Problem-Solving and Decision Making: Workplace Motivation Report

This report addresses the critical issues of low motivation and job satisfaction in the workplace, analyzing their impact on employee turnover, productivity, and overall business performance. The report identifies key factors contributing to these problems, such as lack of career development opportunities, inadequate support, and insufficient recognition. It proposes alternative solutions, including implementing career development programs, fostering a supportive work environment, and rewarding employee efforts. The report employs decision-making techniques like mind mapping and brainstorming to select the most appropriate solution, which is the implementation of career development programs. A detailed plan is developed, outlining desired outcomes, roles and responsibilities, priority settings, a budget, and an implementation schedule. The plan is communicated to stakeholders, and monitoring techniques are suggested to ensure successful implementation and positive outcomes, such as improved employee satisfaction and performance. The report concludes by emphasizing the importance of continuous monitoring and adaptation to achieve the desired results.

PROBLEM-SOLVING AND
DECISION MAKING
1

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Complex problem in the workplace and its scope and impact....................................................3
Analysis of information related to low motivation and job satisfaction for better decision
making.........................................................................................................................................4
Alternative solution for problem.................................................................................................4
Use of decision making technique for selection of most appropriate option..............................5
Development of plan related to solution......................................................................................5
Communication of plan to stakeholder........................................................................................7
Appropriate monitoring and reviewing technique used for successful implementation of
solution........................................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
2

INTRODUCTION
Motivation is important factors that help in motivating and influencing employees to
give their best so that company can attain its objective. Job satisfaction is another important
component of workplace as employees that are highly satisfied and motivated are ready to make
best use of their existing knowledge, skill and potential for benefit of company. This report has
discussed crucial information pertaining to complex problem present in workplace and their
impact on company and employees. Furthermore it has included a plan which specifies the
strategies that could be used to implement the identified alternative solution to overcome the
workplace problem in best possible manner. So, overall it explained problem, its alternative
solution and effective monitoring techniques that could be used for better implementation of plan
and attainment of goals.
Complex problem in the workplace and its scope and impact
In recent scenario, there are various organisation that are facing problem related to low
motivation and job satisfaction in workplace that has resulted in high employees turnover rates
and created barriers in effective operation of business. The company are unable to motivate or
influence employees to work hard so that it can retained competitive advantages in external
environment for longer time frame. Moreover, the employees are facing problem related to job
satisfaction level as they are not provided with much friendly environment and over burden with
their work that has lead in high chance of absenteeism and turnover in the company (Asghar and
Oino, 2017). The both two problem have wide scope as well as impact on company as well as
employees that are working for growth and development of firm. Therefore, various impact as
well as scope of both the problem that is job satisfaction and motivation can be illustrated as
follows:
Lower involvement as well as commitment: The first and foremost impact of low motivation
and job satisfaction is that it resulted in lower commitment as well as involvement of employees
in activities of company. Employees does not happily take part in various process of company
and are not committed to perform their respective roles and responsibilities that lead in growth
and development of firm.
Lower productivity and performance: Another impact of low job satisfaction and motivation
is that it leads in lower productivity and performance of each individual that is working in the
organisation. Due to low motivation level they are not ready to make optimum use of their skills
3

and capabilities that resulted in ineffective performance and create hindrance in achievement of
end objectives (Russell, 2017).
High chance of absentees and employees turnover: Low motivation and satisfaction also lead
in high chance of employee’s turnover and absentees in the firm as they are not happy and
satisfied to work for growth and development of firm. Thus company is not able to retained
highly talented employees that can help company in achievement of its goals.
Analysis of information related to low motivation and job satisfaction for better decision
making
From the secondary research, it has been identified that low motivation among employees
has rose to 29% as compared to previous year that is 18%. Employees are low motivated due to
fewer opportunities provided for career development and growth thus it does not influence them
to grow. There are some of the individuals that have specified that organisation are unable to
rewards and recognised the efforts of employees which further dis-motivate them to work for
company. Thus they does not have good work life balance as they are overburden with their
work that is given more and more task then what they actually can perform (Wnuk, 2017). In
addition to this there are many companies that does not have friendly and supportive working
environment that resulted in creating problem for manager to coordinate employees to work as
team. Employees due to less supportive environment are not satisfied, motivated thereby leave
the organization in limited time frame. For example: Tesco is one of the organisation that have
high employment turnover as individuals are not rewarded as well as provided healthy workplace
whether all have equal opportunities to grow and succeed. Therefore, all such information are
useful for understanding and taking appropriate decision related to the way problem can be easily
resolved in the workplace (Akaarir and Asarkaya, 2021). So, that employees have better place to
work and enjoy their life thereby contribute in effective operation of business and achievement
of goals.
Alternative solution for problem
From the above analysis and information, it can be interpreted that the main problem
related to workplace is low motivation and satisfaction which is due to lack of career
development opportunities, over burden of work, ineffective supportive environment and reward
and recognition of employees. Therefore, the alternative solution for various problems that are
discussed above can be stated as follows:
4

