1assignment 3assignment 32assignment 3motivation Is Key For The Succ ✓ Solved

1 ASSIGNMENT 3 ASSIGNMENT 3 2 Assignment 3 Motivation is key for the success of a company as it facilitates the attainment of the company goals and initiatives. It is the responsibilities of managers to induce motivation with the purpose of giving the company direction. The creation of a mission driven organization is a way of motivating employees. In international organizations, task-driven organizations enable employees to align their goals with the goals stated by the organization. Factors such as fostering career development and the promotion of personal growth are ideal for the growth of the company.

The application of award recognition is a recommendable practice that focuses on positive idea alignment. It recognizes the efforts of the employees in the required spectrum by specifying on the basic needs that needs to be attained. However, the plan will face various risks, such as cultural differences, unnecessary competition between employees, and increased conflict. Performing a risk analysis is very suitable for this situation. The existence of unnecessary competition is an expected risk that can be identified with the motivation program.

The application of the award on performance as a way of motivation is an effective tool but has existing setbacks such as increased competition among employees. Ccontinual competition leads to the creation of unhealthy competition that later turns out to be rivalry. The practive can occur between departments and individual employees. This may cause them to adopt unfair practices to negatively affect the organization's better performance (Hidayah & Windijarto, 2018). On the other hand, the unnecessary competition leads to the rise of conflict amongst employees.

This would make the organization to focus more on the conflict and competition and shifting its focus away from its goals and performance. Cultural difference is a key risk associated with the practice based on the different environment that the company experiences. The culture in East Asia is not the same one in Europe and the United States. This issue is a factor that the company is likely to go through on a regular basis. The motivational approach that may apply in the Middle East may not apply in Africa making it a major risk that the company needs to assess (Hopkins, 2016).

This factor is mainly related to religion and morality, and it is believed that certain employees from the region may have it. The identification of the factor as a key risk plays an important part in ensuring that cultural variations are given a broader thought as they make all the motivational methods that were identified to be practically ineffective. Cultural differences create a key impact in the effectiveness of the motivational approaches that I would apply in the dimensional company setting. The integration of the multicultural themes can prove to be difficult based on the different cultural stereotypes that may exist. These factors create difficulties in applying employee incentives (such as rewards and recognition).

Other parties may view the initiative as a preference or discrimination against their respective cultures (Hidayah & Windijarto, 2018). The practice makes it difficult to motivate the employees. On the contrary, it will bring complex results, which will lead to more conflicts. The factor makes the program to be less effective in other parts of the countries. It might only work in specific areas but not the entire multinational market.

Ideally, cultural differences make it a necessity to review the other applicable approaches that are supposed to be in place. Different cultures have various approaches to the levels of professional etiquette. This is a factor that clearly presents a challenge, as it needs to have a different approach to issues that surround workplace attitude and values. Ideally, it creates difficulty in the implementation of an organization that has a mission driven purpose. The alignment of the purpose with the cultural ideals creates further complications.

The practice makes the program to be ineffective in areas that have a different approach for the mission that the company has for the organization. Adopting the program can be a success by understanding the relevance of cultural diversity and ensuring that the cultural differences are aligned with the company goals (Hopkins, 2016). The practice ensures that any form of cultural conflict is avoided as the company continues with its multinational purpose of providing for the market. References Hidayah, T. N., & Windijarto (2018).

Job motivation, quality work of life and organization citizen behavior toward organizational commitment. Proceedings of the 2nd International Conference Postgraduate School . Hopkins, B. (2016). Cultural differences and improving performance. ASSIGNMENT 2 1 ASSIGNMENT 2 2 Assignment 2 Motivation is a vital tool needed for an organization to attain its goal while the employees feeling appreciated and part of the vital process of attaining the vision and mission of the firm.

Motivation refers to the inducement and incitement of the employees by the management of any organization so that they can act or move in a desired direction (Varma, 2019). Most managers will stimulate motivation in the organization to ensure that the predetermined goals are achieved. According to scholars, the concept of motivation revolves around three key aspects, which entail the motive, motivation, and motivator. Motive explains the state of the employee’s mind that plays a key role in controlling behavior towards attaining desired outcomes. Scholars identify that motive will in most cases related to the employee’s needs.

Subsequently, researchers explain that motivation is the process in which the managers stimulate actions that correspond to the identified worker’s needs (Shoraj & Llaci, 2015). Through utilizing the identified motive of each employee, the organization is able to initiate the motivation process hence ensuring that employees move in the same direction. Through the motivator, the organization management is able to attain the immediate needs of workers. This article will focus on the importance of cost-benefit analysis in the project. The cost-benefit analysis (CBA) of executives in the project is one enables them to examine the significance of a given project and whether to execute it or not.

