Employee Motivation and Gun Control: A Performance Analysis Report

This report examines various aspects of employee motivation, performance, and the ongoing debate surrounding gun control. Task 1 focuses on the significance of employee motivation, highlighting methods such as reward and recognition, and emphasizing the importance of skills development, research, communication, and incentives. It critiques the effectiveness of different reward systems and discusses the distinctions between incentives and recognition, along with the potential drawbacks of recognition programs. Task 2 delves into the gun control debate, presenting arguments for and against stricter regulations on gun ownership, considering the perspectives of safety, individual rights, and economic factors. Task 3 applies motivational theories, including Maslow's hierarchy of needs and Vroom's expectancy theory, to illustrate how these theories can be used to enhance individual and team performance, drawing on personal experiences from group projects. The report concludes by synthesizing the findings from each task to provide a comprehensive understanding of the interconnected topics.

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Student Name:
Student ID:
University Name:

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Table of Contents
Task 1...............................................................................................................................................3
Task 2...............................................................................................................................................5
Task 3:.............................................................................................................................................7
References:....................................................................................................................................10

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Task 1
Motivating the employees has grown to become one of the major aspects of any
organisation. Several methods like reward and recognition are, therefore, necessary to be
followed by the organisations. Not only this, it is equally important to make sure that the
mechanical means as such are effective in a sustainable way. Hence, four key elements, skills
development, research, communication and rewards/incentives are necessary to monitor the
performance improvement program (Fisher, 2015). With the help of the most suitable
recognition programs, motivating the employees for a longer period can be accomplished. While
the multiple methods may not work effectively for the organisation, a few selected ones can be
effective in motivating the workforce and thus enhance the overall performance of the
organisation.
The non-monetary rewards of any organisations underlie various issues with it. While it
can be considered that the organisations engage in multiple rewards and recognition methods
which, in the majority of the times, are not able to derive the standard output. It can be
considered that the goals can lead to certain factors like narrowed focus, increased risks, and
unethical behaviour and so on (Fisher, 2015). The cumulative effect can be considered inversely
proportional to the size of the organisation. The methods and techniques are reviewed in order to
identify the most suitable ones for the organisation. Thus, reviewed scheme regarding the reward
choice, new recognition media, team structures and so on are implemented by the organisations.
However, the anticipated return of investments is not reached by these methods in most of the
organisation.
When it comes to recognition, there lies a line of difference between it and the incentives.
While the incentives are the short run, the recognition is for the long run. Hence, it is considered
by Fisher (2015) that the incentives are for salesperson as it compensates for their lack of job
security in the majority of the cases. While certain organisations design their programs in such a
way which incorporates both incentives as well as recognition.
While the recognition methods are adopted by various organisations to engage the employees
for better work, it can be said that these methods may have the tendency to demotivate the other
employees. While the managers of the organisation may find potential in one person, the fellow

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employees may not agree with the decision which can affect the overall productivity of the
organisation. Hence, it can be said that the recognition method comes with its own set of
drawbacks and it may not work for the organisation in certain situations.
According to Fisher (2015) one of the best ways to make sure that the dilemma regarding
the performance of individual employees is resolved effectively; the balanced scorecards may
come in handy. By monitoring the Key Performance Index, it can be made sure that the most
efficient performers are recognised and given appropriate rewards for remarkable performance.
While it is also required to be taken into consideration that while incorporating the various job
roles and their recognition in the program, the four components are generally multiplied. Thus, it
results in incorporation of a complex process which prompts the employees to withdraw willing
participation.

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Task 2
Introduction:
One of the most discussed issues in recent times is regarding the ownership of guns in the
States. While the incident where the open fire at an elementary school claimed the life of 26
persons, still manages to send shivers down the spine of each and every individual, the debate
regarding the ownership of the gun still remains prevalent. Even though the security issues has
been cropping up which has lead to the demand of setting up stricter legislation regarding
acquiring the gun license, various arguments advocating the disadvantages have been presented
as well (Anestis et al. 2015).
Bloomberg (2013) states, according to the 2nd amendment of the Federal Constitution, the
citizens hold the right to own an arm. With easy access to arms as such, the chances of any
potential harm multiplies at an alarming level. The reported cases over the years regarding the
incidents and injuries caused by these weapons is a reason enough to conclude that the situation
of gun violence can occur at any point of time in the society making the people vulnerable to
risks of life. As per the terms of the amendments, it can be seen that the criminals acquire
legalised weapons and use them to fulfil the criminal acts. Stricter rules on acquiring legal
weapons can thus, eliminate the chances of any probable risks (Koper, Woods & Kubu, 2013).
While the easily accessible guns provide a scope for the criminals to perform acts of
violence, the reports of injuries while irresponsibly handling the device cannot be ignored either.
Many argue that the potential of the weapons causing harm to the owner is one of the major
factors that is required to be taken into consideration to implement stricter legislation in the
States.
The easy accessibility of gun will have more chances for the children and adolescent to
acquire the same. The chances of any fatal risks cannot be ignored in situations as such. With
appropriate regulations implemented and followed, risks of fatal injuries of children can be
avoided (Bloomberg, 2013).

