Managerial Impact on Employee Motivation: MOD003325 Presentation

This presentation delves into the significant role managers play in influencing employee motivation and overall performance. It highlights effective strategies, such as praising high-performing employees, and analyzes how these strategies boost employee morale and productivity. Conversely, the presentation examines negative managerial actions, like scolding employees for minor mistakes, and their detrimental effects on motivation. Real-world examples are provided to illustrate both positive and negative impacts, emphasizing the importance of constructive feedback and supportive leadership. The presentation concludes by underscoring the critical link between managerial behavior and employee motivation, noting that maintaining a positive and encouraging work environment is essential for achieving organizational goals. Desklib offers a wealth of similar academic resources and solved assignments to aid students in their studies.

Academic and Professional Skills

Table of Content
 Introduction
 Positive Impact
 Negative Impact
 Conclusion
 References

Introduction
The role of managers at the workplace is quite effective as it is essential in regard of impacting
over the performance of organization. For this, the mangers have the most prominent impact
over the performance of employees in terms of managing things. They also lead to carry the
effective responsibilities regarding the alignment of overall performance of their department
and the staff members for overarching the organizational goals. In this context, the
organizational culture plays an important role for motivating the performance of employees
and also take initiatives in order to manage them. The following report cover the details
regarding the positive or negative actions which are taken by the mangers and its impact on the
performance of employees.

POSITIVE IMPACT
What is an effective strategy a manager can implement to motivate employees?
The effective action which can be taken by the manager is to praise the best performing
workforce and employee at the end of the month to improve their motivation level. This can
be done the managers only when they are capable enough to ensure that they analyse and
appraise the best performing workforce and also ensure that employees get motivate in order
to perform their job role effectively. For this, it is essential for the manager to make sure that
they effectively identify and appraise the best performing workforce by which they can
achieve both personal and professional goals.

Continue…
Examples
•Managers can prepare the performance sheet of their workforce for the specific month that
carry proper performance assessment which is being carried out in the effective manner
prominently.
•Moreover, the managers need to make sure that they can take the effective steps regarding
the achievement of overall growth in their future by helping the workforce to perform with
their best.
•The managers need to make sure that the motivation level of employees can be enhanced by
offering them the proper advice and instructions that will help them to achieve their own goals
and objectives in the upcoming future.

Continue…
Why is this strategy effective?
The above discussed action is effective because it helps in boosting the overall performance
of employees and also make them competent enough to perform their assigned task
effectively. Apart from that, with the help of properly maintaining the performance sheet,
employers are able to determine the performance and growth level of their workforce and if
they find any sort of deviation in it, then they have right to take corrective actions for it.

NEGATIVE IMPACT
What is something managers do which may demotivate employees?
There are several things which can de-motivate the overall performance of workforce like
scolding them even for their small mistakes that are made by them and also take strict actions
against them that leads to negatively impact the overall performance of employees. For this,
managers are needed to ensure that the suitable standards of their performance that are being
set by the organization are properly followed. Hence, for this, the specific objective becomes
important that they scold the employees in order to realize their mistake that are made by them
and also make improvements in their own approach so that these mistakes will not repeat in
future.

Continue…
Examples
•Manager can scold the employees if they are not able to achieve the targets and this can put
the negative impact over their motivation level.
•Managers also leads to create remarks over the performance assessment sheet of the
workforce that leads to influence their future changes of making the progress in the
organisation.
•Further, managers might use the negative organisational politics to reduce the motivation
level of the workers by frequently comparing them the other workers and this leads to
negatively impact the motivation level of workers.

Continue…
Why does this damage motivation?
The concerning factor leads to negatively impact the motivation level of workforce as they
get demotivate at the time of performing their job role. This occur because of the reason
that the employees feel bad after being scolded on their small mistakes by the mangers and
it can pull down their morale and strength to perform their job role.

Conclusion
From the preceding discussion, it has been identified that motivation is the essential factor that
leads to majorly impact the overall performance of employees. In this context, there are
several actions which are being taken by the organisation or managers to improve the overall
performance of their employees and the overall impact of these factors.

References
• Tarigan, N. M. R. and Setiawan, H., 2020. The Effect of Employee Competence on Increasing Employee
Motivation in Sumut Bank of Sharia Unit, North Sumatera. Budapest International Research and Critics
Institute (BIRCI-Journal): Humanities and Social Sciences. 3(2). pp.858-867.
• Mardanov, I., 2020, November. Intrinsic and extrinsic motivation, organizational context, employee
contentment, job satisfaction, performance and intention to stay. In Evidence-based HRM: a Global
Forum for Empirical Scholarship. Emerald Publishing Limited.
• Ryan, R. M. and Deci, E. L., 2020. Intrinsic and extrinsic motivation from a self-determination theory
perspective: Definitions, theory, practices, and future directions. Contemporary Educational Psychology.
61. p.101860.

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