Motivational Issues in Modern Management - Case Study Example

Table of Contents Abstract 2 Problem (Issue) Statement 3 Data Analysis 4 Key Decision Criteria 6 Alternative Analysis 6 Recommendations 7 Action and Implementation Plan 8 Exhibits 10 References 12 Abstract This paper intends to identify the motivational issues associated with the modern management. It has been ascertained that the present business environmental is highly dynamic and challenging. In such circumstances, contemporary managers are required to deal with the complex facets associated with motivation. Employee motivation is considered be of paramount importance for the success of the contemporary business organizations. This is due to the reason that employee motivation is directly related with the performance of the business organization. It has been ascertained that there are various factors that may influence the motivation level of employees. In order to eliminate the motivational issues, managers are required to develop an understanding regarding the individual differences and implement the appropriate motivational models and approaches. Problem (Issue) Statement The modern business environment is ascertained to be highly complex and dynamic. In such circumstances, it is quite difficult for the organizations to sustain business efficiently. There are also numerous internal and external factors that serve as the threats for the survival for the modern business organization. Therefore, it is essential for the modern business organizations to ensure that employees within the organizations reveal their commitment and dedication towards the attainment of the common organizational goals and objectives (Kreisman, 2002). However, it can be argued that in the contemporary business environment the issues such as employee commitment, retention and productivity have emerged as the serious workforce challenges concerning the future prospects of the modern organizations. In order to get the best work from the employees, contemporary managers are required to consider the various aspects both internal related with the management of employees and external factors. In this regard, employee motivation is considered as a strong determinant that has a significant impact on the behavior and the commitment of employees. Moreover, employee motivation can be regarded as an intricate and a much sophisticated topic, with which he contemporary managers are required to deal with in order to ensure the organizational success. In order to acquire adequate understanding regarding employees’ motivation; it has become imperative for the managers to recognize the importance of employee well-being, its concepts, as well as differences in individual needs. Nonetheless, the imperative requirement for comprehending and applying employee motivation has been considered as the core issue for organizations and managers. This is due to the reason that employee motivation has radical impact on the performance of the organization and it also acts as a critical factor that decides the success and failure of the organizations. Precisely stating, employee motivation has a significant influence on the behavior of employees to react in one or the other way. It can be argued that there is a greater requirement undertaking certain specific approaches for the managers to draw an understanding regarding the behavior of employees. In the modern management practices, motivating employees and directing their joint efforts towards the accomplishment of the broad organizational goals have emerged as one of the most challenging tasks for the modern managers. At the same time, it is a global fact that every individual possesses certain unique characteristics and is different from the others in one or the other way. Thus, it can be argued that no standard model is sufficient for addressing the motivational factor. Correspondingly, it has become essential for the managers to implement diverse motivational models in order to realize the discriminating needs of the employees (Kim, 2006). Data Analysis It has been identified that motivation is the crucial for the success of the modern organizations. It has been ascertained that without motivation, workforces are less committed towards delivering their best to the organization which ultimately results in the decreasing efficiency of the organization. At the same time, it has been ascertained that contemporary business environment is highly dynamic and challenging. This is primarily due to the increasing competition prevailing in the marketplace. Hence, it has been realized that there is a greater need for motivated employees so that modern organizations can sustain their business profitably. Accordingly, it is determined that in order to ensure the success of the organization, the contemporary managers are required to motivate employees towards performing their best. In this regard, it has been ascertained that the primarily role of the managers in the present day context is to increase the morale of employees related with their respective tasks. Over the last few decades, employee motivational factor has changed radically. Simultaneously, it is determined that the changes in the employee motivational factor are pervasive. Moreover, it has been observed that a large number of organizations in the present day context have started to implement incentive based motivational model in order to attain desired organizational outcomes. Employee performance and their level of motivation are significantly influenced by various factors such as performance appraisal, employee satisfaction level, compensation, training and development, job security organizational culture and structure (Muogbo, 2013). It has been realized that employee performance appraisal serves as a critical component that facilitates in motivating the employees as well as managing the future performance of the employees. Employee satisfaction is considered to be the other major aspect that has influenced the motivational level of the employees in the contemporary business environment. Furthermore, employee compensation including monetary rewards is considered to be one of the most important factors, which influences the employees’ level of motivation as well as their commitment to perform certain specific tasks. Training and development also acts as an important determinant that has significant influence on the level of motivation. Apart from employee compensation, job security is also considered to be a crucial factor which the current employees are concerned with. Correspondingly, job security also radically impacts the performance and the motivational level of the employees. Other vital aspects influencing the motivational level of the employees can be ascertained as the organizational culture and structure. Culture prevailing within the organizations may influence the behavior of employees to a great extent (Nohria et al., 2008). Key Decision Criteria Understanding how to make better choices as well as