Motivation and Employee Performance at Flora

This assignment examines the application of various motivation theories in the context of Flora, a company facing challenges with employee motivation and performance. It analyzes Herzberg's Two-Factor Theory, Expectancy Theory, and Equity Theory, suggesting practical solutions to enhance employee engagement, satisfaction, and ultimately, productivity. The focus is on implementing strategies that promote recognition, clear vision, and incentivization programs to address the identified issues.

Running head: Organizational issues- job recognition 1
Organizational behaviour
Issue of job recognition in the case study of Flora’s Fast Food

Organizational issues- job recognition 2
Contents
Case analysis and Introduction....................................................................................................................3
Literature Review........................................................................................................................................6
Recommendations.......................................................................................................................................8
References...................................................................................................................................................9

Organizational issues- job recognition 3
Case analysis and Introduction
Job recognition is considered as the most important tool that rewards the most vital results that
people build for the business. The recognition should offer the employer as well as employee
with exact information about what behaviors are being recognized and rewarded (Kanfer, Frese
and Johnson, 2017). It has been analyzed that the clear criteria will be helpful for the employee
to perform adequately. The case study of Flora fast food is being taken for analyzing the issue of
job recognition. Flora Rangi established the fast food restaurant in Auckland. After three years of
struggle and hard work, she established the thriving business by employing the universities and
college student for a part time job and involves the disabled people in the staff for filling side-
order packs and cleaning. The new policies introduced by Flora to improve the productivity of
the employee and the customer services. As a consultant team, it has been analyzed that due to
this polices many members who are disabled and served their so many years for Flora’ Fast Food
restaurant had to go. Due to her policy the negative feedback started on the page of the company
that this was discrimination and this had drawn support from a number of others who posted
comments. There are number of theories that are able to analyze the case study and will explain
the outcomes witnessed.
Herzberg (Two Factor theories)
Herzberg’s motivation theory is also known as Motivation-Hygiene theory. It concludes that
there are various factors in the workplace that can be the reason of job satisfaction and a different
set of factors that may cause the dissatisfaction. The major two factors are comprised in this
theory that is Hygiene factors and motivating factors (Onoyase, 2017). Hygiene factors involve
the working conditions, salary and benefits, supervision, status and the policies of the company.

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The job satisfaction was not given by Flora to the employees who bring the adverse situation in
the Flora’s Fast Food restaurant. The changed policy without considering the job recognition is
being the reason of job dissatisfaction. The factor of motivation involves the recognition,
achievement, responsibility, job challenge, advancement and growth. However, appraisal is
given by CEO which is not based on the performance and it increases the inequality at work
place. It is essential for the organization to focus on the intrinsic or motivational factors to
motivate the employees (Ghazi, Shahzada & Khan, 2013). Job recognition keeps great
importance in the company because it ensures employees that they will get growth as per their
performance. As it has been analyzed that rewards given by Flora was not effective which
demotivate staff members (Dartey-Baah & Amoako, 2011).
Vroom’s Expectancy theory (VET)
Vroom’s expectancy theory is another theory of the motivational assumes that behaviour results
from aware options among substitutes whose aim it is to increase the happiness and decrease the
pain. It has been realized by Vroom that the performance of the employee is based on the factors
of an individual such as personality, knowledge, skill and experience. Expectancy,
instrumentality and Valence are three elements of the Vroom’s expectancy theory. The first
element of the VET is expectancy theory that increases the efforts will lead to right path. People
get more confident when they realize that they can accomplish the task with good skills and it
may lead them to get possible outcomes as per his expectations. Instrumentally is the second
element of the VIT that can be considered in the form of thought that if an individual performs
well, and then an effective result will bring to that individual. It has been analyzed through case
study that due to lack of job recognition, many staff members are disappointed and it impacted
bad influence on the organization’s behave. Valence is the final component of vroom’s

Organizational issues- job recognition 5
expectancy theory and it is expected satisfaction which an individual attains from a particular
reward. The value of them is based in individual differences (Hsu, Shinnar and Powell, 2014).
Adam’s Equity theory
Adam’s equity theory is the motivational theory which can be applied on the functions of the
organization to improve the productivity of the employee. It has comprised two factors such as
input and output. Input includes the loyalty, skill, ability, adaptability, flexibility, determination,
enthusiasm, support of colleagues and trust in superiors. It is vital for the organization to increase
the input factor of the employees for earning competitive advantages. Output involves the
financial rewards such as salary, benefits and perks and intangibles include responsibility, sense
of achievement, stimulus, praise, job security and recognition (Bell & Martin, 2012). It has been
analyzed through case study that various policies and new equipments have been introduced by
Flora without analyzing the skills and flexibility of the employee. The communication between
employees and employer did not make which bring the issue of job recognition. It is vital for the
company to delegate the work as per the performance and the skills of the employee so that they
can content themselves and do not get demoralized (Bolino & Turnley, 2008).