1) The first and foremost solution for the above complex problem related to workplace is
that manager needs to organise various career development program. So that employees
can develop their existing skills and capabilities as well as learn new method to complete
specific task and activities (Kucharska and Bedford, 2019).
2) The second alternative solution is that manager needs to focus on providing supportive
and friendly environment to employees so that they can easily complete their task in best
possible manner. Manager of company should ensure that employees are properly guided
the way particular task will be completed for job satisfaction and motivation
3) Thirdly it can be stated that the manager by rewarding and recognising employees for
their hard work and dedication is able to enhance motivation as well as job satisfaction
level. Like Email, social media and financial incentive are some of the method that could
be used by manager to motivate employees and reduce complex problem related to
working place (Dhamija, Gupta and Bag, 2019).
Use of decision making technique for selection of most appropriate option
The mind mapping and brainstorming decision making techniques is used in order to
decide appropriate strategies or one solution from alternative options that could be used to
resolve the complex problem pertaining to workplace. By mapping all the above solution, it has
been identified that manager by organising career development program can able to resolve low
job satisfaction and motivation level to maximum extend (Pratminingsih Suciati and Wulandari,
2021). As career development helps in motivating highly talented employees to work for
company as they know it will lead in their future growth and development.
Development of plan related to solution
In order to implement the solution of career development related to complex problem of
working place a plan has been drawn which explained the strategies, action that will be used by
manager to make better workplace in order to motivate employees. Therefore plan related to
career development solution can be illustrated as follows:
Desired outcome: The desired outcome of the solution or implementation of career development
program by companies in their workplace is to reduce the low job satisfaction and motivation
level. So, the objective is to enhance motivation and job satisfaction of individuals so that they
are highly committed towards their respective roles and responsibilities for organisation benefits
(Fatmasari, Al and Wulida, 2018).
5

Implementation of roles and responsibilities: Secondly, the managers have decided as well as
delegate and communicate roles and responsibilities that need to be performed by each
individual. Thus, it has reduced the chance of confusion and contradiction related to task and
activities need to be performed related to resolving problem and lead in achievement of end
goals.
Setting priority: The manager has set priority to provide equal opportunities to all individuals
to attend career development program so that they are highly influence, motivated and satisfied
to work for growth and development of company. Secondly it has set priority to clear
communicate and share information to employees about necessary change that company wants to
bring in order to reduce low motivation and job satisfaction level to maximum extend (Russell,
2017). Thirdly the manager has set priority related to checking or ensuring that the plan is
effective implemented and goals are achieved.
Budget
EXPENSE AMOUNT
Research 2000
Development of career plan 3000
Electricity bill 1000
Other expenses 1000
TOTAL 7000
Implementation plan schedule: All activities or steps that need to be performed related to
organising a career development plan in company are effective schedule. Thus, it contribute in
understanding that in particular time frame a specific activities need to be completed so that end
outcome can be achieved. Likewise, first planning of resources, budget and other things that will
required to develop career program, secondly organising and integrating the resources so that
career program can be successful developed (Asghar and Oino, 2017). Moreover, monitoring and
controlling activity is schedule in which manager will ensure that career development program
has been effectively organised.
Monitoring and controlling: This is the last stage of implementation plan of solution in which
the manager will monitor whether the plan has been implemented as desired or not. Thus, it helps
6

