Employee Motivation Strategies

This assignment delves into the realm of employee motivation, examining various strategies employed by managers to enhance employee performance. It analyzes research findings on different motivational techniques and provides recommendations for organizations seeking to implement innovative approaches. The report highlights the importance of communication, rewards, training, and goal achievement in motivating employees effectively.

Running head: ORGANIZATIONAL BEHAVIOR
Current issues in organizational behavior
Name of the student
Name of the university
Author Note:

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Introduction
Organizational behavior can be defined as the study of the human behavior in
organizational settings which involves the interface between human behavior and the
organization. The experts have the opinion that the individuals who work for a company present
totally different behaviors in the workplace and apart from the workplace. However the main
aims of the following essay is to determine the organizational theories and develop and
implement a better idea of the organizational life (Blaskova Bizik and Jankal 2015). The
researcher has categorized organizational behavior as a combination of multi-disciplinary fields
namely social, cultural and psychological. The organizational behavior of a worker helps to
determine the amount of productivity of the organization. The more the behavior of the workers
is organized in nature, the more is the chance for the organization to attain profits.
Part 1
Discussion
The management of the organization must have the idea to determine the returns on the
investment. The HR Management of the company must have a proper estimate on the returns it
will get after investment on a variety of different expenditures. This includes the expenditures on
the capital items, marketing, sales, promotion and technology (Lazaroiu 2015). The HR
department of the organization must make sure that the organization has a dedicated reward
strategy to motivate the employees and achieve the different goals of the organization. The
introduction to the new system of management helps the organization to review the reward
policies, devising the new incentives or the bonus schemes or directly linking the annual pay
rewards (Temminck Mearns and Fruhen 2015). The organizations can only achieve their goals if
they are able to properly motivate all the employees. This can be only possible once the
organizational structure has some successful reward systems to recognize the immense hard
work of the employees to achieve success.
Employee motivation and performance are key factors for the success of a business
organization. The supervisors, managers and the owners have the idea that a positive motivating
factor can help the organization to perform in a much better, organized and efficient way.
Motivation has a direct relation with the performance of the employees. Absence of proper form

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of motivation can lead to the fall in its productivity. Some of the main elements or factors that
are followed during the motivational process consist of;
 Reinforcement can be both positive and negative depending on the initiative taken by the
organization. The existing employees can be provided with performance based
incentives, sales commissions, achievement rewards, pay raises and promotions.
Negative reinforcements are used by the management of the organizations to achieve the
goals. This may include negative reviews, verbal and written warnings, pay cut and many
more as such.
 The management of the organizations must ensure that all the goals and objectives of the
organizations are transparent enough to all the different employees of the organization. It
is easier for the management to motivate the employees if they are well aware of their
roles and responsibilities within the organization (Maruping and Magni 2015). As said earlier benefits provided to the employees are useful for the organization to boost
the job performance. Rise of payment, extra bonuses, stock options and sharing of the
profit of the company are some of the examples of benefits provided to employees of
different organizations. The employees can approach the management or any higher authority on some issue and
ask for a benefit. The leaders in the management can help to address the problems
accordingly. Inputs from the working employees will help the organization to motivate
the employees more easily and efficiently.
The importance of job design cannot be avoided in the organizational set up and it
contributes greatly to the success of the organization. The process by which a job is designed has
a huge impact on employee motivation and job satisfaction (Pee and Lee 2015). The earliest
attempt to design the jobs was established in the times of the scientific management. Earlier there
was a lack of proper communication between the supervisors and the employees. The work was
done more haphazardly without the consent of the senior management. However as times
changed there was a demand for a proper system in place. The scientific management of the
operations of the business helps in the increase of the productivity and increases the profit
percentage of the business organization. Job specialization was another key approach to the
success of the business organization. The specialization of the jobs by allotting specific set of

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jobs to the employees of the organization helps to ease the pressure on one person and leads to a
much better and smart output.
Employees are considered as the most valuable resource of any organization. The
qualified and the motivated employees create and deliver value out of the other forms of
organizational resources (Haider et al. 2015). The dynamic organizations have the aim to attract
and retain the best employees within the organization to make sure that they are able to hold a
competitive edge in the market. The companies thus must make sure to provide the employees
with the best possible workplace infrastructure and working condition. Kanfer Frese and
Johnson (2017) have stated that the workplace must be devoid of any form of political
interventions or any other interference. The management must ensure that the conflicts in the
workplace are resolved instantly and there is no form of malpractice to downgrade the integrity
of any workers. The company must also have a healthy pay structure in place to compensate the
workers for their hard labor. Presence of proper working conditions helps to motivate the
employees easily.
Part 2
Discussion
A manager is one of the most key persons in the organizational structure. He has a
number of tasks to perform within the organization to ensure the operational smoothness of the
company. According to the experts the managers of the organization plays a vital role for the
success of the organization. According to, Call Nyberg and Thatcher (2015) the Primary Role of
the Manager is to make the people of the organization productive in nature. To accomplish the
goal the managers need to set the objectives of the organization and make them clear for the
employees to understand. On the other hand Carasco-Saul Kim and Kim (2015) have stated in
their research that the managers also need to organize all the tasks and allocate the
responsibilities of the organization according to the skills of the employees and motivate them to
achieve the best results. The managers thus have a great responsibility on hand to effectively
formulate and communicate the business strategies to the employees of the organization.
There are many different ways by which the managers can create a good working
condition for the employees. Consistent communication with the employees can help to build

