Case Report: Laurate Plantation - Management Concept Analysis, T1 2019

This report analyzes the management issues at Laurate Plantation, a company facing financial losses due to a lack of employee self-motivation. The report identifies the core problem and discusses the importance of empowering employees and fostering a strong team dynamic. It critically examines motivation theories, including Maslow's hierarchy of needs and Herzberg's two-factor theory, evaluating their application in the context of Laurate Plantation. The discussion includes recommendations for improving employee motivation, such as addressing dissatisfaction, redesigning tasks, and rewarding achievements. The report suggests that the management team should consider increasing employee payment, creating an excellent interpersonal relationship and improving their working condition. The report concludes by emphasizing the need for immediate action to address the lack of self-motivation and maintain the company's stability.

Running head: MANAGEMENT CONCEPT 1
Management Concept
Student’s name
Professor’s name
Institutional Affiliation
Date

MANAGEMENT CONCEPT 2
Table of content
Table of content..........................................................................................................................................2
1.0 Introduction.......................................................................................................................................2
2.0 The identified issue in management..................................................................................................3
3.0 Critical discussion..............................................................................................................................4
4.0 Recommendations.............................................................................................................................6
5.1 Conclusion.........................................................................................................................................7
References...................................................................................................................................................9

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1.0 Introduction
Laurate plantation is a company owned by the British multinational company, and its main
objective is to supply crude oil palm to its detergent manufacturing business organization. Lack
of self-motivation has facilitated the significant financial loss and sacking of the employees
(McShane, Olekalns &Travaglione, 2013). The main issue at hand is the need for empowering
the employees to establish a self-driven and induce automation. There is also a need to rearrange
the staff to build a stronger working team between the staff members and the higher
management. According to (Saeed, Almas, Anis-ul-Haq & Niazi, 2014) choosing appropriate
leadership styles is one of the critical requirements in enhancing the success of a business
organization. The wrong leadership will result in a company incurring a lot of financial losses.
Therefore, it's imperative for Laurate plantation to adjust its management procedures to maintain
the excellent status of the organization. This piece will highlight various management
adjustments that need to be put in place to increase the performance of Laurate plantation.
2.0 The identified issue in management
The management problem identified in this case is that the Laurate plantation is lacking a self-
motivation team. Any worker can base his or her working assessment depending on the
expectations and demands. Thus, the main question in creating a good relationship in the
organization is not how an individual can fit within the business organization but how will the
organization fit into the workforce (Amanchukwu, Stanley & Ololube, 2015). Many employees
expect that any job they take will play a key role in developing the value of their lives in the
future. In case there is a mismatch of individual values and the expectation of the organization,
there two possible things that can happen. The first thing that will happen is the case of
employees escaping from the business to avoid the condition at hand. Secondly, the employee

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may decide to put up with the situation althrough such endurance has a limited scope. In the case
of Laurate plantation, one of the causes identified by Mr. Danison to the financial loss was the
lack of commitment among the employees.
Self-management can support self-determination and high level of self-realization among the
employees. It calls for a capability for individual management and a wide range of understanding
the organization (Soieb, Othman & D'Silva, 2013). When the employees well embrace the self-
management, there is a high level of autonomy. The high degree of self-determination is
composed of competence, proper relation, and independence. Mr. Danson is trying his best to
motivate the employees through establishing self-directed roles, but the strategy is facing the
barriers since they have maintained a culture of following the directives from the manager. Self-
motivation in a working place calls for change in behaviors and skills to enhance both
organizational and individual goals. Self-motivation is not just a license and social autonomy or
doing what one, but it incorporates competence, professionalism and significant contribution to
other individuals (Debeş & Oznacar, 2018).
3.0 Critical discussion
Motivation can be described as a psychological procedure of giving a purpose and an intention to
an absolute norm. The concept helps in understanding why individuals behave in specific ways.
Applying the motivation concepts, managers can inspire the workers in taking actions and
becoming self-directed. Different motivation theories have been researched and used in
management for employees' motivation. For instance, the Maslow's and Herzberg's two-factor
theory which is critical to this discussion (Osabiya, 2015).
Maslow's theory claims that individuals are often motivated by the hierarchical needs beginning
from the fundamentals to higher order requirements. Thus, satisfying the needs of individuals, it