in finding errors or mistake thereby corrective action that can contribute in resolving problem in
best manner.
Communication of plan to stakeholder
Stakeholders are the crucial and main part of the organization which always be aware
about the steps and plan of the company. After implementing the solution of low motivation and
job satisfaction in the business the next step the company must adopt is either conducting a
schedule meeting with the stakeholders to communicate that plan and solutions. For company the
best way to communicate the plan with the stakeholders is PowerPoint presentation in the room.
It is because such an action help in avoiding any unnecessary misinterpretation issue. And
communicating the plans with the stakeholders indicates that the company are really concerned
about the outcome of such solutions (Jong and Brataas, 2021). It also helps the company because
effective communication with the stakeholders regarding the plan and decision improve business
operation to the large extent. If the company can communicate their plans and budgets for the
implementation of that plans with the stakeholders than their may be chance that the company
will receive better options in less cost. Expertise stakeholders are the one that always favour in
the growth of the company. And if the company discuss that the timeline is met and budgets are
cared than then it decreases conflicts between company and stakeholders.
Appropriate monitoring and reviewing technique used for successful implementation of
solution
After the communication of the plan with the stakeholders the most important step the
company must adopt is monitoring technique. This help the company in ensuring that whether
the respective solution is perfectly fit for the employees of the company or not. Whether the
solution is helping the employees in increasing their satisfaction level or not. For this, the
company can monitor the work performance of the each and every employee and in case if the
employee’s performance is getting better day by day (Na and Baek, 2018). Then it means that
company’s solution implementation is on the track and providing positive outcome to the
company as well as employees. The company can measure the outcome of the plan by measuring
it with the key success indicator. If the employees are happier than previously, if their daily
targets are completed on time without compromising with the quality of the work than
implementation of solution is best for the company. But in case if that are not happening in the
premises than the company have to make changes in their plan and solutions. And for this the
7

company have to personally talk with each employee regarding their issues and which solutions
are going to satisfy them. This helps the company in increasing their overall business
performance.
CONCLUSION
The report concludes that in most of the organization low motivation and job satisfaction
is the complex issue that affects the performance of the business in the large extent. The report
also concludes the information regarding the low motivation and job satisfaction which help the
company in making the decision about what to do next. The report also concludes the alternative
solutions of this issue including the training and development. The report also concludes the plan
of implementing the solutions including communication with stakeholders. The report also states
the monitoring techniques for measuring the success of implemented solutions.
8

REFERENCES
Books and journals
Asghar, S. and Oino, D., 2017. Leadership styles and job satisfaction. Asghar, S., & Oino, I.
(2018). Leadership Styles and Job Satisfaction, Market Forces, 13(1). pp.1-13.
Russell, M., 2017. The relationships among autonomy, job satisfaction and motivation.
Wnuk, M., 2017. Organizational conditioning of job satisfaction. A model of job
satisfaction. Contemporary Economics, 11(1). pp.31-44.
Akaarir, S. and Asarkaya, Ç., 2021. The effect of Ethical Leadership on Intrinsic Motivation and
Employees Job Satisfaction.
Kucharska, W. and Bedford, D. A., 2019. Knowledge sharing and organizational culture
dimensions: does job satisfaction matter?. Electronic Journal of Knowledge
Management, 17(1). pp.1-18.
Dhamija, P., Gupta, S. and Bag, S., 2019. Measuring of job satisfaction: the use of quality of
work life factors. Benchmarking: An International Journal.
Pratminingsih, S. A., Suciati, T. N. and Wulandari, A., 2021. The Impact of Compensation,
Motivation, and Job Satisfaction on Performance. Psychology and Education
Journal, 58(1). pp.6317-6323.
Fatmasari, E., Al, M. M. and Wulida, A. T., 2018. The effect of quality of work-life and
motivation on employee engagement with job satisfaction as an intervening
variable. Russian Journal of Agricultural and Socio-Economic Sciences, 74(2).
Jong, W. and Brataas, K., 2021. Victims as Stakeholders: Insights from the Intersection of
Psychosocial, Ethical, and Crisis Communication Paths. Journal of International Crisis and Risk
Communication Research. 4(1). p.3.
Na, W. S. and Baek, J., 2018. A review of the piezoelectric electromechanical impedance based
structural health monitoring technique for engineering structures. Sensors. 18(5). p.1307.
9