General Motivation in Organization

(Jurist, 2019) Safety Security As we go up the hierarchy, the needs become more complex and tougher to give. Samsung offers its employees many safe and long-term security to their jobs. Teams are often changed up for every task which allows employees to interact with others and have a social life even in their work place.

Motivation
The process that it takes for a person to put in effort to achieve a goal is the
motivation. In every task that we do, there is a goal for it which is often times our
motivation which could base from a little. This is considered as general motivation,
regarding within an organizational context it is quite different. How hard a person is trying is
the intensity of it which is often linked with motivation. This high intensity is only favorable
in one’s job performance if it results in the organizations benefits. That’s why the effort and
the quality of the intensity is looked upon. Motivation can last until they achieve their goals
or not even long enough.
Maslow’s Hierarchy of Needs Theory
This theory of motivation is by Abraham Maslow which is one of the most known and
used theory to this day. It emphasizes that there are main five needs within every person
which are put in this hierarchy of needs. These needs are:
Physiological
The basic physiological needs are those needs which any human being can not
certainly live without. It is quite simple these involve water, food, air, clothing,
reproduction, and shelter.
An example being of Samsung who provide their employees with electric cars or
bicycles so they can travel to their business meetings or work in comfort and proper time.
Samsung is trying to make their employees lives a lot more comfortable and providing them
resources for them to do their absolute best accordingly. (Jurist, 2019)
Safety Security
As we go up the hierarchy, the needs become more complex and tougher to give.
This involves having financial security, health insurance, health care and moving into a safe
neighborhood. This also includes any security or safety from physical or emotional harm.
Samsung offers its employees many safe and long-term security to their jobs.
Employees are given insurance and free health care once the employee contract has passed

three months. Their main goal through doing this is to gain their employees long term trust
in their company.
Social Belongingness
The need for emotional attachments come in social belongingness. Wanting to have
friends, a family or a group to belong to is required. This also includes having a significant
other and intimate relations. To avoid problems such as depression, loneliness and anxiety it
is important to feel loved and wanted by people.
Samsung creates and sets up teams to do certain tasks as it is quite a large company.
Teams are often changed up for every task which allows employees to interact with others
and have a social life even in their work place. Due to having so many employees working at
a company you are due to find someone to feel a belongingness to.
Esteem
When all the needs on the bottom three levels are satisfied the esteem is affected.
Esteem starts acting as a motivational aspect. It is important to gain respect and
appreciation from other people. When a task is done, people tend to look for appreciation
and want their efforts to be recognized. This also includes self-worth and self-esteem. When
their esteem is satisfied, they are able to front a more confident view on their abilities and
self-worth. Those who lack these things often face inferiority.
Samsung basically gives their employees the free will to go an extra step be able to
help out the customers and make them happier. This leaves the employees feeling like they
contributing to the company in a fairly large way. (Jurist, 2019)
Self-Actualization
When all four of these needs are fulfilled, it gets hard to be motivated that is when
self-actualization comes in. We all want to be someone and want our name to be
remembered even after we are gone. Basically, wanting to reach the full potential of a
human being. At this point the motivation comes from becoming a perfect person and
improving thyself to get there through self-improvement and growth.
Samsung actually lets its employees’ creative minds take over and have them focus
on their creative intuitions 20% of their time and let them do what they are really
passionate about which have resulted in products such as Bixby. (Jurist, 2019)
Maslow’s Model basically indicates that business serve the best when they are
looked inside from the stakeholder’s perspectives. Having the basic needs or the comfort for
people to do their jobs but providing them with a little bit more can only help them and the
business. By understanding the physiological, safety security, social belongingness, esteem
and self-actualization needed by the employees. You are easily able to make the company a
better place for them to work for and create better outputs for the business itself. By
making them feel like they are an important asset to the company and are well needed, it
creates trust and no fear of authority to let your imagination go wild.

