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Key Topics
- Requirement
- Question 1: Describing the overall environment before the proposed sale and introduce one motivation theory that you consider applying to this:
- Identifying and explaining three issues that have developed at the organization since the proposed sale was announced. Link each of these to appropriate motivation theories:
- Question 2: Identifying and explaining two specific ways changes to the work environment can assist in improving motivation:
- Suggesting how one of these applications of motivational theory might improve the situation at Sarahzz:
- References:
Requirement
Question 1: Describing the overall environment before the proposed sale and introduce one motivation theory that you consider applying to this:
The situation in the company before the news was pretty happy and harmonious. People were getting the management guidance in the people centric environment and they are ready to deliver their best to the company. There is a sense of belongingness in the company and the 50 people are working in a way that they want to take the company on a progressive path. This is mainly due to the management style that is practiced in the company, where the communication is done with the employees seamlessly and all the employees are getting their due worth and credit for whatever they are doing. Every person has a defined role to play and at an overall level, every employee’s effort is accounted, recognized and most importantly it is making an impact on the overall health of the company. The company is hence regarded as one of the better companies to work for. Not just that but the career aspirations of the people is also a focus point of the management and hence the business environment is deemed to be supportive and progressive and there are ample opportunities available in order to lead people to progress in their career positively. This goes on to show that their needs are fulfilled and hence that is bringing them to a level of motivation and satisfaction.
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Hence the most applicable theory in this case is the NEED THEORY, which was given by Maslow. In this the person gets motivated to achieve the higher level needs as the lower level needs get satisfied. The needs start with Physiological, Safety, Belongingness, Self Esteem and Self Actualization. In this case the sense of belongingness is achieved by the team by proper management guidance (Pardee, 2013). Hence, the people are more motivated to go for higher level needs like Self Esteem and Self Actualization which are such that they take one way from the hustle of corporate wellbeing and the person is all motivated to do the duties and concentrate on one’s own life. This is the reason why people are pushed to see life beyond the work environment and hence that part is by default taken care in the best of the manner. The people are more motivated to establish a better life and harmonization between the personal and professional life as they are pretty carefree from the professional hassles. Hence the need theory is a good fit to explain this situation and better analysis is established.
Identifying and explaining three issues that have developed at the organization since the proposed sale was announced. Link each of these to appropriate motivation theories:
The three main issues that have evolved in the company post the news are as follows:
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Loss of Recognition: Since the people are seeing that some of the jobs are going to be redundant and the pride and recognition which they are getting in the current company will all be lost in the larger organization. Alderfer’s ERG theory fits in well in this context as there is a need of recognition that is needed to be fulfilled in order to ensure that the employee is motivated to work. This is taking a toll on the working capabilities of the employees as they are unable to see the recognition that they were getting in the original work place (Ball, 2012). Their main motivation was the management style and the management team now itself is not sure about their existence and how can they go ahead to motivate the team. Hence there is a loss of recognition.
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Loss of Motivation to Work: The extension of the need theory known as the McClellan theory of need is the reason for loss of motivation at work. There is a need for affiliation, achievement and power that is required to be fulfilled in the work place which was getting fulfilled earlier but now there is a total loss in the new environment. The leaders are unable to guide the work force in the right direction and are unable to tell clearly about the company’s future. Hence there is a loss of recognition and affiliation that is witnessed in the environment and that is single handedly taking down the morale of the whole company. This is not just impactful in the short run the long term repercussions will be huge for the employees as they have to serve a hugely crowded company and do load sharing profile unlike earlier.
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Loss of Productivity: Cognitive evaluation theory is the main indicator for this, as the extrinsic factors will play a huge role in defining the motivational level of the people in the company. The threat of loss of pay, recognition, job loss and all other negative feelings will take away all the motivation from the work and people will be more inclined towards saving their job and that will lead to loss of productivity (Hayes, 2014). Overall impact is very high because, the company was a power packed set of superlative performers which is missing now and that is leading to more trouble for the company and the people.
Question 2: Identifying and explaining two specific ways changes to the work environment can assist in improving motivation:
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Giving Employees a Sense of Satisfaction: An unsatisfied mind can never reap good results and that is exactly what is happening in the company right now. Currently there is a strong need to imbibe some sense of satisfaction that will revive the trust of the employees in the company. The factors like reskilling proposal, so that all the employees will be ready to be absorbed in the bigger organization etc. will be very helpful in bringing the morale back on track. It is very important that the employees should feel motivated about what they do and only then some improvement can be expected from them (Kramer, 2005). Satisfaction of mind will enable a person to think beyond the regular chores and hence will try to build better ideas and innovative thoughts and that is something that will build the difference that is needed in the company currently.
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Compensate them monetarily: The next biggest asset that will surely work in favor of the company is the compensation that can be designed for the resources. The monetary benefits will push them to take a chance and stay back with the company so that at least they are being rewarded with the risk they are taking by staying back in the company. This is to ensure that people will have some tangible benefits and that are easily realizable and that also ensures that they will be motivated to contribute in the best manner. Moreover it is their opportunity to prove that how valuable they actually are in the company and hence their worth is increased manifold (Shanks, 2010). Plus the critical chance to actually leave an impact and get absorbed in the bigger company as well.
Discussing how each of these two can be related to motivation theory:
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McClellan Theory: The first angle is about the superlative theory of needs, which ensures that the person needs to get satisfied with critical needs in the work environment and when such needs are fulfilled then there is no way the employee or a person will not be motivated to attain the heights and run an extra mile. This is the basic trigger that is needed in the current situation in order to normalize the happenings first and ones the things are settled then is the right time to go ahead and actually make a major difference in the elevation space. Hence it is even more critical to settle the things first properly and then ensure to move ahead which will make a major difference in the elevation space. Hence it is even more critical to settle the things first properly and then ensure to move ahead with the proposed plan of progression and development further.
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Cognitive Evaluation Theory: This is the part which taps the extrinsic factors of payments to the people in the well-articulated manner. Since the people will demand some level of security from the risk that they are taking by choosing to be in the chaotic situation. It is some sort of the risk returns that they are getting and hence it is a must to offer thing to the employees to ascertain that they will give their 100% to the company.
Suggesting how one of these applications of motivational theory might improve the situation at Sarahzz:
The situation will improve because what made the company was the passion and drive of the people and if those things are sorted then definitely the people will be more focused towards the development of the company. They will be assured that there is not much harm for them on the table and hence they will work like they used to work earlier. The simple step of assurance and autonomous nature is enough to ensure that people will work progressively and diligently.
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1. Ball, B. (2012). A summary of motivation theories. New York: Your Coach Publications.
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2. Hayes, M. (2014). MOTIVATION & ITS THEORIES . Paris: Management Consulting Journal.
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3. Kramer, C. (2005). Theories of Motivation . Beijing: ELIB SCOT Publications.
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4. Pardee, R. L. (2013). Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation. London: ERICs Publications.
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5. Shanks, N. (2010). Management and Motivation. Boston: Jones and barnett Publishers.
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