is the Ability- Motivation-Opportunity theory which states that the line manager’s performance in this respect totally depends on their abilities to apply HRM practises. Also the motivation provided by them and correspondingly the opportunities provided would enhance the effect of the A-M-O theory. We see that Dick applied these entire three characteristics manifold at his firm by enabling the ability of its workers. He motivated them to perform to the best of their capabilities by creating an employee friendly culture at his firm. He finally produced opportunities for this employees and the society in general. Since the firm implemented this model, it was also reciprocated by immense commitment of the employees and societal gains. Thus the theory and model applied in this context are the human capital theory and the Ability-Motivation-Opportunity theory which critically assesses Hubbard Food Company’s human resource management strategy applied at the firm (Walker, 1992).
There are various aspects in the case study of Hubbard Food Company which depict how a successful organization is the result of effective human resource strategies. Some of the major efforts undertaken by the firm can be summarized in human resource strategies. One strategy undertaken by the firm is “creating employment strategy”. This states that human work force should not be replaced by machines unless absolutely necessary. This was followed by Dick as well when he setup his factory in a very low economic area of Mangere, Auckland. Another effective strategy is “Improvement of the local community”. His strategy was effectively implemented by Dick who was totally given to the cause of supporting the community. Moreover, because the employees working at his firm are a part of this community, he was totally committed to the cause of the wellbeing of the employees of the company and ultimately the society at large.
Dick went further and ensured that the workers at his factory do not practice domestic violence at home and they acted as morally responsible citizens. To ensure this, he practised a human resource policy which can be called “Preventing Violence at Home” policy. This human resource policy not only benefitted the families of the workers but also created a safe and healthy environment in the society as a whole. This suggests that if each organization takes a step further and contributes to the society by ensuring safety of the people at large, it would help to build the world a better place. Another human resource strategy in line with Hubbard’s food company is the “Sharing Company Profits”. By this policy, every employee would feel valued and would be proud to be a part of the company. Hubbard took its employees on business trips and spent loads on their entertainment, thus, rewarding them for their hard work in contributing to the success of the company. Such human resource strategies in line with the organizational strategies are bound to bring incremental and positive changes to the organization and the society in general (Scullion & Starkey, 2000).