Personally, I feel like Maslow’s model overall is very general but can often times be
looked over in a business. Providing the basic needs of water and food to people is one
aspect but making their work office fit for them increases productivity and the employees
tend to be happier due to such conditions. Being stuck in a small room for hours with four
white walls surrounding you can often times become depressing. Treating employees, the
best you can will only result in the company’s profit. Even though providing employees with
bicycles or electric cars is not something most companies are able to afford but by doing so
they create a good work environment name for themselves which influences people to work
there for all the benefits which also motivates them to work harder. As for safety and
security, in many countries it is compulsory to provide with health insurance to employees
but in some it is not even an idea brought into light. Being able to belong to a group is a
social basic need. No one can live without any social interaction either it be with your family
or friends. Humans get depressed when these requirements are not fulfilled. Having a work
environment which enables employees to interact with each other through team works and
interactions is a must. It minimizes any defects regarding socialness. For people who are
more introverts and prefer to be alone should be given more alone projects and minimize
group work but not fully. Praising employees and appreciating their efforts is so important
for employees as it improves their self-esteem. And makes them feel appreciated for the
work they are doing and will work even better on their later projects. Being able to work for
what you are passionate about makes humans internally happy. This is why Samsung lets
their employees have freedom to work on what they are passionate about.
Two Factor Theory
This theory is by Fredrick Herzberg which emphasizes there being two main factors
for motivation in an organizational context. This relates to the intrinsic factors giving job
satisfaction and the extrinsic ones with job dissatisfaction. Challenging work gives
employees a rush and motivates them to put in more effort. If these intrinsic factors are not
there then the employee is left neutral with no negative or pleasing feelings which leaves
them feeling bland. The extrinsic factors which is also known as the hygiene motivational
theory are the conditions that are compulsory such as a pay, physical work conditions, job
security, and support. Even if these may not act as a motivational factor, if they are not
present, they will most definitely act as a demotivator and be dissatisfactory. To motivate
people through giving them challenging and interesting work is intrinsic motivation. It ends
up satisfying the person needs and self-determination. However, this is only for the people
who value work and have passion for the task. For the ones who have low value of work
have low intrinsic motivation.
Taking Samsung as an example which uses Herzberg’s two factor theory in their
company to motivate employees. They pay close attention to the aspects which cause
satisfaction and dissatisfaction to them. Their employees are motivated through
communication and giving them a say in the decision-making process. They hold forums
frequently to figure out the thoughts of the staff on their pay raises. They do their best to
prevent any dissatisfaction and focus more on the satisfactory aspect. (Anon., 2012)

Herzberg is an agreement with the Maslow’s basic needs theory however,
emphasizes the fact that they are not the only motivating factors that are to be looked
upon. So, he added another part to Maslow’s theory stating that there are points which
cause dissatisfaction to the employees and can result in demotivation to them. Stating that
to improve you must be able to look and understand both the satisfactory and
dissatisfactory parts. Personally, I agree with Herzberg as one of the elements increases the
other one decreases. As I mentioned before the Maslow’s Model is quite generic and having
Herzberg add another part to it which focuses more on the motivating factors of salary and
really understanding what the employees are looking for from their job. The main reason we
work is to earn money and not earning as much as you think you should be is tend to
demotivate you. Being given a raise for your hard work and efforts is motivating and
appreciating at the same time. Knowing both of these models and being able to implement
them can be key to providing your employees with motivation.
McClelland’s Theory of Needs
This theory was written by David McClelland and his associates, unlike the hierarchy
of needs written by Abraham Maslow this focuses on motivating factors rather than survival
of the humans. There are three needs in this theory which are as follows:
Need for Achievement
People with a higher need of achievement receive motivation by achieving difficult
tasks. They live on completing challenging and hard problems or tasks. They work very
effectively alone so they have control over most or they prefer working with other higher
achievers.
Need for Affiliation
People with a higher need of affiliation are motivated by working in a group rather
than alone. The desire for friendly and close interpersonal relationships is key. They are not
fans of risk or uncertainty so when assigning jobs keep the risky ones for others.
Need for Power
People with a higher need of power want to be in charge of other people. They enjoy
the power of being responsible and in control of others. They are very goal oriented and
enjoy some competition.
Samsung is a well-known company which uses McClelland’s theory of needs in their
workplace. Keeping a healthy and a good relationship with their employees is what they
focus on through applying this theory. Having a good relationship and appreciating them for
their hard work. They have created an environment which helps them to stay motivated and
with great culture all around. All the achievements that Samsung achieves makes the
employees work even harder due to feeling joy after contributing to the company. They also
promote employees when needed, they have promoted a lot of women recently to chief
director and has been very effective to such employees who have a higher need of power.

