Assignment 3

Running head: ACCOUNTING 1

ACCOUNTING 5

Accounting and Decision Making

Mark S. Lasky

American Public University

Dr. Moore

MGMT 311

January 27, 2018

Accounting and Decision Making

Cost/Benefit Analysis

The personnel-centered approach will offer passionate help in the organization and consequently improve its productivity and reduce job-related stress issues. Also, the approach will decrease truancy as well bringing down the disciplinary cases. The engagement for workers to make choice increments may lower the level of vocational fulfillment and lessens supervision expenses. Furthermore, a fulfilled laborer will provide for 100% of their effort; those benefits of the business will get quality to salaries and compensations paid (Barron & Hulleman, 2014). On the other hand, the business can draw in more of what's on hold to clients in view that the spurred workers will offer high-quality client administrations. Different reductions incorporate low turnover, enhanced Worker trust, Lesquerella safety will change, and moved forward to critical thinking abilities. However, the representative engagement will be drawn out and which also obliges monetary assets.

Dangers connected to my inspiration model incorporate those evolving employees' necessities which might prompt unavoidable losses. Any additional danger includes recognizing these individual's inalienable inspirations. Generally, inalienable inspiration obliges in-depth information from claiming each Worker which might make it challenging to accomplish (Barron & Hulleman, 2014). In addition, outward inspiration is profitable, fleeting which might influence the individual's profit down the long haul. Consequently, Worker engagement in the choice making might uncover top banana strategies with subordinates. Starting with those analyses, those profits of inspiration outweighs expense as well as related hazards.

Performance in any business organization is a direct function of employee motivation. It can assist in developing a strong corporate culture as well as ensuring the improvement of employee relationships. Additionally, when the employees are motivated to work may generally relate well among themselves and even to the stakeholders of the organization such as their potential customers and which may consequently improve on the business performance at the same time. Motivation provides a job satisfaction, which is the major objective of motivating employees in any given organization towards improving their productivity at a reduced cost of service (Calo, Patterson, & Decker, 2014). I'm therefore going to the majorly target on how to motivate employees so as to improve their performance and for the entire organization at large. To start with, providing emotional support to the employees at any given time is one of the best motivating factors. In this case, therefore, I will utilize a personnel-centered approach which will be meant to boost the morale of each and every employee relating to their assigned duties and areas of operation. To make this approach successful, I will ensure that there is a close relationship between the low-level staff and their managerial department of the organization. I will also ensure a clear downward and upward communication in efforts to improve the employees' relationships. Lastly, in this case, I will provide a cultural framework ensuring that supervisors respect their juniors in the way they address them on different issues.

I will provide ways for a good incorporation of the employees' contribution with the entire organizational policies. This provides them with confidence in their daily operations and commitment towards their achievement of the organization's mission and objectives. To save on performance time, employees require clear and precise policies and instructions so as to avoid ambiguity. In the same case, therefore, I would ensure that the policies of the organization are regularly and clearly communicated across to the employees and staffs (Dasgupta, Suar, & Singh, 2014). They should also be given an opportunity to provide their point of view on the same and how the performance of the organization could be improved. In the same case also, I will ensure that the organizational policies are flexible such that they can adapt to the changing business environment and the needs of the employees at the same time (Vardiman, Shepherd, & Jinkerson, 2014). In my efforts to improve the general manner of operation in the organization, I will ensure that duties are assigned according to the employee's likes, abilities, and their motivating factors; this will definitely improve the performance of the organization. This is basically because of the fact that people may perform better if placed to work in their line of motivation and abilities; it generally encourages them to improve their performance even under minimal supervision. With the self-motivated employees, therefore, the productivity of the organization will definitely improve. This will, therefore, require me to select a motivational method depending on the age of the available employees.

References

Barron & Hulleman, (2014). Expectancy-Value-Cost Model of Motivation. Research Gate, 1-24. doi:10.1016/B978-0-08-097086-8.26099-6

Calo, Patterson, & Decker, (2014). Age-Related Work Motivation Declines: Myth or Reality? Journal of Organizational Psychology, 96-110.

Dasgupta, Suar, & Singh, (2014). Managerial Communication Practices and Employees' Attitudes and Behaviours. An International Journal, 19(3), 287-302.

Vardiman, Shepherd, & Jinkerson, (2014). A Policy of Zero Tolerance with Exceptions: Writing Organizational. Journal of Management Policy and Practice, 15(5), 32-43.