implementing systematic approach is a key decision criterion. In this regard, moral sensitivity is considered to be an important decision criterion. It is worth mentioning that moral sensitivity requires managers to recognize problems that would affect the behavior of an individual. Moreover, adequate understanding regarding the issues aids the contemporary managers to design efficient courses of action and determine the consequences of each strategy. Another key decision criterion is ascertained to be moral judgment. The moral judgment requires the managers to distinguish between favorable and unfavorable aspects and make decisions based on conscience. Similarly, another vital decision criterion is regarded as the moral focus. The moral focus requires that individuals should be assigned with the most desirable tasks distributed in fair manner. Moral character as a key decision criterion requires leaders and managers to reveal sound characteristics and display enhanced competency that would ultimately encourage the employees to contribute their best to the organizations (SAGE Publications, 2013). Alternative Analysis It has been determined that understanding individual differences is often a very complex task for the managers. Furthermore, global competition and dynamic economic environment have dramatically influenced the performances of the organizations in the present day context. At the same time, these factors have also contributed towards the increasing workload of the employees along with creating an impact on job security. Thus, it can be stated that current motivation factors are still salaries and wages along with job security. Correspondingly, it has been observed that these motivational factors along with changing values and beliefs of employees due the various reasons can facilitate the managers to draw an understanding and discover the discriminating needs of their organizational employees. Moreover, such understanding is perceived to make the tasks of managers quite easy regarding the identification and implementation of motivational programs that can be suitably related with the appropriated motivational theories. There are generally two types of rewards that motivate employees which include intrinsic and extrinsic. Intrinsic rewards are generally associated with employee recognition and employee involvement. While on the other hand, extrinsic rewards include variable pay and flexible pay (Iqbal et al., 2012). Recommendations Employee motivation, in the contemporary business environment, is crucial for seeking organizational success. It is therefore essential for managers to recognize the individual differences before implementing any motivational model. Additionally, based on the identified differences amid the employees in the organization, managers should determine motivational factors and integrate with the suitable motivational theories. Furthermore, negligence towards employee motivation can have an adverse impact on the performance of the organization that may lead towards the failure of the business. It is thus essential for the contemporary managers to address the imperativeness of motivation suitably. It is recommended that managers should implement appropriate theories that would best answer the issue of motivation faced by the modern business organizations. It is further recommended to managers to promote pleasant and rewarding environment with the organization that would aid in achieving desired behavior of employees. On the contrary, any unpleasant situations that may affect the employees on any ground should be duly avoided. It is also crucial for the organization and the managers to engage employee in training and development activities so that every individual in the organization is able to perform the assign tasks efficiently. Furthermore, any type of punishment or punitive measures that may contribute towards undesirable behavior should be discarded. At the same time, regular performance appraisal should be conducted and the employees performing outstandingly should be praised and rewarded. The motivational model implemented by the managers should be reviewed periodically in order to judge the efficiency of the implemented motivational model. It is also crucial for the contemporary managers to have knowledge and insights of more than one theory (Morris, 2009; Kim, 2006). Action and Implementation Plan In order to ascertain action plan regarding the employee motivation, it is crucial to determine the motivation needs and issues. Once motivational needs and issues are identified, appropriate action can be designed and implemented in order to seek the best outcome. The table below represents the action and implementation plan. Motivation Needs and Issue Targets Actions to be Implemented Achievement/ Promotion and self Development Employees Employees will be allowed to perform the work that they enjoy Training will be offered to promote employees The employees will be allowed to learn their roles in the organization Affiliation and Peer Approval Employees Opportunities related to teamwork will be created Social element will be encouraged art the workplace Power and Responsibility Employees New projects will be assigned in addition to their works Employees will be allowed to manage small group of co-workers Employees will be asked to render their input regarding certain projects Job Design Employees Jobs of employees will be rotated so that they do not find their tasks to be monotonous Exhibits Maslow’s Hierarchy of Need Source: (Green, 2000) Linkages from Share Ownership to Organizational Effects, Impact On Employees, And Organizational Outcomes Source: (Michie et al., 2002) References Green, C. D. (2000). A theory of human motivation. Psychological Review, 50, 370-396. Iqbal, J., Yusaf, A., Munawar, R., & Naheed, S. (2012). Employee motivation in modern organization: a review of 12 years. Interdisciplinary Journal of Contemporary Research in Business, 4(3), 692-708. Kim, D. (2006). Employee motivation: “just ask your employees”. Seoul Journal of Business, 12 (1), 19-35. Kreisman, B. J., 2002. Insights into employee motivation, commitment and retention. Retrieved from http://businesstrainingexperts.com/white_papers/employee_retention/Employee%20Motivation,%20Commitment,%20%26%20Retention.pdf Morris, R. E. (2009). Employee work motivation and discretionary work effort. Retrieved from http://eprints.qut.edu.au/31725/1/Robyn_Morris_Thesis.pdf Michie, J., Oughton, C., & Bennion, Y., (2002). Employee ownership, motivation and productivity. Retrieved from http://www.efesonline.org/LIBRARY/Employees%20Dirct%20Report.qxd.pdf Muogbo, U. S. 2013. The impact of employee motivation on organizational performance. The International Journal of Engineering and Science 2(7), 70-80. Nohria, N., Groysberg, B., & Lee, L. (2008). Employee motivation. Harvard Business Review, 1-8. SAGE Publications. (2013). Ethical decision making and behavior. Retrieved from http://www.sagepub.com/upm-data/39590_Chapter7.pdf Read More