Organizational Behavior Assignment: Strategies for Employee Motivation

This assignment delves into the realm of organizational behavior, focusing on the critical aspects of employee motivation and management within a diverse workforce. The first answer explores strategies for motivating employees from different cultural backgrounds, emphasizing the importance of recognizing individual differences, aligning tasks with employee interests, and utilizing process theories such as Equity Theory. The second answer addresses the motivation of restaurant servers, highlighting the significance of job enlargement, challenging tasks, and employee training to enhance their skills and engagement. The assignment underscores the importance of understanding employee needs, providing opportunities for growth, and implementing fair practices to foster a productive and motivated work environment. The provided references support the concepts discussed, offering further insights into job design, employee innovation, and workforce diversity within organizational contexts.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational behavior
Name of the Student
Name of the University
Author Note

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ORGANIZATIONAL BEHAVIOR
Table of Contents
Answer 1....................................................................................................................................2
Answer 2....................................................................................................................................3
References..................................................................................................................................4

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ORGANIZATIONAL BEHAVIOR
Answer 1
Motivating and managing workforce who is from different culture can be both
challenging and interesting for a global manager. Thus, to motivate these employees to
perform their job well the manager must ask the staff members to recognize the differences
that they think are applicable to them independently. However, their comments can be used
while assigning them their tasks, which are compatible with the employee’s personal as well
as professional interest. Employees can be further motivated by asking them for suggesting
markets, which appears to be pleasant for them due to their ease with various cultures. Thus,
they can be further motivated to promotions and assignments so that their qualifications and
skills can be diversely contributed in the workplace. Lastly, managers can motivate the
employees on common attributes by widening the reach of management in imposing policies
and rewards for the employees for achieving the company’s goals. However, among the
theories of motivation the process theories defines and explains that how an individuals’
behavior is ‘energized’, ‘directed’, ‘sustained’ and ‘stopped. Therefore, for a culturally
diverse workforce it has been seen that Equity theory that comes under process theories of
motivation is very much applicable because this theory is about a person’s perception of
getting a fair treatment in social exchanges that can further motivate them to enhance their
productivity (Lazaroiu, 2015). Equity is said to exist when an individual perceives that the
proportion of their efforts are equal to the rewards they are getting in the organization are
balanced with what other employees are getting.

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ORGANIZATIONAL BEHAVIOR
Answer 2
The manager of the restaurant needs to motivate the servers working under him
through the enlargement of the jobs. Money is always being a motivator but for a short term
basis and therefore it is important for the manager to take care of the job skills of the
employees working in the restaurants (Holman et al., 2012). In this aspect, it is important for
the manager to make the tasks for the workers challenging and interesting and therefore, in
this context, it is important to find out the way the designing of the jobs must take place. It is
important to encourage employees and for this maximum investment must be done in the
employees by offering them training and the learning mode of opportunities. It is important
for the manager to give them tough and challenging works so that the staffs can complete the
particular work in a deadline (Holman et al., 2012). For example: the servers who are bored
after serving daily can innovate their job design by enhancing the scope of job by also
allowing him to manage the cooking. However, before doing this, the managers are needed to
motivate the workers who are working in the restaurants and make them aware about the
rewards and recognitions that the employees can achieve. This in turn can increase the level
of responsibility in a worker and make them aware about the importance of the job. Before
assigning them any new task, the manager must check are the employees able to manage the
other works if they are being assigned. (Holman et al., 2012; Major, 2012) The managers
must take feedbacks from the workers who are working under him and try to solve the
problems accordingly.

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ORGANIZATIONAL BEHAVIOR
References
Holman, D., Totterdell, P., Axtell, C., Stride, C., Port, R., Svensson, R., & Zibarras, L.
(2012). Job design and the employee innovation process: The mediating role of
learning strategies. Journal of Business and Psychology, 27(2), 177-191.
Lazaroiu, G. (2015). Employee Motivation and Job Performance. Linguistic and
Philosophical Investigations, 14, 97.
Major, A. E. (2012). Job design for special education teachers. Current issues in
education, 15(2).
Okoro, E. A., & Washington, M. C. (2012). Workforce diversity and organizational
communication: Analysis of human capital performance and productivity. Journal of
Diversity Management (Online), 7(1), 57.