Organizational Behavior: Employee Motivation at Westpac Banking Corp.

This report examines employee motivation within Westpac Banking Corporation, prompted by the findings of the Royal Commission. It begins with an executive summary and table of contents, followed by an introduction that references the role of Royal Commissions in addressing significant public issues within the banking sector. The core of the report focuses on employee motivation, discussing its importance for performance and commitment. It explores Maslow's hierarchy of needs as a framework for understanding employee satisfaction and identifies key processes for motivating employees, such as identifying needs and setting goals. The report then provides recommendations, including recognizing outstanding performance and offering bonuses, to enhance employee motivation. The conclusion emphasizes the importance of consistent motivation, positive employer-employee relationships, and a supportive workplace environment. References to supporting literature are also included.

Running Head: ORGANIZATIONAL BEHAVIOUR: WESTPAC BANKING CORPORATION
Organizational Behaviour: Westpac Banking Corporation
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1ORGANIZATIONAL BEHAVIOUR: WESTPAC BANKING CORPORATION
Executive Summary
The study provides a clear idea about the findings of the Royal Commission in banking sector of
the Australia regarding the motivation of the employees. The study also focuses on the employee’s
motivation along with the relation between the employee and the employer. Lastly, the study
focuses on the factors affecting employee’s motivation, normally the extrinsic motivating factor
along with the conclusion regarding the motivation required by the employees to perform well in
the organization, which will benefit the company in the future.

2ORGANIZATIONAL BEHAVIOUR: WESTPAC BANKING CORPORATION
Table of Contents
Introduction..........................................................................................................................................3
Employees Motivation.........................................................................................................................3
Recommendation.................................................................................................................................4
Conclusion...........................................................................................................................................4
References............................................................................................................................................5

3ORGANIZATIONAL BEHAVIOUR: WESTPAC BANKING CORPORATION
Introduction
According to Smallbone (2017), royal commission are the ones who look into the bigger
problem namely public inquiry, which is of greater importance as well as controversial in nature.
The function, which is perform by the royal commission, is quite similar to the commission of
inquiry. Hence, according to the finding of the Royal Commission there prevails a problem in the
banking culture of the Westpac Banking Corporation, which was blame by the chief executive of
the bank (McGowan, Hutchens & Farrer, 2019).
Employees Motivation
According to Royal Commission, the employee must be motivated constantly in the
organization, which will increase their performance as well as help them work hard. The employee
motivation help in the employee commitment, which will make them sincere towards the work. The
motivation help the employee to meet with the satisfaction. It help the employees to develop
themselves in the organization, which will automatically help to perform well and work hard
(Närman, Johnson & Gingnell, 2016). The motivation also help the employee to become efficient
while doing their work, which will automatically help the organization to earn huge amount of
profit from the market. The Maslow’s hierarchy of need gives a clear idea about the pyramid
structure. In this pyramid structure, the employee gets satisfaction from the bottom of the pyramid
to the top according to the satisfaction they receive from the workplace (Lee & Raschke, 2016).
Maslow’s hierarchy pyramid are divide into two major parts where one part deals with deficiency
needs and the other deals with growth needs. The deficiency need deals with psychological as well
as safety to motivate the employees and growth deficiency deals with belongings as well as self-
actualization along with self-esteem (Hale et al., 2019). Therefore, it is important to some extent for
the company to follow the Maslow’s hierarchy of needs model so that they can motivate the
employees who are working in the company. This will automatically motivate the employee and
their self-esteem will be increase in the process, which will benefit the company in the end.

