Motivational Factors and Organizational Performance Report Analysis

This report analyzes motivational factors within Vitality Health Enterprises, focusing on employee motivation, reward systems, and organizational performance. It examines how compensation and incentives impact employee satisfaction and identifies issues with the current organizational design, including the forced distribution rating system and lack of teamwork. The report discusses the need for a normative culture and provides recommendations for improving employee motivation, performance evaluation, and overall organizational effectiveness. It suggests revising evaluation criteria, implementing new compensation tools, and fostering a more inclusive and supportive work environment to address the challenges faced by the company and enhance its competitive edge. The report concludes by emphasizing the importance of addressing these issues for the smooth functioning and success of the organization.

Running head: MOTIVATIONAL FACTORS
MOTIVATIONAL FACTORS
Name of the student:
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Executive summary
The purpose of this report is to analyse the motivation factors through which employees can
be motivated and also the reward system of the organization is linking the organization in a
positive way or in a negative way and also analysed the instruments that the organization has
used to achieve the goal congruence every employees should be given chance to perform at a
higher level.

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Table of Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................3
Answer to question 1..............................................................................................................3
Answer to question 2..............................................................................................................4
Answer to question 3..............................................................................................................4
Recommendations..................................................................................................................5
Conclusion..............................................................................................................................5
References..................................................................................................................................6

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Introduction
The concept of advanced management accounting is that it deals with the techniques
which helps in contributing to the organizations for its successful implementation and also
helps to meet the challenges which are long term (Kaplan & Atkinson, 2015). Motivation is
the important aspects of the employees and the factors of motivation are rewards, incentives.
The rewards are monetary and non-monetary.
Discussion
Answer to question 1
The individuals can be motivated by directing the improved performance throughout
the company and also the practices which are related to the compensation needs to be aligned
in a better way (Alam, 2015). The better way is done by revising the criteria of evaluation
and determine the remuneration which consists of new tools of compensation and incentive
system needs to be taken into consideration immediately. The managers are ordered to
develop the goals which are specific with the each and every employees and use these goals
as a component as a secondary for the management process performance. The instruments
that is used in the organization for the goal congruence is that managers were given
permission to rate themselves on the basis of the needs of the staffs, their involvement in the
training with interest, the fluency in the communication and also their performance of
corporate initiatives. The reviews of the performance will be considered at the beginning of
the calendar year. The instruments also includes regarding the compensation also that is the
compensation not only includes the increase in the salary but the it also includes the equity
bonuses and also with the cash of long term and short term.

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The reward system in the organization is linking to the positive aspects because the
reward system helps in motivating the employees but in the Vitality Health Enterprises the
compensation given is linking to the positive and it is encouraged because the compensation
is based on the long term as well for the short term.
Answer to question 2
The organizational design of this is not encouraging the job satisfaction because the
managers are thinking that it’s not worth time, the forced distribution is rigid. The employees
evaluation is not done properly there is the problem regarding the adaptation there is the
problem relating to the team work , in the organization the team work is not there. The
managers of the organizations were facing difficulties regarding the new system that took
place in the organization it becomes difficult for them to discuss the performance. The
employees in the organization are not expressive the cosmetics was not present according to
the persons demand.
For the Vitality needs to be graceful in the competitive world then it needs to have a
management system which will held employees accountable for their actions and motivate
the strong employees’ performance by offering the packages of compensation which includes
the salaries bonus and all. The concept of forced distribution is not appropriate because it is
leading the employees to be in a rigid way this becomes demotivating for the employees.
Answer to question 3
The Vitality Health Enterprises is not developing the normative culture because it not
related to anthropology and archaeology (Schorch,2014). It is not developing the culture
history it is not including the different ideas and norms. The normative culture needs to be
included in the organization.

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Recommendations
The Vitality Health Enterprises is a medium sized firm that manufactures personal
and health care products. There are problems in the Vitality Health Enterprises is that the
organization was not extend to a large. There is the problem of the forced distribution
because of this the employees are rewarded who are not capable and are excluded from the
high ratings level this should not be there because of this it demotivates the employees. The
performance of the employees should not be judged on the basis of the other employees but
according to their performance, this will lead the organization at a good level and problem of
demotivation does not come. The things can be achieved in a desired manner is that whatever
the new guidelines is there it needs to done according to the guidelines not against that or
beyond that. There is the problem regarding the line and the staff the better performers are
put into the line and the less performed people are not put in line that had to work every year
in the same level this not should happen everyone should be align in line for better prospects.
Conclusion
Lastly, the report concludes that the organization Vitality Health Enterprises are
facing lots of problems employees motivation like rewards and compensation and also there
is a problem of rating. All these needs to be taken into consideration for the betterment of the
organization so that it works in a smooth way and no problem is caused to the managers.

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References
Alam, S. M. T. (2015). Factors affecting job satisfaction, motivation and turnover rate of
medical promotion officer (MPO) in pharmaceutical industry: a study based in
Khulna city. Asian Business Review, 1(2), 126-131.
Giumetti, G. W., Schroeder, A. N., & Switzer III, F. S. (2015). Forced distribution rating
systems: When does “rank and yank” lead to adverse impact?. Journal of Applied
Psychology, 100(1), 180.
Kaplan, R. S., & Atkinson, A. A. (2015). Advanced management accounting. PHI Learning
Schorch, P. (2014). Cultural feelings and the making of meaning. International journal of
heritage studies, 20(1), 22-35.