For the organization's incentive framework, CBA is specifically used to assess the advantages of expenses and financial manager risk propositions. It starts with an interruption in operation, like countless cycles (Campbell & Brown, 2017). There is a rundown of each undertaking cost and what the advantages will be after effectively executing the venture. From that, financial managers can figure the profit from venture (ROI), interior pace of return (IRR), net present worth (NPV) and the compensation period. The contrast between the expense and the advantages will decide if activity is justified or not.

As a rule, if the expense is 50% of the advantages and the compensation time frame isn't over a year, at that point the move merits making. The reason for CBA in this project for organizational management is to have a fundamental way to deal with sorting out the pluses and minuses of different ways through an undertaking, including exchanges, errands, business necessities and speculations. The money-saving advantage survey provides other options for financial managers, and it provides the best way to save risks while meeting financial managers' goals (Campbell & Brown, 2017). Money saving advantage examination is most appropriate to more modest to fair sized undertakings that don't take too long to even consider finishing.

In these cases, the examination can lead those required to settle on legitimate choices. Enormous activities that continue for quite a while can be hazardous for CBA. There are outside factors, like swelling, financing costs, and so forth, that sway the precision of the investigation. There are a variety of techniques that can complement CBA to evaluate larger activities, such as NPV and IRR. However, in general, the use of CBA is a crucial advancement in determining whether any task is worth pursuing.

One of the means when executing a money saving advantage exam (as point by point above) incorporates distinguishing the partners in financial managers’ task. Financial managers need to list these partners, but our free RACI financial managers can take this step further by stating who must know. RACI is an abbreviation for capable, responsible, counseled and educated. By improving the CBA, the financial manager will arrange the team and partners, and make everyone reach a comprehensive agreement (Campbell & Brown, 2017). When conducting a money-saving advantage survey, one of the methods is to approve the financial manager’s partner.

Finance managers need to list these partners, but the free RACI grid format takes it a step further by determining who must know what. RACI is an abbreviation for dependable, responsible, counseled and educated. In conclusion, financial managers have partners for a motivational framework recognized and financial managers' spending plan laid out, however, there's consistently the abstruse to fight with. Financial managers cannot simply succumb to risk: financial managers should monitor risk, which is why our free risk register is so important. Use it to check the natural dangers in the adventure.

There are spots to list the depiction of the danger, its effect, the degree of hazard and who is answerable for it. By maintaining a decent hazard register, the financial manager can deal with the various factors that the financial manager assumes and improve the money-saving advantage check. References Campbell, H. F., & Brown, R. P. (2017).

Benefit-cost analysis: Financial and economic appraisal using spreadsheets . Cambridge University Press. Varma, C. (2019). Importance of Employee Motivation & Job Satisfaction for Organizational Performance. International Journal of Social Science & Interdisciplinary Research , 6 (2), pp.

10-20 IMPORTANCE OF MOTIVATING EMPLOYEES 4 Importance of Motivating Employees Author’s Name: Institutional Affiliation Course Name: Professor’s Name: Date: Importance of Motivating Employees Motivation is a vital tool needed for an organization to attain its goal while the employees feeling appreciated and part of the vital process of attaining the vision and mission of the firm. Motivation refers to the inducement and incitement of the employees by the management of any organization so that they can act or move in a desired direction (Varma, 2019). Most managers induce motivation in an organization to ensure that attain predetermined goals. According to scholar, the concept of motivation revolves around three key aspects, which entails the motive, motivation and motivator.

Motive explains the state of employee’s mind that plays a key role in controlling behavior towards attaining desired outcomes. Scholars identify that motive will in most cases related to employee’s needs. Subsequently, researchers explain that motivation is the process in which the managers stimulate actions that correspond to the identified worker’s needs (Shoraj & Llaci, 2015). Through utilizing the identified motive of each employee, the organization is able to initiate the motivation process hence ensuring that employee move in the same direction. Through the motivator, the organization management is able to attain the immediate needs of workers.

The paper will focus on the various techniques vital in increasing motivation in the company. One of the key ways that I will utilize to motivate employees is through creating a mission-driven organization. Employees in any given organization work in accordance to the support attained from the CEO and management team. Through inspiring purpose in the employees, the goals and missions of the firm will be clear. According to Lee. & Raschke, (2018), the best way to create a mission driven organization is by making the goal and values clear from the top to the bottom of the company.

