ABOSOLUTLEY NO PALAGIRISM!!! Slide Presentation last part of justification report

Running head: JUSTIFICATION REPORT PART III 1

JUSTIFICATION REPORT PART III 6

Justification Report Part III

Latonya Louden

English 315

Strayer University

02/20/2016

Dr. Richard Keller

Professor of English

Strayer University

2222 Academic Lane

Riverton, VA 98625

February 16, 2016

Dear Dr. Keller

It with great pleasure that I submit to you the justification report you authorized on 26 January 2016. The report in question referred to the explanation of methods used to increase intrinsic motivation in the office.

An analysis of the department, as well as other companies that have attempted to increase the inherent motivation of their employees, showed that intrinsic motivation is a critical factor in the success of any business. Through the analysis, it was revealed that employers who use natural methods of increasing motivation in the workplace saw a rise in the performance levels of the employees as well as lower employee turnover.

Thank you for giving me the opportunity to conduct research on the benefits and impact of intrinsic motivation in the workplace. With this information, I can now focus on finding the right means through which to apply intrinsic motivation as a form of reward for employees. I appreciate your consideration of the recommendations postulated in this justification report. Should you have any queries regarding this report, please do not hesitate to contact me at (909) 777-1111.

Sincerely,

Latonya Louden

Enclosure: Justification Report

Table of Contents

Executive Summary 4

Problem Statement 5

Terminology 5

Report Overview 6

Recommendations 6

References 7

Executive Summary

This report was carried out with the intention of determining the feasibility of applying intrinsic motivation in the workplace. The story focuses on two methods of increasing intrinsic motivation in the workplace. These methods include job enrichment and job enlargement. Methods of analysis included using five different criteria to select the best method suitable for the company. These measures included the time it would take to apply each method, the desirability of the plan to members of the workforce, the practicality of method, efficiency of the process, and the cost of implementation. While conducting the report, I used questionnaires and surveys to gather information from members of the workforce.

The report finds that job enrichment is the best way to increase intrinsic motivation in the workplace. This is because the method employed provides the employee with the opportunity of gaining satisfaction from carrying out his duties effectively. It was also discovered that job enrichment, and as a consequence, job satisfaction lowers the rate of employee turnover and is cost-effective in the long run.

Problem Statement

The report is based on an organization whose management has realized that the workers lack intrinsic motivation. External motivation methods have already been put in place including bonuses and other forms of rewards. However, the performance of most of the employees does not seem to improve. Also, there is a high rate of employee turnover. The management is seeking to use natural methods of motivating the employees to overturn this current state of affairs. The purpose of the report was to evaluate the alternatives provided by the management for increasing intrinsic motivation keenly.

Terminology

Intrinsic Motivation- this is the opposite of external motivation and stems from within the individual. Intrinsic motivation brings about job satisfaction that leads to better performance by the employees and leads to increased commitment to the employer.

Job Enrichment- this is a method of intrinsically motivating self-driven employees by giving them additional responsibilities that are usually carried out by individuals higher up on the corporate ladder (Hackman & Oldham 1976).

Job Enlargement- this is the process of just adding more responsibilities to the employee without giving him access to more complicated tasks that are usually assigned to those in more senior positions.

Report Overview

This report was generated to assist the management of the company in identifying the most effective method of increasing intrinsic motivation in the employees. Two alternatives were given as alternatives to increasing job satisfaction, and job commitment. These methods were job enlargement and job enrichment.

When evaluating these two alternatives, it was discovered that companies that used job enrichment saw a larger increase in overall performance as compared to those businesses that used job enlargement. Volvo successfully implemented job enrichment and realized a 64% increase in individual employee performance and a 32% total increase in output production for the financial year it applied the said method (Gibson, 1973).

On the other hand, Indiana Bell Telephone Company used job enlargement or task addition but did not realize a great leap in performance levels of the employees. The most favorable result of employment expansion was that it led to a reduction in monotony. Unfortunately, General Motors was not successful in implementing the method. The employees did not feel that the additional tasks were challenging enough. They also felt that the added tasks were also as monotonous as their previous duties.

The report uses some criteria to select the best method for the company scientifically. The criteria chosen included the period of implementation, desirability, cost, practicability, and efficiency. Job enrichment was found to have more desirable effects on the workers, more efficient, and was more practical to the culture of the organization (Hackman & Oldham, 1976). However, the method would take a longer period to implement, and it would also be more costly as compared to job enlargement. A thorough cost-benefit analysis showed that despite its high costs, and a significant amount of time it would take to implement, job enrichment was still the better option in the long-run (Paul, Robertson, & Herzberg, 1969; Smith, 1981).

Recommendation

Based on the report’s evaluation of alternatives and findings and analysis sections, job enrichment is the most beneficial alternative to select. The method will have long lasting effects on the attitude of the employees towards their work and the company in general.

References

Gibson, C.H. (1973). Volvo increases productivity through job enrichment. California Management Review, 15 (4): 64-66

Hackman, J.R., & Oldham, G.R. (1976). Motivation through the design of work: Test of a theory. Organizational behavior and human performance 16, 250-279.

Paul, W.J., Robertson, K.B., Herzberg, F. (1969). Job enrichment pays off. Harvard Business Review March 1969 Issue.

Smith, H.R. (1981). The Uphill Struggle for Job Enrichment. California Management Review, 23(4): 33