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morale and trust among the management and the employees and will help in improving the
organizational performance. The managers must also ensure that the workloads of the employees
are manageable and they do not feel nervous while completing the works. The employee
workload can be reduced by spreading the tasks amongst the other team members or workers.
Last but not the least it is the task of the managers to ensure the well being and safety of the
workers in the workplace. A standard set of safety guidelines must be formulated by the
management to prevent or mitigate the different risks that are involved in the workplace.
It is important for the managers to motivate the employees to ensure the proper
functioning of the organization. The managers must treat each and every employee as their friend
and discuss all the different problems and other strategies with them. The managers can also
identify the mistakes of the employees and talk with them separately to help them improve the
mistakes. A friendly manager helps the employees to gain the confidence and in turn they
provide the organization with an improved performance.
According to, Collins (2015) providing rewards are always believed to be one of the best
sources of employee satisfaction and the best way to improve the organizational performance.
Most of the studies that look at the roles of the managers and reward have concentrated mainly
on the discretionary element of a manager’s role in making the decisions over the allocation of
the performance related pay awards. However according to Donaldson Dollwet and Rao (2015)
takes a broader and detailed description that recognizes that apart from providing rewards the
managers have also some other ways to recognize the tasks of the employees. The reward
includes both financial and non financial rewards along with recognitions and promotional
benefits. The formulation of these reward structure helps to increase the better performance of
the organization.
Conclusion
The research has highlighted the importance of motivation to increase the organizational
performance. The motivation of the employees is often a tricky business. The managers often fail
to understand the concepts, needs, principles and myths about motivation which leads to the
degradation of the organizational performance. The research has provided the different ways by
which the employees can be motivated and has also stressed upon the importance of the

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managers in the organizational set up. A thorough analysis of the research will help the readers
to get a clear idea about the different ways the managers adapts to motivate the employees and
also help the employees to perform in a much better way.
After the formulation and analysis of the report the researcher has provided a number of
recommendations which if followed can help the organization to innovate latest ways to motivate
the employees;
 The management must use the most latest forms of communication and technologies to
stay updated about the employee performance
 The managers must introduce innovative reward policies like providing weekend or long
vacations, providing cash allowance on special occasions
 The managers can keep apart a special financial allowance for the employees after the
achievement of a certain goal
 The management of the organizations can introduce new training programs tto motivate
the employees

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References
Blaskova, M., Bizik, M. and Jankal, R., 2015. Model of decision making in motivating
employees and managers. Engineering Economics, 26(5), pp.517-529.
Call, M.L., Nyberg, A.J. and Thatcher, S., 2015. Stargazing: An integrative conceptual review,
theoretical reconciliation, and extension for star employee research. Journal of Applied
Psychology, 100(3), p.623.
Carasco-Saul, M., Kim, W. and Kim, T., 2015. Leadership and employee engagement: Proposing
research agendas through a review of literature. Human Resource Development Review, 14(1),
pp.38-63.
Collins, K., 2015. Motivating employees (figur 1 & figur 2). Exploring business. Hämtad 2015-
05-9, från: http://catalog. flatworldknowledge. com/bookhub/7.
Donaldson, S.I., Dollwet, M. and Rao, M.A., 2015. Happiness, excellence, and optimal human
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Haider, M., Aamir, A., Hamid, A.A. and Hashim, M., 2015. A literature analysis on the
importance of non-financial rewards for employees’ job satisfaction. Abasyn Journal of Social
Sciences, 8(2), pp.341-354.
Kanfer, R., Frese, M. and Johnson, R.E., 2017. Motivation related to work: A century of
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Lazaroiu, G., 2015. Employee Motivation and Job Performance. Linguistic and Philosophical
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Maruping, L.M. and Magni, M., 2015. Motivating employees to explore collaboration
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Pee, L.G. and Lee, J., 2015. Intrinsically motivating employees’ online knowledge sharing:
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Temminck, E., Mearns, K. and Fruhen, L., 2015. Motivating employees towards sustainable
behaviour. Business Strategy and the Environment, 24(6), pp.402-412.