Assignment 3

 Every program has risks associated with it.  This week, I want you to review your idea and provide a risk analysis.  What are the potential risks involved with this program, and what processes can be put in place to manage these risks?  One specific risk that I want you to discuss is related to cultural differences.  Please assume that your company is a multinational corporation…will this program work in all areas of the business?  If not, how can it be adapted for the other country/countries involved? 

  You do not need to provide an abstract, but you do need an APA formatted title page and reference page.  Your paper should be a minimum of 2 pages (approx. 700 words) not including the title and reference. 

Only use the attached materials as references please.

Running head: MOTIVATION 1

MOTIVATION 5

Employee Motivation

Mark S. Lasky

American Public University

MGMT311 Organizational Behavior

Professor Moore

January 12, 2018

Motivation can assist to develop a strong corporate culture and improve the relationship between the employees. Also, motivated employees relate well to the business stakeholders such as customers which improve business performance. The main objective of motivation is to enhance job satisfaction and improve productivity at a lower cost. Apart from providing safety and security, it is important to consider emotional support, intrinsic and extrinsic needs. In this study, I will discuss how to motivate employees in order to improve individual and business performance.

Emotional support is one of the best motivators in the workplace. I will adopt a personnel-centered approach in order to improve the employees’ morale and commitment to their assigned duties. To achieve this, I would ensure that there are minimal differences between the low-level staff and the managers. Clear upward and downward communication in an organization improves the relationship between employees at different levels. I would encourage a culture where supervisors communicate with respect, offer challenging tasks, and create a room for flexible work arrangements (Dasgupta, Suar, and Singh 2014). Furthermore, flexible work arrangements enable an employee to attend personal issues in order to balance work and family issues.

Incorporating employees’ contribution in the organizational policies can increase individual engagement and commitment to the business mission. Also, staffs require simple and clear policies to reduce ambiguity and save time (Vardiman, Shepherd, and Jinkerson, 2014). I would ensure that the organizational policies are regularly communicated to all staffs and also request them to give their opinions on how we can improve organizational performance (Vardiman, Shepherd, and Jinkerson, 2014). Also, the organizational policies should be flexible to adapt to changing business environment and employees’ needs. I would ensure that the team members are connected to the company mission in order to increase staff’s engagement towards achieving the set goals. Furthermore, individuals are motivated when they are part of the outcome and feel that they are personally connected with the mission and vision of the company.

I would apply different rules to different workers according to their ability, likes, and motivating factors. This can assist to allocate duties according to an individual’s ability in order to improve the organizational productivity (Dasgupta, Suar, and Singh, 2014). A person becomes more motivated when he or she is assigned a duty that he or she likes to perform. The approach will assist the organization to improve productivity with less supervision since employees are self-motivated. I would select a motivation method depending on the age of a worker. Mostly, older workers are demotivated from age stereotypes (Dasgupta, Suar, and Singh, 2014). Therefore, it is important to distinguish between the motivational factors according to their age group (Calo, Patterson, and Decker, 2014). According to Calo, Patterson, and Decker, 2014), old people are intrinsically motivated compared to the young generation. Studies show that older employees are less motivated by age stereotypes. Thus, I would concentrate more on intrinsic motivators to improve the productivity and job satisfaction for the older generation. On the other hand, the young workers are extrinsically motivated

On the other hand, I would ensure that employees are involved and accountable at all levels of operations. This can be achieved through brainstorming to create new mantra in order to develop a strong organizational culture. I would like to see an environment where workers are self-motivated to minimize supervision costs and promote job satisfaction. According to my opinion, a competitive pay is essential to ensure the employees are able to support their families and career advancement. I would ensure that employees are well compensated for extra hours at work. Also, the organization can refund the fees paid by individuals after working with the organization for around two years after completing their studies. In addition, I would offer other services to improve the employees’ financial status such a health insurance and a competitive pension scheme.

Generally, employees are the most valuable assets in any organization. I would focus on the worker’s strength over weakness by creating a strength-based organization culture to reduce turnover and increase productivity. Subsequently, I would ensure the organizational goals are clearly defined through regular and clear communication. Therefore, it is important to ensure that employees are both extrinsically and intrinsically motivated. The success of an organization in achieving its goals and objectives depends on the employees’ level of motivation.

References

Calo, J.T., Patterson, M. M., & Decker, W. (2014). Age-Related Work Motivation Declines: Myth or Reality? Journal of Organizational Psychology, 96-110.

