Motivation and Performance in Organizations

The assignment explores the concept of employee motivation within an organization, focusing on both hygiene factors (pay and working conditions) and motivators (growth and responsibility). It examines how these factors influence employee performance and suggests potential staff benefits like specialized training programs to enhance motivation and productivity. The analysis is grounded in relevant theories and research, providing insights into fostering a motivated and high-performing workforce.

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Part 1
Q1
Marketing manager should be able to develop image of the school with the help of
efficient marketing activities. Organising events, analysing market, making proper plans to
develop strong image of school, assuring that time to time updates must be done in websites
and so on, are few job responsibilities of marketing manager. Their activities should focus on
attracting new students and establishing strong public image.
To attain the post of marketing manager required qualifications are- bachelor’s degree
along with masters in marketing field and good experience in advertising and selling.
Q2
Methods of recruitment
There are two methods of recruitment one is direct and other is indirect. School can use
both the methods but it’s better to go for indirect methods because, it involves low cost, easy
to approach wide range of public and detail description can be given (Passmore, 2017).
Indirect methods that can be used by LPV School are -
Advertisement – detail description for the work can be given along with working hours
and salary package.
Newspapers ads – on daily basis people are habitual of reading newspapers through which
they can be made aware about job openings and this method is appropriate when there is need
to target a particular segment.
Criteria for shorting listing
Criteria used by LPV school are-
Education – person should possess masters as well as bachelor’s degree in marketing.
Knowledge – complete knowledge about marketing strategies, different tools to attract
students, government policies, complete knowledge about market trends and so on.
Creativity – manager should be enough creative to immediately build new plans if need
arises.

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Abilities – they should be smart, able to analysis market trends, develop new strategies,
possess computer skills and should be able to mould their thinking as per the changing trend.
Selection methods and tests
School will select the manager on the basis of their CV, interview and different test. In CV
complete information should be there regarding qualification, education, name, email id,
hobbies and along with personal achievements (Bolón-Canedo, Sánchez-Maroño, & Alonso-
Betanzos, 2013).
Interview will be taken to assure whether the person actually possess the skills that they
require or not. On the basis of this, selection can be done but before this, candidate have to
pass from certain test such as-
Ability test – The main focus of the school is to identify general knowledge, clerical and
numerical ability (Kolen, & Brennan, 2014).
Intelligence test – It is important to know the calibre present in the candidate at the time
of selection.
Personality test – This is conducted to know about the behaviour as well as opinion of
person on certain issues which may occur within the organisation. If correct decisions are
taken by the marketing managers, it will help to increase overall student base (Kakaraki,
Tselios, & Katsanos, 2017).
Pre-employment check
Before the employee join the organisation it is essential to know their past records. These
records can be attain from their last work place, school and college. Complete information
regarding the background provide sense of security regarding the employee (Date, 2017).
Q3
Induction programme
It refers to a process in which employees are introduce to everyone in the organisation. It
is important to make them familiar with everyone so that they can deliver their best to the
firm (Hughes, 2017).
Induction programme of LPV school-

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Figure 1 complete induction plan
Overall orientation – Marketing manager will be introduced to each and every person in
the organisation including teachers, financial managers, and human resource experts and so
on.
Specific orientation – They are given time to exchange thoughts, idea, views with their
own group of marketers.
Review orientation (conducted after 6 months from the date of joining) – it will be
conducted at the end of 6 months, to know whether the person is facing any problem or every
this is going well.
Training plans
After the induction, training should be provided. This training can be on the job as well as
off the job. LPV School has adopted mentoring option as on the job training (Lewis, Barrett,
Sugai et al.2016). In this new comers are meant to work under the people who are experts in
marketing field. Apart from this, some on the job methods are also use like, conferences and
simulation exercise and analysing transactions.

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Main focus of the training is to make sure that correct decision must be taken as, decisions
taken by the marketing manager, if implemented require huge investment.
Organisational gain at the end
At the end of the training section LPV School will be able to attain a stage, where they can
expect to gain return on the money invested by them in the terms of initial capital on their
employees during training programmes.
Marketing manager will help the organisation to attain new targets by making appropriate
strategies and plans to expand their business. Main focus will be on expanding student base
so, that more parents can get aware about the school its facilities and send their kids to enjoy
the same. At the end everything will contributes in high profit earning.
Part 2
Q4
Addison Lee provide taxi services. Firm is able to earn high profits because of the efficient
performance management services provided by organisation to its employees. Every
employee cannot excel just after joining the organisation, that’s why managers of LEE had
developed particular procurer as per which staff members are explained in advance, what are
the organisational expectations, after they complete these expectations their performance is
reviewed and software’s are develop which can help to measure employee performance
which eventually results in high turnover, good customer base, excellent customer services,
and expansion of business and so on.
Q5
Process of performance planning
Martha’s Pantry is the topmost bakery of New Zealand. Firm manufacture many edible
things such as, pies, pizzas, and other baked goods. Large number of workers are working in
the systematic manner as per the performance planning chart made by its owner. Head chef
divide the work as well as time (Lichfield, Kettle & Whitbread, 2016).Work is divided into
two parts they are - baked item and non-baked items. On the basis of employee speciality
further work is assigned to them.