The managers at Samsung motivate their employees through this theory to achieve tasks
and goals. (Paul, 2013)
This theory seems to focus on a person’s different need that they thrive from. So,
every individual will be different and it will be the managers job to distinguish and figure out
what type of need is that the employee is looking for to be motivated. I feel like by using this
theory, it creates a better understanding between the company and the employees, makes
them more connected as well. The employees will be more satisfied with their job because
they like what they are doing and their needs are being fulfilled either it be power, affiliation
or achievement. Samsung really focuses on this and that is why they have such a loyal and
trustworthy team who love their job.
Equity Theory and Social Comparison
This theory was written by Adam who talks about the employee satisfaction and how
each are treated differently from each other or their peers. This theory states that
employees have expectations of their outcome from their job which they are putting their
input in to receive the outcomes which they have expectations for. The outcomes are pay,
status recognition and benefits. The inputs being their skills, education and effort.
Employees compare their inputs and outcomes with the other employees in the company
and when there is another employee doing less work and putting in less effort than you are
yet they are still being paid more than you, it turns out to be a demotivating factor. They
basically look for equality and justice for their input to receive the outcome they believe in.
Samsung basically always tries to avoid any bureaucracy against their employees and
provide them with a workspace where they are able to think creatively and come up with
the best ideas. They believe through this theory that if they are treated correctly and fairly,
they will be motivated to work. Samsung basically lets the employees do what they
personally think is correct to them. And they are allowed to do so immediately. Due to
providing such a comfortable environment they are able to not discriminate and treat
employees fairly.
I believe that it can actually be very disheartening and demotivating when your
colleagues or seniors are receiving more of a pay or more appreciation when you have been
doing the same work but even better and harder. Having a fair workspace where your
efforts are appreciated and not looked over is important to creating loyal employees and
having a non-toxic workplace. Samsung being a very large company is able to do so by
focusing on aspects like these and by treating the employees fairly. They are able to focus
on creating more innovative things that could benefit the company.
Expectancy Theory
According to this theory, it states the when people are motivated by a specific
outcome which they expect from doing certain tasks which will result in good performance
which will further result in the expected outcome. They are motivated to do it more. This
theory says that our beliefs depend on expectancy, instrumentality and valence. Expectancy
belief is that by putting in a certain amount of effort it will result in good performance of a

task. Instrumentality is the belief that the successful performance of the task will further
result in another outcome. Valence is the expected value which is linked with the
performance. Valence can be positive, negative or even zero. Positive resulting in bonuses,
salary increase and promotions. Negative being terminations, demotions and disciplinary
actions. Employees are motivated by the positive and are motivated to not receive the
negative.
To get a hand on talented employees, Samsung provide an environment which is in
comfortable spaces, top tech, safety, security and so much more so that they can focus on
their activities. The environment is a reward itself, the pay that the employees will receive
which is a lot is a perk and a reward. There work is flexible and have 20% of their time to do
whatever they are passionate about. However, if they are not doing what they are supposed
to be and not completing their tasks and just slacking off. Obviously, they have to be fired or
given a warning.
Personally, if I were to get a job it would be for basically mainly the pay and if I
would be motivated through bonuses and promotions. And having the fear of not
completing my task by time could get me fired and cause me to lose my job and not have a
way to earn would be quite discouraging. And showing a balance between these two to the
employees is important.
Goal Setting Theory
In this theory goals are the main driver which drives the persons intensity of
performing a task and how determined they are in putting effort. Goals are basically the end
line of the task which is to be achieved usually within a time limit. The theory states that
giving employees assignments which are too easy that rely on doing your best or easy goals
result in lower performance whereas when given more difficult goals they result in higher
performance.
At Samsung, employees work together in teams and have a goal set to be achieved.
They are able to work together and talk about their ideas with each other. Receive feedback
and able to achieve the goal through communication. They can coordinate with other teams
and most of Samsung’s ideas come from these teams that is why Samsung is one of the
most innovative companies.
I think having a goal to work towards is a motivational factor because if you do not
have anything to achieve or do, then what is it exactly that you are working for? This theory
is usually applied in most companies. But is not focused on the fact of giving challenging
tasks and not easy ones which could result as a demotivating factor.
Relationship between Culture, Politics, Power and Motivation
Task Culture
A task culture is mainly formed or created when there is a task that needs to get
done. To get this task done a team is created to work on this specific task. What the task is
that needs to get done is key because power can change from one person to another

