Motivation Issues of Working in a Continuous Improvement Environment Name: Institution

Running head: ORGANIZATIONAL BEHAVIOUR 1
.
Motivation Issues of Working in a Continuous Improvement Environment
Name:
Institution:

ORGANIZATIONAL BEHAVIOUR 2
Table of Contents
Introduction................................................................................................................................3
Discussion and Analysis............................................................................................................4
Micromanagement..................................................................................................................5
Lack of progress.....................................................................................................................5
Job insecurity..........................................................................................................................6
No confidence in company leadership...................................................................................7
Poor communication...............................................................................................................7
Unpleasant co-workers...........................................................................................................8
Recommendations for Maximizing motivation.........................................................................8
Conclusion..................................................................................................................................9
Charts on Motivation................................................................................................................10
References................................................................................................................................11

ORGANIZATIONAL BEHAVIOUR 3
Introduction
In every organization, the performance of the employees is essential to the
success of the organization. According to Yanfei, Yangliu, and Yu (2018), motivation is the
energizing factor that maintains effective performance and behavior control for the
employees. However, its role is difficult to accurately measure but is often straight forward.
Even though salary is a motivation factor to push employee performance, it is not sufficient
to push them towards meeting their full potential in the professionalism. This paper evaluates
the motivation issues of working in a continuous improvement environment and suggests
effective recommendations that can be adopted to improve performance through motivation.
The idea and application motivational strategies in an organization revolve around
some basic concepts of the organizational culture. According to Bodie, Keaton, and Jones
(2018), the organization can adopt different motivational strategies with the aim of boosting
the moral of the employees in working towards meeting the goals of the organization with
zeal and confidence. The experiences one has after birth makes the difference gap wider and
the management can use the differences to improve their performance in the workplace. The
changing perception among workers in an organization can also be used as a concept of
motivation. Motivated behavior which refers to the needs in an individual that needs to be
fulfilled (Bechter, Dimmock, Howard, Whipp, & Jackson, 2018). The desire to fulfill such
personal needs can motivate the employee to work harder, and the employer can capitalize on
them by creating incentives that promote the desired requirements. Some other concepts of
organizational behavior include human dignity, mutuality of interest, the value of an
individual, holistic concept and the view of an organization as a social system (Zhang, Wang,

ORGANIZATIONAL BEHAVIOUR 4
Lin, & Tai 2015). The management of an organization may take advantage of the above ideas
and formulate some incentives that lure workers and motivate them to work harder.
Discussion and Analysis
The structure of the company also determines the nature of motivation the
company adopts for its employees. This element shows how the company is organized and
the various layers of managerial levels. An organization with dense layers of management
usually becomes bureaucratic and demoralizes the workers while a generally flat organization
with a few layers of management give workers freedom and opportunity to implement
personal ideas (Conner & Norman 2017). However, it should be noted that every type of
company structure has its advantages and disadvantages. Finally, the methods of
communication used in an organization become the last element of organizational behaviour
(Garn, Ping, & Haichun 2017). The nature of communication in an organization can either
motivate or demoralize the efforts of workers in the workplace. Effective communication
within a workplace makes the production process more efficient and motivates the
employees. This type of communication is vital for organizations that experience continuous
developments as the new ideas are quickly passed down to the implementers.
The application and admissibility of organizational behavior operate under the
content motivation theory and process motivation theory (Soonhwan, Seungmo, & Suosheng
2017). According to the psychologists like David McClelland and Abraham Maslow who did
research work to develop the argument, the content motivation tries to explain the reason
behind the need for change in people over some period. The theory focuses on the factors that
motivate some specific behavior among people. On the other hand, the process theory tries to
illustrate how the process of change takes place in human beings (Gray, Wharf Higgins, &