Assignment 2

Running head: COST BENEFIT ANALYSIS 1

COST BENEFIT ANALYSIS 2

Cost/Benefit Analysis and Risk Associated with the Motivation Proposal

Student’s Name

Institutional Affiliation

The personnel-centered approach will offer emotional support and in turn improve productivity, reduce legal and job-related stress problems. Also, the approach will reduce absenteeism and lower disciplinary cases. The engagement of employees in decision making increases the level of job satisfaction and also reduces supervision costs. Furthermore, a satisfied worker will give 100% of their effort; the business will get value for salaries and wages paid. On the other hand, the business can attract and retain customers because motivated employees will offer high-quality customer services (Barron & Hulleman, 2014). Other benefits include low turnover, improved employee trust, less resistance to change, and improved problem-solving skills. However, employee engagement is time-consuming and also requires financial resources.

The risks associated with my motivation model include the changing employees’ needs which may lead to diminishing returns. Another risk involves identifying the individual’s intrinsic motivators. Generally, intrinsic motivation requires in-depth knowledge of each employee which may make it difficult to achieve. In addition, extrinsic motivation is productive only in short-term which may affect the individual’s productivity in long-term. Consequently, employee engagement in decision making may reveal top policies to subordinates. From the analysis, the benefits of motivation outweighs cost and risk

References

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