Organizational issues- job recognition 6
Literature Review
A company’s success is dependent on the motivating employees. One of the biggest concerns of
manager should be made meaningful contributions even in smaller task. Motivation is necessary
for increasing the productivity of the employees and the strength of the motivation techniques is
job satisfaction, increase productivity, improve learning capacity, and improve efficiency and
more engaged with works and employee as well. Job satisfaction is integral for the employees to
stay in a company for the long time (Danish & Usman, 2010).
Factors which influence the motivation levels
There are various factors which may influence the levels of motivation of the employee. There
are some common and managerial practices that may influence the motivation level. It is
necessary for the employees to get any rewards and recognition for their work and when they do
not get what they deserve, they start to feel that no one cares. There are some reasons that reduce
the productivity of the employees and motivation of the employee as well such as unnecessary
policies, fostering the competitive work environment, poor feedback and unfair treatment.
The consequences of unmotivated employees
Due to lack of motivational factors, employees of the company get unmotivated and start to think
to leave the organization. Unmotivated employees spread the negativity at the workplace which
impacts the performance of others as well. Poor performance, dissatisfaction, poor customer
services and decreased revenue are the consequences of the unmotivated employees.
Unmotivated employees do perform at a lower level in comparison of others worker.
Unmotivated employees are unable to provide the efficient services to the customer (Millette &

Organizational issues- job recognition 7
Gagné, 2008). For instance, if organizations are unable to handle the accounting, returns of
handling complaints and order fulfillment, they will be unable to provide the adequate image in
the view of the outsiders. Unmotivated employees may being the reason of the decreased
revenues because when they do not motivate, they will not prefer to accomplish the take which
may lead the company into adverse situation.
Way of improving the situation
There are various ways which improve the situation of the company by motivating the
employees of the organization. Initially, organizations need to understand the demands and
desires of the employees. Job recognition is essential component and it has been analyzed that
consistency, clarity and fairness are necessary for the job recognition. As per Aziri, (2011), job
recognition is considered as the situational because each individual are different preference and
for enhancing the motivation with the help of job recognition, an organization should conduct the
rewards and recognition program.

Organizational issues- job recognition 8
Recommendations
In the limelight of above discussion, it has been concluded that job recognition is crucial for
motivating the employees in an adequate manner because without motivation employees cannot
perform in an adequate manner. The case study has been analyzed and it can be concluded that
Flora should understand the skills, knowledge, flexibility and experience of the employees before
implementing the policies. She should consider the experience first and retain the customer by
providing the challenging task so that boring cannot occur by doing same work for a long time.
But for it she should also provide the training for increasing the confidence of them. Promotion
should be done on the basis of experience; it will increase the boost of them to connect with the
company for long time (Danish & Usman, 2010). There are various motivation theories that
should be implemented by Flora to encourage them and make them sure that they are valuable
assets for the company. Along with that it has been recommended that clarify of vision and
mission should be necessary to motivate employees. Incentivize program is crucial for improving
the efficiency of the employees because it is the factor of motivation which is able to fulfill the
psychological need of an employee in a different way (AbuAlRub & AL‐Zaru, 2008).

Organizational issues- job recognition 9
References
AbuAlRub, R. F., & AL‐ZARU, I. M. (2008). Job stress, recognition, job performance and
intention to stay at work among Jordanian hospital nurses. Journal of nursing
management, 16(3), 227-236.
Aziri, B. (2011). Job satisfaction: a literature review. Management Research & Practice, 3(4).
Bell, R. L., & Martin, J. S. (2012). The relevance of scientific management and equity theory in
everyday managerial communication situations.
Bolino, M. C., & Turnley, W. H. (2008). Old faces, new places: equity theory in cross‐cultural
contexts. Journal of Organizational Behavior, 29(1), 29-50.
Danish, R. Q., & Usman, A. (2010). Impact of reward and recognition on job satisfaction and
motivation: An empirical study from Pakistan. International journal of business and
management, 5(2), 159.
Danish, R. Q., & Usman, A. (2010). Impact of reward and recognition on job satisfaction and
motivation: An empirical study from Pakistan. International journal of business and
management, 5(2), 159.
Dartey-Baah, K., & Amoako, G. K. (2011). Application of Frederick Herzberg's Two-Factor
theory in assessing and understanding employee motivation at work: a Ghanaian
Perspective. European Journal of Business and Management, 3(9), 1-8.

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Ghazi, S. R., Shahzada, G., & Khan, M. S. (2013). Resurrecting Herzberg’s two factor theory:
An implication to the university teachers. Journal of educational and social
research, 3(2), 445.
Hsu, D.K., Shinnar, R.S. and Powell, B.C., (2014). Expectancy theory and entrepreneurial
motivation: A longitudinal examination of the role of entrepreneurship
education. Journal of Business and Entrepreneurship, 26(1), p.121.
Kanfer, R., Frese, M. and Johnson, R.E., (2017). Motivation related to work: A century of
progress. Journal of Applied Psychology, 102(3), p.338.
Millette, V., & Gagné, M. (2008). Designing volunteers’ tasks to maximize motivation,
satisfaction and performance: The impact of job characteristics on volunteer
engagement. Motivation and Emotion, 32(1), 11-22.
Onoyase, A., (2017). Motivation and Job Performance of Lecturers of Tertiary Institutions in
Nigeria: Implication for Counseling. World Journal of Educational Research, 4(2),
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