Motivational Strategy for Optimal Achievement of Organisational Objectives

This presentation discusses the importance of motivation in achieving organisational objectives and provides strategies for motivating employees, such as performance appraisal, trust-building, and reward systems. It also explores appropriate leadership and management theories for workplace circumstances, such as the transactional theory for low productivity and conflict management. The reflective statement highlights the significance of both leadership and management styles. The presentation concludes with references to relevant literature.

Motivational strategy

Table of Content
INTRODUCTION
TASK 3: Produce a motivational strategy for an organisation that supports optimal achievement
of organisational objectives
TASK 4: Application of appropriate leadership and management theories to a range of workplace
circumstances
Reflective Statement
CONCLUSION
REFERENCES

Introduction
The process of stimulating the human resources of the organisation in order to achieve
objectives of the business is defined as motivation. It is concerned with the needs, wants,
desires or drives of an individual. Motivation is an inspiration that facilitates in using the
knowledge and skills of the manpower for the growth as well as development of the
organisation as a whole. It is an act of persuading an individual who work within the
organisation for doing work more hard (Alsawaier, 2018).

Produce a motivational strategy for an organisation that supports
optimal achievement of organisational objectives
There are different strategies through which a leader or manager can motivate its
subordinates for improving the effectiveness of the company. In context to EMA Partners,
motivational strategies have been explained as under:
 Performance appraisal: According to this motivational strategy, manpower are more
willing to do harder work if they feel that the company is providing career advancement
to the workforce by which they can grow as well as develop.

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Trust: It is one of the most salient perspective within the organisation and it is a two-way
street (Koster, 2017). The human resources of EMA Partners want to know whether the
superiors of the company are looking out for their best interests or not as it will help
them in achieving the success. The leaders or managers of the company must have trust
on their human resources that the subordinates will do their work effectively.

CONTINUE
Reward system: The workforce can be easily motivated if they get fair amount of incentives
or bonus whether it is financial incentives or non-financial incentives. The leaders or
managers of EMA Partners can use different kinds of reward system or incentives for
promoting or motivating their manpower so that the productivity of the organisation as a
whole can increase (Murnieks, Klotz and Shepherd, 2020). This can be done in various
ways like sick leave, healthcare, bonuses, paid time off or vouchers.

Application of appropriate leadership and management theories
to a range of workplace circumstances
Situation 1: Low productivity of workforce
This is major issue within the company that can be caused if the human resources of the
company are discouraged or demotivated. When workforce of the company gets
demotivated or discouraged then they would not show their interest towards the work and
would not do hard work than before. This will lead to the low productivity of the
employees and because of it, the organisation can also be impacted in a negative way
(Wardani and et.al, 2020).

CONTINUE
Application of the theory:
In case of low productivity of the employees within the company, a leader of EMA
Partners may use transactional theory of leadership and management that is associated with
the rewards and punishments on the basis of activities of the managers or leaders. It is kind
of the common leadership theory in which the rewards are given to those human resources
of the organisation who are working hard and are delivering their greater performance
within EMA Partners.

Managing conflicts:
Conflict management is the practice of being able to identify and
handle conflicts sensibly, fairly, and efficiently. Since conflicts in a business
are a natural part of the workplace, it is important that there are people who
understand conflicts and know how to resolve them. This is important in
today's market more than ever.

CONTINUE
Situation 2: Lack of clarity in work
It is an another issue which influence the improvements within the workplace and it
is very significant that managers or leaders of the company set a clear mission, vision and
objectives to attain through effective business strategies. In this way, the human resource of
the organisation would know how they should perform and behave to reach out to the
organisational goals.

Reflective Statement
From the explanation, I have realised that both leadership and management are very
significant parts of the organisation and has great impact on the company. By above discussion, I
came to know the several aspects regarding the leadership and management along with the
motivation. I have experienced different challenges as well as problems in the process of making
this presentation. It was a great experience to work in group because it includes engagement and
interaction with all the members.

Continue
With the help of this presentation, I realised that authoritative leadership style is related to
the power and authority that can be used to make quick as well as strong decisions. However, I also
observed that this kind of leadership and management style avoids the engagement of employees
that leads to demotivation or discouragement of human resources. Democratic leadership style is
useful for improving the job satisfaction of the human resources. Addition to it, this leadership style
also helps the employees of the company in improving their communication skills and make them
feel valued by their superiors. I noticed that both kind of leadership and management styles are
effective in their own ways.

Conclusion
From above explanation, it has been concluded that the motivation plays a significant role in the
organisation and inspires human resources of the company to work more hard. It has also been
interpreted that motivational strategies facilitates the workforce of the organisation in conducting
business activities in an effective manner. The leaders or managers can use a wide range of motivational
strategies for motivating their subordinates like building trust among manpower, performance rewards
and many more. The company can give rewards in two manner that are extrinsic and intrinsic.

References
 Alsawaier, R. S., 2018. The effect of gamification on motivation and engagement.
The
International Journal of Information and Learning Technology.
 Koster, D., 2017. Motivation in the workplace.
 Murnieks, C. Y., Klotz, A. C. and Shepherd, D. A., 2020. Entrepreneurial motivation: A review of
the literature and an agenda for future research.
Journal of Organizational Behavior. 41(2).
pp.115-143.

Thank You