Final Project1

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 there is a direct correlation between motivation and performance in the organization. However, the performance of an organization is affected by many factors such as government policies and competition. In the implementation of the program, there is the threat that the time and resources spent on the motivational strategies may not result in intended increased performance. This occurrence results in the wastage of resources in the company thus threatening the viability of the company.

Recommendations

Despite the risks associated with the implementation of the program, there are specific recommendations that can be implemented to mitigate the risk. Firstly, as an attempt to reduce the remuneration expense incurred by the company, it would be advisable to utilize other incentive mechanisms such as improved health insurance. This approach reduces the operational expense of the company while still motivating the employees of the company.

As mentioned above, the process of integrating employees into the decision-making process results in delayed decisions which have an adverse effect on the business. With an attempt to maintain employee participation and timely decisions, employees should nominate representatives who participate in the decision-making process. This will act as motivation to employees while still ensuring timely decisions in the company.

As stated above, personnel centered strategy may result in inadequate staff in the company. With an attempt to enhance operations while still providing flexible working hours to employees, the company should integrate a schedule which ensures that at all times, the company is adequately staffed.

In addressing the risk presented by cultural differences, it is critical to assess the culture in a specific region to ensure implementation of motivational strategies which adhere to the culture. This will ensure the effectiveness of strategies in a specific region.

Also, as stated earlier, the performance of organizations is dependent on various factors. With an attempt to enhance the performance of an organization, in addition to strengthening motivation, other factors should be addressed to contribute to the improved performance of the organization.

References

Hulleman, K. E. (2014). Expectancy-Value-Cost Model of Motivation. Research Gate, 1-24. Thomas J. Calo, M. M. (2014). Age-Related Work Motivation Declines: Myth or Reality? Journal of Organizational Psychology, 96-110.