Low Employee Motivation

Running head: SANS ORGANIZATION
Solving Problems and Making Decisions
[Low Employee Motivation]
Name of the student:
Name of the university:
Author note:

SANS ORGANIZATION1
Executive summary
Low employee motivation is seriously dangerous for the productivity of an organization. It
affects job satisfaction and leads to employee attrition. Employee attrition is a resource for
increased spending on recruiting fresh people to fill the gaps created from attrition. It eventually
affects the overall operations cost of an organization. This study also serves a similar purpose by
highlighting a workplace issue in the context of SANS, the case study organization. The
organization as found in this study faces low employee motivation because there are fewer
programs oriented with professional skills development and less facilitation of challenging tasks.
In this study, these problems are discussed using relevant literature review. Based on which two
solutions such as “Professional Development Programs” and “Promotion of Challenging Tasks”
were recommended. SANS can implement these solutions by using an action plan as suggested
in this study. Moreover, there are techniques discussed in this study, which can be used to
measure the effectiveness of the action plan outcomes.

SANS ORGANIZATION2
Table of Contents
Section 1:.........................................................................................................................................3
AC 1.1 Problem, its nature scope and impact..............................................................................3
Section 2:.........................................................................................................................................4
AC 2.1 Gather and interpret information to identify possible solutions to a problem................4
AC 2.2 A summary of the options providing facts and evidence................................................4
Section 3:.........................................................................................................................................5
AC 3.1 A simple decision-making technique to evaluate options to arrive at the best solution. 5
Section 4:.........................................................................................................................................7
AC 4.1 The implementation and communication of the decision...............................................7
AC 4.2 Monitoring and review techniques that could be used to evaluate outcomes.................8
References........................................................................................................................................9

SANS ORGANIZATION3
Section 1:
AC 1.1 Problem, its nature scope and impact
SANS provides intensive training and offers certificates on various programs related to
Information Security on Computers. It has a very flexible style of offering training such as
online. However, it is optional and those who want are only allowed the training in this way
(Leon-Perez et al. 2015). From the trainees’ perspective, SANS is a good option to pursue an
understanding of Information Security. However, the perspectives can be different for
employees. The job may appear less motivating to them due to lack of challenging work they
deal while being at their work. They are behind people who after receiving a recognition
certificate becoming a part of the corporate world. However, they will stay only in SANS and in
other institutes like SANS only being the trainers. They have no lives beyond training people as
they lack relevant skills required to be the part of national or international IT corporations
(Strauss, Parker and O'Shea 2017).
The nature of the problem is quite human. According to Mikkelsen, Jacobsen and
Andersen (2017), people look for better job opportunities until they are satisfied. There is an age
factor that forces one to settle with what they have. However, till the moment they have the
opportunity to look for better opportunities they continue looking for better jobs. Audenaert et al.
(2019) describe what could be a good job for people, particularly for millennials. Hence, a good
job will be a package of employment offers such as work-life balance, rewards & recognition,
good pay, attractive leave policies, challenging work, effective working environment and
effective leadership in the Company.