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will help in establishing trust, honesty, and sincerity and increase the performance results from
the company (Kaur,2013). Therefore, the managers are required to conduct an assessment to
identify various ways of motivating their employees. The evaluation can be performed through a
questionnaire and formal conversations on what they expect from the workplace — for example,
being served by more effective managers, participation in decision making, friendly working
condition and more opportunities to evaluate the outcome of their work. According to Maslow,
when the needs of employees are fully satisfied, there is a significant effect on staff motivation.
Hence, one of the aspects which many business organization management should embrace is
ensuring their jobs have met the workforce for better results. This can be achieved by making
sure there is a good relationship between the employees and the management to create a family-
like working environment (Jerome, 2013).
However, concerning (Adiele & Abraham, 2013) the Maslow's theory does not work efficiently
where various employees reference and have also impacted by the culture. This because an
individual's frame of preferences plays a crucial role in determining the order of their social and
cultural need. Hence (D'Souza & Gurin,2016) suggests that applying the Maslow's concept there
must be a need to considering the culture and their ethnic background as well. Nevertheless,
despite the negative side of Maslow's theory, it's critical in giving a framework for managers
who want to increase the motivation of their employees by satisfying the needs.
The motivation factor is one of the aspects proposed by the Herzberg two-factor theory. The
motivation factor constitutes the nature, responsibility, and recognition of job and their presence
contributes significantly to employees' motivation while their absence can result in
dissatisfaction and poor performance. Herzberg identified the management approaches,
organizational politics, supervision and workers’ relationship as some of the key factors that

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demoralize the employee’s motivation. Alshmemri Shahwan & Maude (2017). Claims that some
of the aspects pointed out by Herzberg can play a pivotal role to motivate the workers by
promoting their individual growth, recognition, and enrichment for the workers. The Herzberg
two factor theory emphasizes on motivating employees by first recognizing their unique
achievements. For instance, like when they meet exceptional outcomes in line with their duties,
they should be allowed to handle other roles that are linked to their jobs. With regards to
(Yusoff, Kian & Idris, 2013) the productivity of a single worker is independent before they
perform the real task as well on the satisfaction of the job. As per Herzberg theory, every person
has his or her different goal and can only be motivated for a particular expectation. The,
therefore, suggests that managers require to prove to the workers that individual efforts will be
rewarded and recognized both in nonfinancial and financial terms.
The Herzberg two-factor theory is as well linked to certain limitations. One of them is that many
management researchers have not been able to affirm the concept is making it method-bound.
Herzberg concept is method-bound since the original procedures developed by Herzberg can
only support it. Ganta (2014) the motivator factor can result in both dissatisfaction and
satisfaction of the employees. Chien (2013), not all results have been able to support the
Herzberg theory because sometimes classifying the employees’ motivators could be very
challenging. The challenge is due to differences arising from dissatisfaction and satisfaction from
various employees. Individuals differ in many cases and therefore, the Herzberg theory one size
fit may not accommodate all the real-life situations. Many researchers have claimed that there
are very many challenges in implementing and practicing some of the aspects raised by
Herzberg.