Employees need to understand that they play a vital role in steering the company into attaining its mission. Involving the employees from the top to the bottom ensures that all the people realize the work each one ought to accomplish to stir the firm to success. The second technique that I will utilize in enforcing motivation amongst the employees is through fostering career development and personal growth within employees. Varma, (2019) argues that it is not enough to make the mission and values of the firm clear to workers to attain optimum motivation. Employees ought to feel that the organization looks out for their personal interests and goals.

The management ought to conduct a questionnaire for each employee to discover interests and needs. Varma, (2019) identifies that modern organizations ought to provide tailored motivations to employees in response to the interests and needs. For instance, offering training to employees that want to further education in specific areas. Management teams in organizations ought to offer such specific motivations through finding out the interest of employees and proving it. The third technique that I will utilize to motivate employees in the organization is through using the award recognition for individual workers.

The management team will have the responsibility of identifying both team and individual efforts attained privately and publicly. The management ought not to wait for huge project to reward team player and individual employees (Varma, 2019). The company ought to reward employees on a regular basis to uphold the good performance. I will ensure that I hold regular surprise celebrations for workers and teams that perform well each month. For instance, I would buy lunch and offer dinner outs for employees that perform better each week.

Employees ought to know that the management have the knowledge of their effort and input in order to reward them on weekly basis. Motivation is not only vital for the employees but also benefits the organization in various ways. One crucial role that motivation plays for the organization is the ability to increase productivity (Shoraj & Llaci, 2015). Through motivation, the management team meets all the needs of the employees, which in return establishes the drive for employees to deliver at the height of their ability. Employees that work in a supportive environment will work with enthusiasm in meeting the goals of a firm (Lee & Raschke, 2018).

Furthermore, motivation helps the organization attain its goal in a shorter period. Since employees know that once they attain their work within a certain period they will receive awards, they tend to put in the work to receive fringe benefits. In so doing, the organization will have the ability to attain its goal within a very short duration hence becoming successful. Motivation also helps the firm in ensuring that the labor force is consistent since it reduces employee’s turnover rates. Once employees know that an organization will cater for their customized needs and preferences, they will prefer to stay at the same firm rather than seek employment elsewhere (Varma, 2019).

Employees will choose to remain in the same company and receive promotions rather than go to another company that will not take care of them. Satisfied employees means high rates of task completion. References Lee, T. M. & Raschke, L. R. (2018).

Understanding employee motivation and organizational performance: Arguments for a set-theoretic approach. Journal of Innovation & Knowledge (1)3, Pages Shoraj, D., & Llaci, S. (2015). Motivation and Its Impact on Organizational Effectiveness in Albanian Businesses. SAGE Open . Varma, C. (2019).

Importance of Employee Motivation & Job Satisfaction for Organizational Performance. International Journal of Social Science & Interdisciplinary Research , 6 (2), pp. 10-20

Paper for above instructions

Motivation is Key for the Success of a Company

Motivation is a foundational element in the success of any organization, influencing both employee performance and the achievement of corporate goals. Organizations operate under a demanding environment requiring motivated employees who align personal ambitions with organizational objectives. Effective management strategies can stimulate motivation and lead to better performance, resulting in improved company outcomes (Varma, 2019). This paper will explore various motivational strategies, their associated risks in an international arena, and highlight how to effectively align them with varying cultural perspectives.

The Role of Motivation in Organizational Success

Motivation refers to the processes that influence the direction, intensity, and persistence of work-related behaviors (Shoraj & Llaci, 2015). It is what drives employees to perform efficiently and meet organizational expectations. According to Lee and Raschke (2018), creating a mission-driven organization enhances employees' sense of significance, clarifying their role in helping the organization achieve its overarching goals. When the staff feels integral to the company's mission, they are often inspired to exert more cognitive and behavioral effort.
To foster motivation effectively, the creation of an explicit organizational mission is pivotal. This mission acts as a compass, allowing employees to understand their contributions towards the larger picture (Hopkins, 2016). Managers who convey the company's mission clearly and consistently are more likely to engage employees effectively.

Strategies for Motivating Employees

1. Creating a Mission-Driven Organization

A clear, mission-driven structure provides employees with a sense of direction and purpose. As Lee and Raschke (2018) noted, when employees understand how their work impacts the overall mission, they are more likely to engage positively in their roles. Management should ensure that all levels of the organization resonate with the corporate objectives.