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However, it is argued by various people that the gun is availed by people mostly to address the
issues of any probable risk. In the case of any robbery or theft, the weapon can be used for self-
defence (Anestis et al. 2015). With a complicated process of acquiring the weapon, the chances
of cases of incidents as such are likely to increase.
It can be further advocated that the sales of firearms prompt to the enhancement of economy
in the State. Be it for sports or gun collection, the enthusiast having a positive purpose for
acquiring gun spend a hefty amount in order to purchase quality arms. The industry further
employs a number of people. Thus, with the implementation of strict regulations, the economy of
the States can suffer a lot.
It can’t be denied that a more systematic approach in acquiring the guns can make sure that the
weapons are not exploited to the extent that certain fatal incidence crops up.
Conclusion:
It can be concluded that there are two aspects of the scenario. Having more restriction to acquire
a weapon as such is necessary to establish a safer environment for the masses. With appropriate
procedures implemented, it can be ensured that the responsible persons are handling the
weapons.
Even though there are certain issues which may come to the surface, it can be said that
these issues can be addressed in the long run.

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Task 3:
In order to survive in the competitive world, it is essential for every individual to implement
certain management or motivation methods which will be effective in enhancing the
performance. In order to ensure that any individual is able to extend the best performance,
practical implementation of motivational theories can be helpful. This can lead an individual to
take up their performance level at the peak (Wery & Thomson, 2013).
While pursuing the degree in the college, there were several group projects that were
required to be undertaken by me. In order to make sure that the group efforts are able to meet the
requirements of the projects, there were certain methods that were required to be taken up by me.
These methods made sure that I am able to adjust with my team and the team members are able
to coordinate with each other. The entire team required interacting with each other. It was made
sure that the inputs of every team members were taken into account to increase the sense of
belongingness. Thus, with considerable group efforts, the projects were completed efficiently.
Figure 1: Maslow’s theory of needs
(Source: Created by author)

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The Maslow’s theory of motivation can be taken into consideration to explain my
experience in the group project. It has been explained by the theorist that the range of motivation
starts from the basic level and the stages get higher accordingly (Milheim, 2012). While the basic
level of physiological and safety needs are not applicable in a prominent way in this particular
situation, the social needs of providing and receiving care for the fellow team members are
considered. It was realised by my team that efficient results can be drawn only if the team were
apathetic towards each other. The esteem needs were fulfilled when particular team members
were appreciated for extending quality performance. Their capabilities were recognised within
the team. The self-actualization needs emerged when the individual team members reflected on
their performance in the team. Thus, in this stage, motivational goals were achieved by the team
members including myself.
Figure 2: Vroom’s Expectancy theory
(Source: Created by author)
Another theory which can be applicable in measuring the motivation of the project teams I
was involved with is Vroom’s expectancy theory. According to Vroom, the intensity of any
work is depended on certain outcomes that an individual expects (Estes & Polnick, 2012). The
group fulfilled the stage of Valence by emotional orientation. The group members expected the

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positive response from each other in this stage and desired a good outcome. The second stage,
that is expectancy, is the expectation of the group members regarding their performance in the
project. According to the instrumentality part, the team members expected that the project will be
completed in a systematic way, which will satisfy the requirements of the professor.
Thus, it can be said that with the help of appropriate methods, it was easier for me as well
as the other members of my team work to work in coordination. The chances of any conflicts
between the members of the team were resolved and a healthy work culture was established.

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References:
Anestis, M. D., Khazem, L. R., Law, K. C., Houtsma, C., LeTard, R., Moberg, F., & Martin, R. (2015).
The association between state laws regulating handgun ownership and statewide suicide
rates. American journal of public health, 105(10), 2059-2067.
Bloomberg, M. R. (2013). Reducing gun violence in America: informing policy with evidence and
analysis. D. W. Webster, & J. S. Vernick (Eds.). JHU Press.
Estes, B., & Polnick, B. (2012). Examining motivation theory in higher education: An expectancy
theory analysis of tenured faculty productivity. International Journal of Management, Business,
and Administration, 15(1), 1-7.
Fisher, J. G. (2015). Strategic Reward and Recognition: Improving Employee Performance Through
Non-monetary Incentives. Kogan Page Publishers.
Koper, C. S., Woods, D. J., & Kubu, B. E. (2013). Gun violence prevention practices among local
police in the United States. Policing: An International Journal of Police Strategies &
Management, 36(3), 577-603.
Milheim, K. L. (2012). Towards a better experience: Examining student needs in the online classroom
through Maslow's hierarchy of needs model. Journal of Online Learning and Teaching, 8(2), 159.
Wery, J., & Thomson, M. M. (2013). Motivational strategies to enhance effective learning in teaching
struggling students. Support for Learning, 28(3), 103-108.