Chapter 10

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Nuradli Ridzwan Shah Bin Mohd Dali

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INTRODUCTION ,[object Object],[object Object],[object Object]

VALUE OF MOTIVATION ,[object Object],[object Object]

MOTIVATION THEORIES ,[object Object],[object Object],[object Object]

MOTIVATING UNHAPPY EMPLOYEES ,[object Object],[object Object]

HOW WOULD THE FIRM ENHANCE ITS JOB SATISFACTION AND MOTIVATION ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

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Running Head: MOTIVATION 1 MOTIVATION 2 Motivation Mark S. Lasky American Public University Dr. Moore MGMT311 Organizational Behavior February 11, 2018 Motivation Motivation is a critical element that promotes productivity in the organization. Motivation is one of the determinants of a successful business entity. It is paramount to integrate motivational strategies in the organization to enhance operations and productivity (Calo, Patterson, & Decker, 2014). However, despite the benefits of motivation, there are some several factors which threaten motivational strategies in the organization. This research seeks to highlight the various risks concerning mitigation strategies in the company. Additionally, the study outlines various approaches which can be implemented to combat the risks concerning motivational strategies. Potential risks Remuneration is an extensive technique used as a motivational strategy. In the program, offering competitive salaries to employees may present a challenge in the long-term. In the modern business world characterized by unpredictable change, high salaries or wages may threaten the well-being of the company in low seasons. A significant remuneration program results in a high operational cost which reduces the profitability of the company (Barron & Hulleman, 2014). Another risk worth considering is the strategy of integrating employees into the decision-making process in the company. This approach may be ineffective as some decisions are time sensitive which makes it difficult to consult all employees before the decision is made. Moreover, some decisions may point out some vulnerable points in the business when communicated to employees. This results in the employees lacking a sense of security and confidence in the company, thus translating into reduced productivity. Personnel centered approach also presents a risk to the well-being of the company. Personnel centered approach safeguards the well-being of employees by providing flexible working hours. However, this arrangement may lead to the company having inadequate staff when there is an influx of work. Also, flexible working hours threaten the commitment and output of employees since they operate as they wish which results in low productivity if the employees lack determination. In the implementation of the program, there is the cultural difference risk. In the implementation of the motivational strategy at the company, the diverse workforce may have a varying reception to the motivational approach. For example, in places where employees are accustomed to working for specific hours in a day, compensation for extra hours would be ineffective as a motivational strategy in the area. Also, cultural difference may result in the preference of either intrinsic or extrinsic motivational elements. This variation may lead to the execution of the wrong motivational strategy thus leading to ineffectiveness. The theoretical literature points out that th ...

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