Employee Motivation: A Contemporary Issue

Running Head: INTRINSIC MOTIVATION
Intrinsic motivation
Name of the Student
Name of the University
Author Note

1INTRINSIC MOTIVATION
Chosen contemporary issue: Employee Motivation
Employee motivation is a prevailing contemporary problem these days. Long work
hours, peer pressure, stress, alcohol dependence, office politics and limited opportunities lead
to a demotivated and equally unhappy workforce. These factors lead to a reduction in
productivity. Hence, the chosen issue is a contemporary issue.
Impacts of Chosen Contemporary Issue on Managers:
Employee engagement has been an important concern. The employee engagement
within an organization refers to the approaches that are implemented by the workplace
management. It ensures that the employees offer the best of their efforts towards the overall
development of the concerned organization. The employee engagement within the company
also helps in the development of commitment of the employees within the given organization
(Mone & London, 2018). If an employee is demotivated and not dedicated to his or her work,
this behavior affects the organization as a whole. Demotivated employees can be a major
concern for managers as the team productivity reduces. The team as a whole start suffering.
Sometimes such employees quit their jobs. Losing such employees become a problem for
managers. Losing an employee can heavily cost the company thereby increasing its expenses.
Thus, it is understood that high employee turnover can be considered as a major factor for
increasing organizational expenses.
Managers need to work on schemes to motivate such employees and improve their
work ethics. Motivated and involved employees help the organization to reach its goals. The
management of the multitude of the organizations operating within the international markets
tends to deal with the provide the employees of the organization with the needed motivation

2INTRINSIC MOTIVATION
in order to arrest the high rate of the employee turnover (Albrecht et al., 2015). This, in turn,
would help in the retention of the experienced and effective workforce members within the
given organization thereby helping the concerned organization in the maintenance of the
various issues that might stem from the improper engagement of the employees within the
organization.
Life Case Illustrating the Chosen Issue in Practice:
This can be better understood with the help of a real-life case study of the Kenya
Commercial Bank (KCB) (Omollo & Oloko, 2015). This commercial bank was facing
challenges in retaining employees. Joshua N Oigara was appointed as the managing director
and CEO of KCB in 2013. Prior to this, he served as the CFO in the same bank.
Under his leadership, the employees felt demotivated and overworked. The employee
turnover rate of the Kenya Commercial Bank has been very high. The majority of the
employees of the bank have been dropping in their resignations on the grounds of being
extremely demotivated to deliver their duties towards the financial institution as well as the
clientele of the organization properly and efficiently. The concerned financial institution,
Kenya Commercial Bank in Migori County, has also been facing issues regarding the high
costs incurred for training and recruitment, increased governmental regulations, continuous
technological innovation in the highly competitive nature of the market where the bank has
been operating (Omollo and Oloko, 2015). In this fierce competition of human resources,
Oigara found it hard to stick to retain the top talents and motivate them by providing
recognition or through the reward management system. He was not able to motivate the
employees through his leadership skills.