Analysis of Motivational Theories for Improving Employee Morale: A Case Study of Sunflower Foods

This report analyses different motivational theories to improve employee morale in Sunflower Foods. It includes a PESTEL analysis, identification of problems, and conceptual framework.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author note

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Executive Summary
The report has helped in analysing the different kind of motivational theories that are required
to improve the morale of the employees. The different kind of motivational theories along
with conceptual framework has to be analysed effectively as to gain more competitive
advantage in an appropriate manner.

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Table of Contents
Introduction................................................................................................................................2
Identification of Problem in the case.........................................................................................3
Motivational Theories and Approaches.................................................................................4
Conceptual Framework..............................................................................................................6
References..................................................................................................................................8

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Introduction
The report helps in analysis of the various key issues that has been faced by the
respective organization named Sunflower Foods. The key issues that ahs been described in
the case study is related to the low staff morale along with lack of motivation is the other key
area that is required to be handled effectively by the officials of the company.
Furthermore, as the Head of Human Capital, proper and accurate ideas and steps is
required to be taken to analyse the pros and cons of utilising the team along with
recommendations to make it a potential strategy. The different steps have to be ascertained as
to understand the approach of the company towards providing motivation to the staffs as to
improve the morale and engagement. Lastly, the key elements that is associated with driving
effective strategic change.
There are different environmental concerns that affects the entire morale of the
employees and this impacts the motivational aspects of the organization along with the
different employees as well. PESTEL analysis can be applied in this respective case study to
analyse the different kind of environmental aspects. PESTEL analysis of the entire human
resource department is essential in nature to gain knowledge on the different aspects of the
organizational factors that are essential in nature to gain more competitive advantage in the
economy.
Political
The culture of the organization has to be considered in the political aspect wherein in
the present scenario, there are different kind of inter cultural issues in the organization
(Ahmad et al. 2014).
Economic

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The economic issues include the different happenings of the respective organization
along with analysis of the financial status of the company. In the respective scenario, the
manufacturing company has provided different salary trends and this has caused differences
in the motivation among the workers as well.
Social
There are different social issues in which it includes the diversity related issues and
there are different issues among the employees related to the pay structure and they were not
motivated performing in the respective organization (Olafsen et al. 2015).
Technological
Proper technological advancements are necessary in the organization as to improve
the system of the organization along with increasing morale of the employees (Mikkelsen,
Jacobsen and Andersen 2015).
Environment
The staff morale has been decreased as the company is not being able to provide
proper incentives to the employees and this is affecting the morale in a negative manner.
there is no such staff engagement among the employees (Shields et al. 2015)
Legal
The working time along with the minimum wage has not been increased and this has
caused huge trouble for the employees to cope up with such situations.
Identification of Problem in the case
In this respective case study, the main issue that has been identified is related to the
low morale among the different staffs in the organization. There was lack of motivation and
lack of support among the different individuals in the organization that was one of the major

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issues and this created huge problems among the employees as they were not being able to
communicate their views effectively to their superiors in the organization.
Motivational Theories and Approaches
The motivational approaches have to be identified by the respective organization as
this will help the employees in increasing their morale and perform in a more effective
manner as well. Furthermore, the motivational theories that can be used to improve the
organizational culture and solve the different kind of differences of the individuals as well.
Maslow’s hierarchy theory is one such aspect wherein this condenses the basic five needs
that begins from the various physiological needs to the self-actualisation needs (Lau and
Roopnarain 2014).
In the respective theory, the different needs of the employees have to be taken care of
by the company as to gain more competitive advantage. The safety needs have to be analysed

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as this will help in increasing the morale of the employees in an effective manner.
Furthermore, the growth needs have to be analysed and undertaken to fulfil the objectives
effectively (Kiruja and Mukuru 2018).
Furthermore, McClelland’s theory of achievement, affiliation and power is the other
theory that can be adopted by the company in order to improve the situation in the office and
gain more competitive advantage. The company needs to increase the morale of employees
by providing them with incentives along with providing them with different opportunities to
showcase their skills as to gain more competency effectively. McClelland’s theory can help
in handling the situation appropriately (Facer Jr et al. 2014).
Lastly, the Herzberg’s motivation theory can be adopted by the respective
organization as there are different motivation factors that help in providing job satisfaction
along with hygiene factors that is required to be provided to the employees as well. The
employer of the organization has to provide recognition to the employees along with
advancement in the tasks performed by them to gain more competitive advantage (Lazaroiu
2015). The satisfaction is the primary concern that has to be analysed effectively as this will
assist in bring more comfortability in the job environment to improve the morale of the
employees and this will increase the motivation among the employees as well.

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Conceptual Framework
From the conceptual framework, it can eb analysed that the motivation plays an
essential role in the organization. In order to increase the morale of the employees, the

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extrinsic and intrinsic kind of motivation is essential in nature to improve the motivational
factors and this will reflect on the entire performance of the organization as well.
The proper amount of motivation will help in creating proper and accurate
interpersonal relationship effectively to gain more productivity in the organization
effectively. The different theories related to motivation has to be adopted by the organization
as to improve the working conditions and there is lack of feeling achievement and this will
ability to provide good services and this will improve the entire performance of employees
and organization as well.
Lastly, the contextual factors are essential in nature in organizations and in the
respective organization, the morale of the employees can be gained from the different training
opportunities as to gain more competitive advantage.

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References
Ahmad, F., Abbas, T., Latif, S. and Rasheed, A., 2014. Impact of transformational leadership
on employee motivation in telecommunication sector. Journal of management policies and
practices, 2(2), pp.11-25.
Facer Jr, D.C., Galloway, F., Inoue, N. and Zigarmi, D., 2014. Creation and initial validation
of the motivation beliefs inventory: Measuring leaders’ beliefs about employee motivation
using four motivation theories. Journal of Business Administration Research, 3(1), p.1.
Kiruja, E.K. and Mukuru, E., 2018. Effect of motivation on employee performance in public
middle level Technical Training Institutions in Kenya. IJAME.
Lau, C.M. and Roopnarain, K., 2014. The effects of nonfinancial and financial measures on
employee motivation to participate in target setting. The British accounting review, 46(3),
pp.228-247.
Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical
Investigations, 14, p.97.
Mikkelsen, M.F., Jacobsen, C.B. and Andersen, L.B., 2017. Managing employee motivation:
Exploring the connections between managers’ enforcement actions, employee perceptions,
and employee intrinsic motivation. International Public Management Journal, 20(2), pp.183-
205.
Olafsen, A.H., Halvari, H., Forest, J. and Deci, E.L., 2015. Show them the money? The role
of pay, managerial need support, and justice in a self‐determination theory model of intrinsic
work motivation. Scandinavian journal of psychology, 56(4), pp.447-457.

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Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P.,
Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee
Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.