ATHE Level 7: Organisational Behavior - Employee Motivation Project

This project presents a comprehensive analysis of employee motivation and its impact on organizational decision-making. It explores the benefits of involving employees in decision-making, such as fostering creativity, enhancing employee motivation, and improving overall organizational productivity. The project also addresses potential issues like decision-making complexity, power abuse, and employee bias. It delves into various methods of motivating employees, including training and development programs, reward systems, and career opportunities. Furthermore, it evaluates how a specific organization, Unilever, implements these motivational strategies, highlighting both its strengths and areas for improvement, such as limited internal career growth and infrequent training. The project references relevant academic sources to support its findings and recommendations, contributing to a deeper understanding of effective organizational practices. The assignment is a presentation for a business development manager role, addressing key aspects of organizational behavior.

Business Research for
interview panel
TASK 3: PRESENTATION

Benefits with involving employees in organisational decision making
Creativity
Employee motivation
Sense of belonging
Scope for innovation
Speedy organisational decisions
Overall organisational
productivity

Issues with involving employees in
organisational decision making
 Decision making complexity:
 Challenge of time management
 Possibility of power abuse
 Slow pace of organizational
practice
 Unnecessary employee demands
due to biasness

Explaining different ways to motivate employees
 Training and development
programs
 Reward and recognition
programs
 Internal growth and career
opportunities
 Monetary and non-monetary
benefits for personal
accomplishment

Evaluating how a named organisation of my choice
motivates its employees
 Employee referral authority
 Fringe benefits
 Flexible working hours
 Additional leave facilities on
personal target achievement

Contd…
 Training and development: It has been identified that training and development
programs at Unilever is for a single time. This means when the employees are hired after
the selection stage, employee are provided with the training. However, there have been
many changes in the operation in the middle or during the employment contract but
hardly the employees at the operational level are provided with training programs.
 Career opportunities: It has been identified that receiving career opportunities at
Unilever is relatively tougher because particularly for senior positions, individuals are
hired from external market environment, while the internal career growth is very limited.

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.
 Chiedu, C.K., Long, C.S. and Ashar, H.B., 2017. The Relationship Among Job Satisfaction, Oreganizational
Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria. European Journal of
Multidisciplinary Studies, 2(5), pp.370-383.
 Downey, S.N., van der Werff, L., Thomas, K.M. and Plaut, V.C., 2015. The role of diversity practices and
inclusion in promoting trust and employee engagement. Journal of Applied Social Psychology, 45(1), pp.35-44.
 Ganta, V.C., 2014. Motivation in the workplace to improve the employee performance. International Journal of
Engineering Technology, Management and Applied Sciences, 2(6), pp.221-230.
 Shuck, B., Twyford, D., Reio Jr, T.G. and Shuck, A., 2014. Human resource development practices and
employee engagement: Examining the connection with employee turnover intentions. Human Resource
Development Quarterly, 25(2), pp.239-270.