Organizational Behavior Group Presentation: Employee Motivation

This group presentation provides an overview of organizational behavior, focusing on a scenario where customer dissatisfaction arises from prolonged waiting times and employee demotivation. The presentation is structured around four key team members, each addressing critical aspects of the problem. Team Member 1 explores employee motivation, emphasizing its impact on commitment, productivity, and customer satisfaction. Team Member 2 discusses leadership effectiveness, highlighting its role in guiding employees and aligning them with organizational goals. Team Member 3 examines the influence of values and attitudes on employee engagement and organizational commitment. Finally, Team Member 4 addresses performance management, underscoring its importance in reviewing employee performance and fostering a positive work environment. The presentation concludes with recommendations for organizational leaders to improve employee performance through strategic initiatives, performance appraisals, and motivational strategies. References are provided to support the presented arguments.

ORGANIZATIONAL
BEHAVIOUR
Group Presentation

OVERVIEW OF THE PRESENTATION
 Introduction to the scenario
 Introduction of team members
 Structure of the Presentation
 Team Member 1: Presentation
 Team Member 2: Presentation
 Team Member 3: Presentation
 Team Member 4: Presentation
 Summary & Conclusion
 Recommendations
 Reference Lists

INTRODUCTION TO THE SCENARIO
 Problem Scenario: Customer is dissatisfied at
a retail store due to prolonged waiting time
in queue.
 Employees are unable to cater to client’s
need due to lack of motivation and guidance.
 There is reduced productivity within the
organization leading to ineffectiveness and
reduced business.
 Employee’s were highly dissatisfied due to
lack of performance appraisal.

INTRODUCTION OF TEAM MEMBERS
 Team Member 1: Employee Motivation
 Team Member 2: Leadership effectiveness
 Team Member 3: Values and attitudes
 Team Member 4: Performance Management

STRUCTURE OF THE PRESENTATION
 Evaluating the Problem
 Understanding the Challenge relative to;
 Employee motivation
 Lack of leadership effectiveness
 Lack of values and attitudes
 Lack of performance Management
 Summary & Conclusion
 Recommendations

TEAM MEMBER 1 : PRESENTATION
 Employee Motivation is a critical factor that
influences performance of employees.
 An organization undertakes several initiatives in
order to raise motivation of employees.
 Absence of employee motivation can raise
significant levels of dissatisfaction.
 It is known to decrease levels of productivity within
an organization.
 It can increase employee absence and turnover.

TEAM MEMBER 1 : PRESENTATION
 Employee motivation can help significantly increase
level of commitment.
 This in turn can help increase productivity of
employees.
 It will eventually lead to catering to customers of
the organization.
 Employee motivation will ultimately lead to
increasing revenue influx through customer
satisfaction and profitability.

TEAM MEMBER 2 : PRESENTATION
 Leadership Effectiveness is an integral factor
within any organization required to motivate
employees.
 Leaders within organization have capabilities
to make employees their followers.
 Then they are able to set goals for
employees to follow.
 Leaders effectiveness lies in their capabilities
to convince their followers to cater to
organizational goals.

TEAM MEMBER 3 : PRESENTATION
 In absence of leadership effectiveness,
employees might feel a lack of direction.
 Leadership effectiveness has a role to play
within the organization by communicating
senior management strategies to employees,
and employees challenges to senior
authorities.
 Leadership effectiveness plays a role in
directing employees hence increasing
organization’s productivity for enhancing
overall effectiveness.

TEAM MEMBER 3 : PRESENTATION
 Values and attitudes of employees provides
motivation.
 An organization need to integrate culture
that promotes values and attitudes towards a
motivated attitude.
 Schwartz’s value theory provides a general
theory across cultures.
 Though values do not provide motivational
framework however they provide feelings of
people regarding employees, places and
objects.

TEAM MEMBER 3 : PRESENTATION
 Values and attitudes provides organizational
commitment.
 Employees can ascertain their goals and objectives
through shared values and attitudes.
 Employee engagement allows organization
members to work towards their goals.
 Through values and attitudes employees can be
physically, cognitively and emotionally through
their role performance.
 Appropriate values and attitude through
organizational climate will allow greater employee
engagement.

TEAM MEMBER 4 : PRESENTATION
 Performance Management allows reviewing
necessary data and information pertaining to
an employee.
 Reviewing of employee performance instills a
spirit of positive atmosphere in them.
 It allows instill a sense of importance in
them.
 Once appropriate performance get evaluated
then employees get chance to understand
their levels of skill and knowledge.

TEAM MEMBER 4 : PRESENTATION
 Performance Management increases
employee motivation.
 It enhance employee engagement and
commitment within the organization.
 It is a crucial procedure that all organization
undertake.

SUMMARY & CONCLUSION
 Various aspects that determines productivity
of employees.
 Motivation, values, attitudes, performance
appraisal and leadership effectiveness forms
critical aspects of increasing employee
productivity.
 In presence of these factors employees
would have increased productivity.

RECOMMENDATIONS
 The organization’s leaders need to devise
strategies that would allow increasing
employee performance.
 Appropriate employee performance
appraisals need to be conducted such that a
positive sense can be instilled within
employees.
 Employee motivation is necessary and would
allow increased employee engagement.

REFERENCE LISTS
 Amos, E.A. and Weathington, B.L., 2008. An analysis of
the relation between employee—Organization value
congruence and employee attitudes. The journal of
psychology, 142(6), pp.615-632.
 Gilley, A., Gilley, J.W. and McMillan, H.S., 2009.
Organizational change: Motivation, communication,
and leadership effectiveness. Performance
improvement quarterly, 21(4), pp.75-94.
 Obisi, C., 2011. Employee performance appraisal and
its implication for individual and organizational
growth. Australian Journal of Business and
Management Research, 1(9), p.92.
 Nohria, N., Groysberg, B. and Lee, L.E., 2008.
Employee motivation. harvard business
review, 86(7/8), pp.78-84.

Thank You

Any Questions?