Leading and Managing: Motivation in IT and Application Sector

This essay analyzes employee motivation within an IT and Application sector workplace. It begins by identifying the needs of employees, highlighting disparities in compensation and lack of positive feedback. The author discusses the assumptions behind employee needs and reflects on the existing reward system, proposing modifications such as positive feedback, promotions, and incentives. The essay explores how these changes can meet different levels of needs and the positive effects of such modifications. It also presents alternative reward systems, potential risks of demotivation, and the importance of addressing employee concerns. The essay concludes by emphasizing the significance of motivation in an organization and the role of leadership in fostering a positive and productive work environment. The assignment is based on the provided assignment brief and includes references to academic resources.

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Title: Motivation at workplace
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Motivation at the workplace
Table of Contents
Introduction......................................................................................................................................3
Needs of people in my organization................................................................................................3
The assumption of people's need and reflection in the reward design system................................4
Meeting of different levels of needs................................................................................................5
Positive effects of modification in the reward system.....................................................................5
Alternative reward system for motivation.......................................................................................6
Risks of demotivating......................................................................................................................6
Conclusion.......................................................................................................................................7
Reference list...................................................................................................................................8

Motivation at the workplace
Introduction
Motivation is an important aspect that is to be maintained in the workplace. There are different
reasons for providing employee motivation. This is because it is the employees who allow the
management to meet several goals related to the organization. A proper amount of motivation
will lead to productive work in the organization as well as lead to the achievement of outputs at a
higher level. Improper motivation can lead to unorganized work, and it will not allow an
organization to set and achieve the targets. It is the need of the authority of the organization to
plan about the delivering of proper and effective motivation to have a smooth working
environment.
Needs of people in my organization
I am an employee of a corporate sector that deals with Information Technology and Application.
There are different needs that are associated with the employees of my organization. There are
some of my colleagues, including me, who are working from the organization form past 1 year
but still did not have any major salary hike. On the other hand, new employees that are appointed
by the authority are being paid much more than us. This is a huge background for de-motivating
the old employees that are working for the organization. It has also been noticed that the new
employees are not at all experienced, but they are drawing much more salary form the
organization. When they are asking us about our salary, we are feeling ashamed to utter that an
employee working for the specific organization for about a year does not get the salary that can
even be told (Navarro et al. 2015).
These are not the only cause; there are several other causes of demotivation that the employees
receive from the organization. We generally receive feedback when a project fails, or any bad
rework exists that has been done by us carelessly. These feedbacks are always in negative aspect
only. The employees never receive any good feedback when their performance goes better or any
separate appreciation for the employees that are achieving a success rate. There were previously
one or two employees that have been placed in the higher position just because of the
performance, but after that, no older employees are selected for the higher position rather no
motivational approaches. The new employee’s, who is just 2 months old, is being placed as a

Motivation at the workplace
team leader, whereas the older employees need to work under the team of the newly appointed
employee. This becomes so embarrassing at the time that it cannot be explained properly. This
seems that the older employees cannot work in a higher position or to be more precise; they do
not deserve a higher position. The old employees, including me, are not at all happy with such
organization perspectives, and some are already ready to leave the organization. There are no
reward systems, that will encourage the employees in ignoring the other events and concentrate
on the work properly (Mok and De Cremer, 2015).
The assumption of people's need and reflection in the reward design system
The assumptions that can be made on gathering motivation form the organization is a bit
different style of thinking. This is because I have already discussed that feedbacks are provided
to the employees and their respective team leader when any job fails or consists of different
mistakes. But there are no positive feedbacks that can enhance the energy of the employers to
work with an effective range of seriousness in handling the job. These positive feedbacks would
give a chance to the employees to make their performance a level high. The employees also have
an interest that they are being placed in the hierarchies. The employees are unable to say it to the
authority that they have in-house experience of over 1 year, and still, they are not being
promoted in the next higher level. They are also being embarrassed when they are forced to work
under a team leader who was appointed as an employee just two months ago. There are different
kinds of rewards that are being provided by the other authority’s n different organization. This is
like incentives, extra hike in salary, position, and travel allowances. But in this organization, we
are just receiving nothing exempting the base salary (Meyer et al. 2016).
Therefore such problems are making the employees de-motivated for a long time. If such lack of
motivation is continued, then it will make problems in the work and efficiency will decrease to a
height. Therefore, it is the authority that should be considerate on the plans of employee
motivation. This is because as old an employee is, the more experience he or she gathers in his or
her service life. Therefore the major priority should be given, in giving a chance to the older
employee in handling the higher position. If they are unable to handle it, then other decision can
be taken to handle such stuff. The reward system needs to be changed; there should be positive
as well as negative feedbacks given to the employees. An incentive should be provided on the