accordingly as where the expertise lie. This is where the personal type of power comes in.
Specifically, the expert power where the skills and abilities of a person bring power to the
team in this culture. Due to having an expertise on a certain skill, other team members are
influenced are rely on such a team member over others or themselves. According to the
task the power may change from one to another according to the team members expertise
in each aspect. By having a variety of different skills and personalities in the team can result
in an effective team which produces amazing results. Collectivism from Hofstede’s different
cultural dimensions is a part of the task culture. It basically focuses on achieving goals or the
task that caused this team to be formed. Team members are able to find a social
belongingness in a team which they can call their own. This will prevent any loneliness in the
workspace that could cause depression or mental issues to employees. As having a team to
work with needs communication and social interactions to the desired tasks. Need for
affiliation from the McClelland’s theory can be used as a motivating factor in this culture. As
people who have a higher need of affiliation prefer working in groups with other people
rather than alone. So, setting up a team where the members desire affiliation can result in
an effective team and also create social belonginess in the workplace.
This culture basically focuses on getting tasks done together as a team. However,
when working in a team there might be one member who has done an exponential amount
of work or one member who has not even done the bare minimum. If we apply the equity
theory then the members who did more work than the other members could feel like they
deserve a better reward than the others due to how much effort and time they put into the
task. If we apply the expectancy theory to this scenario which says that a motivating factor is
to give an expectation to the employees to work towards as a reward. The reward being
bonus to all the team members if done with good results within a certain amount of time.
When the task is completed and the one member who did not contribute much at all to the
task and still received the bonus will potentially make the team member who put in a lot
more effort and put more work in could feel demotivated. Due to there not being a fair
reward system according to their works done. My recommendation would be to use the
equity theory and expectancy theory together to satisfy all members. By doing a report at
the end of the task to see how much every member contributed to the task and should be
given a bonus accordingly to the amount of work put in. By doing this every member will get
a reward for their efforts and not feel like they were not treated fairly.
For Samsung, their main focus is on gaining and achieving innovative ideas by
employees to implement or create in their technology. This mindset is encouraging by giving
free will to their employees to be able to come up with ideas by giving them free time and
through the use of Task Culture. They keep the goals of Samsung in mind when creating
teams to get tasks done which support the mission and vision of the brand. They use many
different theories as mentioned above to achieve these goals. When hiring new recruits, a
senior manager is given responsibility over them who challenge them to come up with ideas
that could help improve the products which they already have or completely new ones as
well. By putting together different people with different expertise, power changes from one
to another and each respectively work on what it is they are best at in correlation with each
while having social belongingness. By applying the equity theory to Samsung, they have

implemented ways to give extra credit to employees having put in extra work by affiliation
and rewarding them with promotions or bonuses using the expectancy theory to motivate
them further. Due to this there are opportunities for each employee working in the group
and eliminates bureaucracy or unfair treatment. (Evans, 2019)
Role Culture
Organizations that have a role culture have a hierarchy system where clear authority
is given within the structure. The higher you are on the hierarchy, the more power you have
over others and the company. On the top being the owner and going down on to the CEO,
directors, departments, managers and team members. One being the boss of the other and
each one has authority over the ones below them in the hierarchy structure. This structure
is basically tall and not flat. Companies which use this culture usually have a very high-
power distance index. Having a high-power distance means that there is inequality and a
distinct power difference in the stakeholders of the company. Respect is mainly given to the
ones with higher ranks and the ones on the lowest are not given much thought or respect.
Due to the ones on the top having more power which is given to them by position power.
They have the right to order people around and even fire them if they will. This culture is a
masculine one according to Hofstede’s cultural dimensions. As it has distinctive gender roles
and have more power over the other sub ordinates. McClelland’s theory states that people
with a higher need of power like being in charge of other people and being able to order
them around to do certain tasks. And being able to have the power of other people fearing
you excites them and make them want to work harder. Which acts as a motivating factor for
people who look for the need of power. People on the hierarchy use the expectancy theory
on the people below them or on the ones which they have authority over. They motivate
their employees through giving them rewards if they get the job done and make them fear
losing their job or demotions if the job is not done correctly. They work even harder to gain
the promotion and not get demoted or fired even. This culture is basically a bureaucratic
one.
This culture is very power based and can tend to become very stressful for the
stakeholders of the company. And by having such distinct roles and responsibilities given on
the hierarchy can cause to demotivate the employees on how far down they are on the
structure compared to the ones on the top. There is not much scope or power given
according to expertise. However, in a culture like this making decision can be very time
consuming due to having to take permission from authorities above you and moving along
the chain of power can take a while. This prevents risks from being taken and may even
result in loss of opportunities. This culture could be a lot better if the structure was not so
tall and the higher authorities had more interactions with the employees on the lower side.
Power Culture
In the power culture, power is given to a few individuals who have influence over the
whole of the organization. There are not that many rules that are set in this kind of culture.
Power is only in the hands of a few people. The ones who have this power are able to decide
what to do and what not to do. This power can be derived from the position power who are

