Organizational Behavior: Global Workforce and Motivation Analysis

This document provides a comprehensive solution to an organizational behavior assignment, focusing on the challenges of managing and motivating a global workforce. The assignment explores the importance of understanding cultural differences and implementing strategies to enhance employee performance. It delves into the application of equity theory in diverse work environments, emphasizing the significance of fair treatment and proportionate rewards. Furthermore, the solution examines job design, offering practical examples of how managers can make tasks more engaging and challenging to increase employee motivation and productivity, particularly in roles like restaurant staff. The document also highlights the importance of providing training, feedback, and recognition to foster a positive and productive work environment. References from various academic journals support the analysis.

Running head: ORGANISATION BEHAVIOUR
Organization Behavior
Name of the Student:
Name of the University:
Author Note:

1ORGANISATION BEHAVIOUR
Contents
Answer to Question 1......................................................................................................................2
Answer to Question 2......................................................................................................................2
References........................................................................................................................................4

2ORGANISATION BEHAVIOUR
Answer to Question 1
It is challenging for a global manager to manage and motivate the global workforce from
different cultures in the organization. The manager must be assigned with the task of motivating
the employees so that they can perform their job in a better way. It is also vital for the manager
to recognize the importance and the difference of culture of the employees in the global
organization. The managers can pass comments to the employees while allocating them tasks
that are in accordance with personal as well as professional interest. The employees will be
motivated and thus they can adapt to the varying cultures (Okora & Washington., 2012).
Moreover, they will also be motivated for further promotions and assignments so that their skills
and qualifications will be actively used in the workplace. It is also the duty of the managers to
motivate the employees on some common attributes and this is possible by widening the varied
aspects of the management in imposing the rewards and policies to the employees for
achievement of the goals of the company. The various theories of motivation explains and
defines the process that is associated with n individual’s behavior and thus it might be directed,
energized, stopped and sustained. Thus, it can be said that for a cultural diverse workforce, the
equity theory under the process theory of motivation infers about a person’s perception in getting
proper treatment in social exchanges that motivates them to increase their productivity (Lazaroiu,
2015). It can be said that equity will exist when an individual will perceive their proportionate
effects that are equalized to the rewards that they are receiving in the organization in which they
are engaged.

3ORGANISATION BEHAVIOUR
Answer to Question 2
It can be said that the manager of the restaurant must motivate the workers who are
working under them for the enlargement of their jobs. In such a case, money cats as a motivator
for them in the short run and it is vital to take care of the skills of the workers who are engaged
in the restaurants (Holman et al., 2012). The manager makes the task of the employees
interesting and challenging and it is vital to find out more important ways of designing the jobs.
It is also the role of the manager to encourage the employees and this can be done by
encouraging the employees and providing them proper training and learning opportunities. The
challenging and difficult task assigned to the workers will increase the level of competition
among the workers in the organization (Holman et al., 2012). An example can be cited of the
waiters in the restaurants who gets bored and tired after serving food to the customers on regular
basis. Their job role can be designed in a much better way and they must be assigned with the
task of cooking. It is the duty of the managers to make the workers aware of their duties and
responsibilities and provide them rewards and recognition accordingly. Therefore, the manager
must also take the feedbacks from the employees and check whether the employees are
performing their duty in an efficient way (Major, 2012). Moreover, he is also responsible to
solve the problems of the workers accordingly.

4ORGANISATION BEHAVIOUR
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.