Motivation at the workplace
base salary so that the employees get the motivation to work further in a proper way. They
should be at least once in a year provided with travel vouchers where they will get discounts on
hotels or food in distant areas. The performance check and promotion are also a part of the
changing reward system that should be applied in my organization (Lăzăroiu, 2015).
Meeting of different levels of needs
There are a few problems that have started arising in the organization where I work. There are
quality analysts visit done in the company once in six months. The checks in the performance of
every employee are done properly. It has been seen that the new employees are working well and
they are satisfied, but there are significant changes that have been observed in the performances
of the senior employees. The performances are getting below defoliation. The quality analyst
suggested that the senior employees are not at all getting any benefits from the organization and
so are lacking the proper motivation to work. Therefore it has been recommended to the
authority to look after the increase in motivation by different ways so that all the employees are
satisfied with their organization and jobs as well (Kanfer et al. 2017).
This made the authority in planning some different modification in the reward system. They are
like the authority has decided to give compensation for the jobs that are handled with excellent
efficiency form now onwards, there will be different kinds of benefits and perks provided to the
employees that are working with the organization for too long and also have a good performance
check. There are several letters of appreciation made other than feedbacks; these kinds of
appreciation at times entertain a party from the end of the organization also. Therefore the
authority has made such plans to motivate the senior employees mainly as well as new
employees also. There are different positions being made by the authority so that the senior
employees can be placed in that position and need not work under the new higher junior
employees. These are some of the modifications that have been done by the authority to maintain
a proper workflow as well as giver proper motivation to the employees of his organization
(Dokadia et al. 2015).

Motivation at the workplace
Positive effects of modification in the reward system
There are several positive effects which have been noticed by me after the changes took place.
There were several inner problems of the employees which were existing due to lack of honors
and respect from the authority. This is because at times, recognition makes an employee
identifiable among many other employees working for the organization. Therefore the mindset of
employees has changed. The positive environment which was lacking in the workplace has been
regained accordingly. The employees started working efficiently as they were working earlier. I
think these changes have also been looked upon by the authority itself. This is because there will
be a hike in the performance graphs of every employee working. So it is obvious that there are
positive changes that arrived in the organization after the modifications of the reward system by
the authority (De Carvalho et al. 2017).
Alternative reward system for motivation
The reward systems which have been modified for the betterment of employees are far away
better than the condition which prevailed earlier. Therefore there can be other techniques applied
by the authority to motivate the employees daily. These kinds of the system generally indicate a
personal meeting or a face to face talk with some of the employees that can work better if pushed
a bit with some good compliments. The authority should have a face to face talk with some
selected employees who need much motivation. This will create a feeling that the authority cares
about every individual employee in a specific way. There should be discussions of problems
which the employee is facing or any other work-related areas that need improvement. At times
authority should ask their employees about the kinds of change they want to see in the
organization. This will create a feeling of selfless love towards the organization. Therefore it can
be said that such attempts regularly can motivate employees a lot in their work field (Chen et al.
2016).
Risks of de-motivating
The authority should always be aware of the motivation and its dynamics that are needed to be
provided to its employees. This is because an organization generally stands on the efficiency and
the work initiatives of its employees. Therefore the authority's first concern is to look after the
employees properly. This will enable us to understand the current situation and the problems that

Motivation at the workplace
are going on in the organization (Stenius et al. 2016). On such basis, the organization can take
further steps. This is because if the employees remain de-motivated for a long time that it can
degenerate the reputation of the organization resulting in malfunctioning and negative work
environments. This wills because the employees always have a definite kind of expectation form
its authority. This increase when the employee grows old with the organization. Therefore if the
authority does not stand up to meet the slightest level of expectation, then a different kind of de-
motivating elements arises within the workspace. This can lead to having huge harm to the ethics
of an organization. Therefore it is the duty of the authority to individually look after its
employees to have an effective workflow within the organizational sphere (Alhakami and Baker,
2018).
Conclusion
It can be said that motivation is a dynamics of utmost importance in any organization. The study
generally was reflective and was based on the organization where I work. The organization had
different issues related to motivation. The reward system was not at all balanced and managed
properly by the organization. This created resentment among my colleagues, and even I also
decided to leave the organization. This is because we old employees who have been working in
an IT firm for a yearlong did not even have a hike in salary.
On the other hand, the newly appointed employees have joined the hiked salary itself. There
were also other problems that created different resentments among the senior employees,
especially. After the check of quality analyst and the suggestion of modification in the reward
system, the whole scenario changed. The employees are now very happy with the kinds of perks
they are getting as well as the recognition and appreciation from the authority and the
management board. These lead to positive vibes, which will flow inside the organization, where
there is a full of motivation in every employee to work more efficiently so that the organization
can reach its goal.

Motivation at the workplace
Reference list
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motivational forces shaping nomadic practices. In Proceedings of the 2017 ACM Conference on
Computer Supported Cooperative Work and Social Computing(pp. 962-977). ACM.
Dokadia, A., Rai, S. and Chawla, D., 2015. Multigenerational differences in work attributes &
motivation: An empirical study. Indian Journal of Industrial Relations, pp.81-96.
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.
Lăzăroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical
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Meyer, B., Schermuly, C.C. and Kauffeld, S., 2016. That’s not my place: The interacting effects
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Organizaciones, 31(3), pp.135-145.

Motivation at the workplace
Stenius, M., Hankonen, N., Ravaja, N. and Haukkala, A., 2016. Why share expertise? A closer
look at the quality of motivation to share or withhold knowledge. Journal of Knowledge
Management, 20(2), pp.181-198.