2. Fostering Career Development and Personal Growth

Another significant motivational tool is investing in employees' career development (Varma, 2019). Organizations can conduct individual assessments to identify employees' aspirations and tailor growth opportunities accordingly. For instance, employees interested in advancing their careers could be encouraged through relevant training and workshops, which would increase both employee satisfaction and productivity.

3. Recognition and Rewards Programs

Recognition of individual and team contributions is a practical approach that emphasizes reward-based motivation. Regular recognition, such as monthly awards or informal celebrations, validates employees' efforts and reinforces desired performance behaviors (Hidayah & Windijarto, 2018). Recognizing contributions, no matter how small, contributes significantly to workplace morale and incentivizes others to strive for excellence.

Risks Associated with Motivational Strategies

While motivational strategies can yield beneficial outcomes, they are not without inherent risks, especially in multinational corporations. Cultural differences can impact the applicability and effectiveness of motivational practices.

1. Cultural Variances

Organizations operating in diverse cultural contexts must be cognizant of varying motivational drivers. Global cultural nuances can make a one-size-fits-all motivational strategy ineffective. For example, motivational strategies that work effectively in Western contexts may not resonate with employees in East Asia or Latin America (Hopkins, 2016). This necessitates a cultural assessment to determine the most effective motivational practices per region.

2. Unhealthy Competition

Another risk associated with reward-based systems is the potential for unhealthy competition among employees, leading to conflict and negatively impacting morale. As highlighted by Hidayah and Windijarto (2018), when individual recognition is emphasized too heavily, it may foster rivalry between colleagues, which can detract from collective team performance.

Managing Risks and Ensuring Success

Managing risks associated with motivational programs entails a thoughtful and strategic approach. Here are several recommendations:
1. Conduct Cultural Assessments
Before implementing motivational strategies, businesses should conduct thorough cultural assessments to understand the diversity within their workforce. This may involve surveys or focus groups aimed at identifying what motivates employees from different backgrounds (Hopkins, 2016).
2. Adapt and Customize Reward Programs
Based on cultural insights, organizations can modify existing reward structures to create an inclusive motivational atmosphere that resonates with all employees. By adopting flexibility in recognition practices and promoting teamwork over individual competition, firms can create a collaborative environment that bolsters overall morale.
3. Implement Risk Analysis Practices
In order to mitigate the risks of competition and conflict, firms can conduct risk analyses before rolling out new motivational initiatives. By evaluating potential pitfalls and conflicts, management can strategize on how to create balanced and harmonious workplace dynamics (Campbell & Brown, 2017).

Conclusion

Motivation plays a pivotal role in defining the success of an organization. As employees increasingly seek meaning in their work, adopting a mission-driven approach combined with career development opportunities and recognition programs can yield substantial benefits. However, firms must remain vigilant about the potential risks tied to cultural differences and competitive dynamics.
To ensure the success of motivational programs, organizations ought to cultivate understanding, modify strategies for inclusivity, and engage in ongoing assessment of both employee needs and the impacts of implemented initiatives. By doing so, organizations not only enhance workplace dynamics but also make significant strides toward achieving their strategic objectives.

References

1. Campbell, H. F., & Brown, R. P. (2017). Benefit-cost analysis: Financial and economic appraisal using spreadsheets. Cambridge University Press.
2. Hidayah, T. N., & Windijarto (2018). Job motivation, quality work of life and organization citizen behavior toward organizational commitment. Proceedings of the 2nd International Conference Postgraduate School.
3. Hopkins, B. (2016). Cultural differences and improving performance: An empirical study.
4. Lee, T. M. & Raschke, L. R. (2018). Understanding employee motivation and organizational performance: Arguments for a set-theoretic approach. Journal of Innovation & Knowledge, 3(1).
5. Shoraj, D., & Llaci, S. (2015). Motivation and Its Impact on Organizational Effectiveness in Albanian Businesses. SAGE Open.
6. Varma, C. (2019). Importance of Employee Motivation & Job Satisfaction for Organizational Performance. International Journal of Social Science & Interdisciplinary Research, 6(2), pp. 10-20.
7. Ajmal, M. & Koskinen, K. U. (2018). Project management in a multi-cultural environment: The implications of cultural diversity. International Journal of Project Management, 36(2), 244-257.
8. Brown, T., & Pruett, M. (2017). Employee Engagement: A better workplace is a more productive workplace. Journal of Applied Management, 16(4), 54-70.
9. Deci, E. L., & Ryan, R. M. (2017). Self-determination theory: Basic psychological needs in motivation, development, and wellness. Guilford Press.
10. Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362.