4ORGANIZATIONAL BEHAVIOUR: WESTPAC BANKING CORPORATION
The basic process, which can used to motivate the employee in an organization, are namely,
the employee need to identify his/her needs and accordingly need to set the target. In the next step,
the employees need to find the way to fulfil their needs. Now the employees need to set the target
along with that in the next step they need to perform accordingly to achieve it. In the next step after
achieving their target the employee feel satisfied and look forward for the other unfulfilled desire or
need (Ritz, Brewer & Neumann, 2016). This is how the process continues from time to time.
Therefore, employee motivation is require is needed within the Westpac Banking
Corporation so that the employee gets motivate to work hard in the organization. It is important in
every organization to motivate their employees so that they can work hard in the future. The
motivation will automatically help the organization to grow in the market. It is applicable for the
Westpac Banking Corporation as well as their banking culture is not up to the mark, which is an
important factor to get demotivated, so it is quite important to look into the matter by the
organization.
Recommendation
The company should take initiative to take some of the plan to motivate the employee to
work efficiently and effectively, which will automatically benefit the company in the end. The
company should give recognition for their outstanding performance as well as help them to achieve
performance goals by providing support along increase in bonuses. These few extrinsic factors
motivate the employee in an organization. The recognition, which the employee receive from the
company automatically, help them to get motivated as the recognition can be in terms of incentives
or other means. Any type of recognition for the hard work automatically boost the self-confidence
of the employee and they are willing to work even harder (Porter, Riesenmy & Fields, 2016).
Lastly, the employee should be provide with the bonuses from time to time as money motivates the
employee to work hard for the extra income.

5ORGANIZATIONAL BEHAVIOUR: WESTPAC BANKING CORPORATION
It is recommend to the Westpac Banking Corporation to adopt an effective motivation
model in their organization which will automatically boosts the employee to get motivated and
work hard as well as provide quality services to the customers. The bank should improve the
banking culture to motivate the employee in the end. Therefore, it is to some extent important for
the organization as well as for the employees.
Conclusion
In the end, it can be conclude that the employees need to be motivated constantly in every
sector of work, which will help them to perform well and benefit the company. The employees
should be motivated constantly as well as relationship should be in good terms between the
employee and the employer. The workplace environment as well as culture is important to motivate
the employee who are working in the organization.

6ORGANIZATIONAL BEHAVIOUR: WESTPAC BANKING CORPORATION
References
Hale, A. J., Ricotta, D. N., Freed, J., Smith, C. C., & Huang, G. C. (2019). Adapting Maslow's
hierarchy of needs as a framework for resident wellness. Teaching and learning in
medicine, 31(1), 109-118. DOI: https://doi.org/10.1080/10401334.2018.1456928
Lee, M. T., & Raschke, R. L. (2016). Understanding employee motivation and organizational
performance: Arguments for a set-theoretic approach. Journal of Innovation &
Knowledge, 1(3), 162-169. DOI: https://doi.org/10.1016/j.jik.2016.01.004
McGowan, M., Hutchens, G., & Farrer, M. (2019). Westpac chief executive blames bank's 'culture'
for ignoring Asic – as it happened. Retrieved 2 September 2019, from
https://www.theguardian.com/australia-news/live/2018/nov/21/banking-royal-commission-
cba-and-westpac-bosses-to-give-evidence-live
Närman, P., Johnson, P., & Gingnell, L. (2016). Using enterprise architecture to analyse how
organisational structure impact motivation and learning. Enterprise Information
Systems, 10(5), 523-562. DOI: https://doi.org/10.1080/17517575.2014.986211
Porter, T. H., Riesenmy, K. D., & Fields, D. (2016). Work environment and employee motivation
to lead: Moderating effects of personal characteristics. American Journal of Business, 31(2),
66-84. DOI: https://doi.org/10.1108/AJB-05-2015-0017
Ritz, A., Brewer, G. A., & Neumann, O. (2016). Public service motivation: A systematic literature
review and outlook. Public Administration Review, 76(3), 414-426. DOI:
https://doi.org/10.1111/puar.12505
Smallbone, S. (2017). The impact of Australia’s Royal Commission on child-and youth-serving
organizations. Child abuse & neglect, 74, 99-102. DOI:
https://doi.org/10.1016/j.chiabu.2017.09.018

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