able to coercive and give rewards or penalties to their employees. However, employees are
not judged on how they do think or act but what they achieve. In the power culture short
term orientation from Hofstede’s cultural dimensions can be applied as this culture focuses
more on the short-term goals rather than long term. They look into the near future and
want to achieve goals and success sooner than later. Success is looked for instantly. Due to
this decision can be made quicker than in role culture as swifter decisions are to be made.
As the employees are seen upon what they achieve and not how they achieve it, causes it to
be an indulgent culture. They are able to do things on their free will and are able to enjoy
their life to their personal fulfillment as long as they get their work done and achieve their
goals. The goal setting theory is very much so used in this culture repetitively. They motivate
their employees by giving them tasks that are not too easy for them to not want to work for
but instead are given tasks or goals to achieve that may be challenging. Easy goals result in
lower performance and laziness because not much effort is being put in. By giving
challenging work, it motivates them as people in this culture are usually ones who have a
higher need for achievement. McClelland’s theory of needs having three different needs,
one of them being the need of achievement states that motivation is gained by achieving
difficult tasks. By applying both the goal setting and need for achievement theory, the
culture is able to motivate the employees effectively and result in decent short-term results.
People with a higher need of achievement work more effectively when they are alone rather
than with a group of people because they have more control over what they do. They also
prefer working with other higher achievers such as the ones who have power in this culture.
If we apply the equity theory to this culture which states that’s employees may feel
demotivated if they are treated unfairly in correspondence to their peers or colleagues if
they think that they are doing more work or same amount of work but getting paid less or
even being treated unfairly. In this culture as it is more individual based, bureaucracy is
limited. And the rewards are different for each on what the individual achieves. I think there
can still be unfair treatment but it is a lot less than the other cultures. It does not have much
scope of demotivating the employees. I think with this culture as it focuses more on the
short-term success, they will not be able to advance or improve in the long term and will
keep doing the same thing for a while if they do not focus more on the long-term aspect.
Person Culture
In this culture the focus of the people or employees is mainly on themselves. There is
basically not a collective goal or corporate goal which they have to work towards. The main
purpose of this culture is to focus on themselves and their personal development. Power is
shared between everyone of the employees. They gain personal power through having an
expertise in a certain set of skills or ability to do things. This culture really lets the people
focus on their personal goals and improvement as there is no goal for them to work towards
cooperatively. As Hofstede’s different cultural dimensions state in individualism. Employees
basically see themselves to be above and superior to the company. They all basically have
similar training and backgrounds but is a form of personal development for each.
This culture is basically based on self-development and improvement for each.
However, I tend to think that it will be difficult to motivate employees in this culture. Even

though these employees don’t have a power source above them. Sometimes having that
can act as a motivational factor and push you to do exponential things. They could be
motivated with expectancy theory where a reward would be given if done well or if not on
the level of performance of needed, they would be motivated to work harder in fear of not
losing their job. People in this culture would probably struggle in hierarchical or group ones.
Personal Opinion
All four of these cultures being quite distinct from one another, really depends on
the person on what they are looking for and what kind of culture would be motivating to
them. However, in most countries it is more of one or the other. And people are often times
left to adapt and deal with the culture their country has placed them into. But if I did have
the choice to completely choose what kind of culture I would prefer to work in and would
feel motivated would be the task culture. I prefer working in groups and meeting new
people, being able to work and broaden my work relationships sounds ideal. I am one who
has a need for social belongingness and without could definitely face me with a
demotivating factor. However, with such a culture control is not that big of an option unless
it is under my skill of expertise. I am indeed a perfectionist and like things going my way so
this culture does offer the personal power which is achieved through expertise. I would say
that I am a person who has a need of affiliation, a need to be appreciated which motivates
me even further so I do not disappoint. However, as I mentioned before in task culture as
there may be unfair treatment or reward system in this culture according to the equity
theory. implementing by the recommendations, I further explained above would most
definitely make me more motivated to work towards the rewards by use of the expectancy
theory.