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4.0 Recommendations
In order to maintain the commitment of the workers and yield good results, the following should
be done to motivate them. Yusoff, Kian & Idris (2013) the kind of job may not be the cause of
demotivation or job dissatisfaction. The Herzberg theory can be applied in Laurate plantation in
various ways. The Management team should address the dissatisfaction of employees by first
increasing the employees' payment, creating an excellent interpersonal relationship and
improving their working condition. Secondly, more privileges can be established by redesigning
tasks and other responsibilities (Osabiya, 2015). Laurate plantation company, therefore, needs to
come up with motivators like promotions and enjoyable opportunities for individual
achievements. Rewarding own opportunities through promotions is one of the critical factors that
can motivate the workers and lead to excellent performance.
The next recommendation for Laurate plantation is to apply the Maslow's concept through by
ensuring the job satisfaction the subordinate employees. The first thing to achieve happiness is
by encouraging the shareholding within the institutions and promotions when different workers
improve their results (Kaur,2013). Maslow's theory will require the Laurate plantation's
management to identify various cultures and the ethnicities presented in the organization to apply
it appropriately. This way, the managers will be able to come up with an appropriate framework
(Jerome, 2013). Understanding and recognizing the culture of an organization and that of
employees will be an excellent strategic plan in the Case of Laurate plantation. Recognition can
be done through awarding and appreciating the achievement of various employees in the form of
promotions. Laurate plantation company can cultivate on awarding, but they should be costly to
maximize the profits.

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5.1 Conclusion
Laurate plantation is highly faced by lack of self-motivation among the employees, and the
management should consider addressing the issue immediately to retain its stability. After
reviewing various pieces of literature, the first thing that can be done to save the situation is
improving the working conditions at the workplace, redesigning the tasks and awarding the
achievement made by the employees.

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References
Adiele, E. E., & Abraham, N. (2013). Achievement of Abraham Maslow's Needs Hierarchy
Theory among Teachers: Implications for Human Resource Management in the
Secondary School System in Rivers State. Journal of Curriculum and Teaching,
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Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life
Science Journal, VOL.14(5), 12-16.
Amanchukwu, R. N., Stanley, G. J., & Ololube, N. P. (2015). A review of leadership theories,
principles and styles and their relevance to educational management. Management,
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Chien, J. (2013). Examining Herzberg’s two factor theory in a large Chinese chemical fiber
company. World Academy of Science, Engineering and Technology, VOL.7(6), 1438-
1443.
Debeş, G., & Oznacar, B. (2018). Evaluation of the opinions of the manager, teacher, employees
(secretary and servants) about school management of the digitalization and management
processes of the system engineering model in education. Amazonia Investiga, VOL.7(16),
243-253.
D'Souza, J., & Gurin, M. (2016). The universal significance of Maslow’s concept of self-
actualization. The Humanistic Psychologist, VOL.44(2), 210.

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Ganta, V. C. (2014). Motivation in the workplace to improve the employee performance.
International Journal of Engineering Technology, Management and Applied Sciences,
VOL.2(6), 221-230.
Jerome, N. (2013). Application of the Maslow’s hierarchy of need theory; impacts and
implications on organizational culture, human resource and employee’s performance.
International Journal of Business and Management Invention, VOL.2(3), 39-45.
Kaur, A. (2013). Maslow’s need hierarchy theory: Applications and criticisms. Global Journal
of Management and Business Studies, 3(10), 1061-1064.
McShane, S., Olekalns, M. and Travaglione, A. (2013). Organisational Behaviour. North Ryde,
N.S.W. McGraw Hill Australia, pp.523-525.
Osabiya, B. J. (2015). The effect of employees motivation on organizational performance.
Journal of Public Administration and Policy Research, VOL.7(4), 62-75.
Saeed, T., Almas, S., Anis-ul-Haq, M., & Niazi, G. S. K. (2014). Leadership styles: relationship
with conflict management styles. International Journal of Conflict Management,
VOL.25(3), 214-225.
Soieb, A. Z. M., Othman, J., & D'Silva, J. L. (2013). The effects of perceived leadership styles
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conflict management. International Journal of Business and Management, VOL. 8(8),
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Yusoff, W. F. W., Kian, T. S., & Idris, M. T. M. (2013). Herzberg’s two factors theory on work
motivation: does its work for todays environment. Global Journal of commerce and
management perspective, VOL.2(5), 18-22.

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