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Process of performance monitoring
Figure 2 bakery outlay
 Head chef keep an eagle eye on the work performed by its staff.
 Proper hygiene is maintained.
 Food should be tasted before serving to customers.
Process of performance development
Employees were given complete training before allowing them to work directly in
the kitchen. As, the organisation provide its services in parties, bridal shower and
many other parties so, apart from bakery knowledge staff was also trained to serve
and deliver food on time. This helped in building sustainable image of Martha’s in
market.
Succession planning
Company is going well enough over the years which resulted in high profit margin
so, now they are planning to expand their branches at different locations and increase
staff.
This has resulted in tremendous hike in profit margins, stabilised brand imaging,
improvement in organisation working and good coordination within the staff
members.
Q6
Alternative ranking method

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Human resource department of LPV School, focus on developing fair and
trustable climate by evaluating the performance. In this, ranks are allotted to staff as
per the work done by them. Further on the basis of it promotions, incentives are also
been provided by the organisation (Posadzki, et.al 2013).
Method adopted by the organisation does not allow discrimination on the basis of
cast, colour, creed, sex. In fact ranks are given on the basis of set criteria such as,
personality traits, work done by the employee, marketing skills and their contribution
in success of the organisation.
Alternative ranking system has helped in maintain sustainable and healthy working
environment. Employees work freely without any tension of diplomacy or politics
with in the organisation.
LPV School should adopt this method in order to assure better coordination within
different departments and pleasant and healthy working atmosphere.
Figure 3 Alternative ranking

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Q7
Rewards should be given to all the staff members as per their performance. This
will help in improving overall efficiency and developing better working environment.
There are different departments in LPV School such as, HR, marketing and finance.
Performance of employees should be evaluated on the basis of their working hours,
quality of work, patience level and their contribution in the profitability of the
organisation. Average working time is 8 hours but some time if the employees are
willing to do overtime because of the workload then they should be paid bit extra.
For every extra working hours, they should be paid $50. This will encourage them
to work long and results in betterment of the organisation.
Q8
Every school wants to hire well educated teachers so, that they can deliver good
academic knowledge to their student. Pay structure of staff may vary depending upon
the experience and degrees.

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Figure 4 Pay scale schedule
If the organisation will follow this payroll then, it will help to improve overall HR
strategies as, School will be able to attain its mission and vision with the contribution of its
members. Staff members will also give their best contribution after availing handsome
payroll. Further this will help HR department in implementing any new strategy or plans
because of flexible staff nature (Grant, 2016).
Part -3
Q9
Every individual possess hierarchy of needs. As soon as the primary needs get satisfy they
move to higher level of hierarchy. As per the Maslow’s theory Vincent is now at fourth stage
where he want recognition, respect from his boss but because of busy schedule of Laura he is
still deprived of it.

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Figure 5 Mellows need hierarchy
Although Vincent was not paid handsome package in old firm but there was mental
satisfaction which he is missing in new firm as here, no one take initiatives, creativity and
innovative ideas are not entertained (Fitzgerald, 2016).
Q10
Being a team leader Vincent can take many steps to change the current situation such as,
 Every team member should be given responsibility.
 Proper attention should be given to new ideas.
 Incentives should be paid for extra work.
 Time to time evaluation of performance.
All these changes will motivate employees to give their best. Apart from this they will
enjoy working in organisation which leads to good working culture and profitability.
Q11
Laura follow theory X as, she feel that whatever decisions are taken by her are correct and
her staff members cannot give appropriate advice or take decisions by themselves (Fulton,

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2013). She is so busy with her work that she don’t even have sufficient time to hear
innovative ideas, because of which everyone gets frustrated and has become least interested
to take initiative.
Q12
Hygiene factors
Pay – attractive pay-scale is provided by the organisation which has attracted Vincent
Physical working conditions – good working conditions exist within the organisation and
focus is done on maintaining hygiene and clean surroundings (Ray, 2016).
Motivators
Growth – proper growth opportunities exist within the organisation. On the basis of
experience and the time they had given to the organisation, employees are promoted to higher
level (Ali, 2013).
Responsibility – Vincent being a leader is responsible for the activities of its team
members.
Q13
Staff benefits
 Special programming language class should be organised so that, employees can
brush up their existing skills and learn new things.
 Software developer centre should be develop so that, company can work efficiently
and employees can learn new things.

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References
Ali, N., (2013). Motivation-Hygiene Theory: Applicability on Teachers. Journal of
Managerial Sciences, 7(1).
Bolón-Canedo, V., Sánchez-Maroño, N., & Alonso-Betanzos, A. (2013). A review of
feature selection methods on synthetic data. Knowledge and information
systems, 34(3), 483-519.
Date, P. E. (2017). Pre-Employment Background Checks. Policy, 2, 01.
Fitzgerald, R. (Ed.). (2016). Human needs and politics. Elsevier.
Fulton, W. (2013). Intersection theory (Vol. 2). Springer Science & Business Media.
Grant, R. M. (2016). Contemporary Strategy Analysis Text Only. John Wiley & Sons.
Hughes, G. (Ed.). (2017). Ipsative Assessment and Personal Learning Gain:
Exploring International Case Studies. Springer.
Kakaraki, S., Tselios, N., & Katsanos, C. (2017). Internet addiction, academic
performance and personality traits: A correlational study among female
university students. International Journal of Learning Technology.
Kolen, M. J., & Brennan, R. L. (2014). Test equating, scaling, and linking: Methods
and practices. Springer Science & Business Media.
Lewis, T. J., Barrett, S., Sugai, G., Horner, R. H., Mitchell, B. S., & Starkey, D.
(2016). Training and professional development blueprint for positive
behavioral interventions and supports.
Lichfield, N., Kettle, P., & Whitbread, M. (2016). Evaluation in the Planning
Process: The Urban and Regional Planning Series (Vol. 10). Elsevier.
Passmore, J. (2017). The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention. John Wiley & Sons.
Posadzki, P., Watson, L. K., Alotaibi, A., & Ernst, E. (2013). Prevalence of use of
complementary and alternative medicine (CAM) by patients/consumers in the
UK: systematic review of surveys. Clinical Medicine, 13(2), 126-131.

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Ray, J. (2016). Staff motivation and its impact on performance in a retail
environment.