Dasgupta, S.A., Suar, D., & Singh, S. (2014). Managerial Communication Practices and Employees’ Attitudes and Behaviours. An International Journal, 19(3), 287-302.

Vardiman, P., Shepherd, I. J., & Jinkerson, D. (2014). A Policy of Zero Tolerance with Exceptions: Writing Organizational. Journal of Management Policy and Practice, 15(5), 32-43.

Running head: ACCOUNTING 1

ACCOUNTING 5

Accounting and Decision Making

Mark S. Lasky

American Public University

Dr. Moore

MGMT 311

January 27, 2018

Accounting and Decision Making

Cost/Benefit Analysis

The personnel-centered approach will offer passionate help in the organization and consequently improve its productivity and reduce job-related stress issues. Also, the approach will decrease truancy as well bringing down the disciplinary cases. The engagement for workers to make choice increments may lower the level of vocational fulfillment and lessens supervision expenses. Furthermore, a fulfilled laborer will provide for 100% of their effort; those benefits of the business will get quality to salaries and compensations paid (Barron & Hulleman, 2014). On the other hand, the business can draw in more of what’s on hold to clients in view that the spurred workers will offer high-quality client administrations. Different reductions incorporate low turnover, enhanced Worker trust, Lesquerella safety will change, and moved forward to critical thinking abilities. However, the representative engagement will be drawn out and which also obliges monetary assets.

Dangers connected to my inspiration model incorporate those evolving employees’ necessities which might prompt unavoidable losses. Any additional danger includes recognizing these individual’s inalienable inspirations. Generally, inalienable inspiration obliges in-depth information from claiming each Worker which might make it challenging to accomplish (Barron & Hulleman, 2014). In addition, outward inspiration is profitable, fleeting which might influence the individual’s profit down the long haul. Consequently, Worker engagement in the choice making might uncover top banana strategies with subordinates. Starting with those analyses, those profits of inspiration outweighs expense as well as related hazards.

Performance in any business organization is a direct function of employee motivation. It can assist in developing a strong corporate culture as well as ensuring the improvement of employee relationships. Additionally, when the employees are motivated to work may generally relate well among themselves and even to the stakeholders of the organization such as their potential customers and which may consequently improve on the business performance at the same time. Motivation provides a job satisfaction, which is the major objective of motivating employees in any given organization towards improving their productivity at a reduced cost of service (Calo, Patterson, & Decker, 2014). I’m therefore going to the majorly target on how to motivate employees so as to improve their performance and for the entire organization at large. To start with, providing emotional support to the employees at any given time is one of the best motivating factors. In this case, therefore, I will utilize a personnel-centered approach which will be meant to boost the morale of each and every employee relating to their assigned duties and areas of operation. To make this approach successful, I will ensure that there is a close relationship between the low-level staff and their managerial department of the organization. I will also ensure a clear downward and upward communication in efforts to improve the employees’ relationships. Lastly, in this case, I will provide a cultural framework ensuring that supervisors respect their juniors in the way they address them on different issues.

I will provide ways for a good incorporation of the employees’ contribution with the entire organizational policies. This provides them with confidence in their daily operations and commitment towards their achievement of the organization’s mission and objectives. To save on performance time, employees require clear and precise policies and instructions so as to avoid ambiguity. In the same case, therefore, I would ensure that the policies of the organization are regularly and clearly communicated across to the employees and staffs (Dasgupta, Suar, & Singh, 2014). They should also be given an opportunity to provide their point of view on the same and how the performance of the organization could be improved. In the same case also, I will ensure that the organizational policies are flexible such that they can adapt to the changing business environment and the needs of the employees at the same time (Vardiman, Shepherd, & Jinkerson, 2014). In my efforts to improve the general manner of operation in the organization, I will ensure that duties are assigned according to the employee’s likes, abilities, and their motivating factors; this will definitely improve the performance of the organization. This is basically because of the fact that people may perform better if placed to work in their line of motivation and abilities; it generally encourages them to improve their performance even under minimal supervision. With the self-motivated employees, therefore, the productivity of the organization will definitely improve. This will, therefore, require me to select a motivational method depending on the age of the available employees.

References

Barron & Hulleman, (2014). Expectancy-Value-Cost Model of Motivation. Research Gate, 1-24. doi:10.1016/B978-0-08-097086-8.26099-6

Calo, Patterson, & Decker, (2014). Age-Related Work Motivation Declines: Myth or Reality? Journal of Organizational Psychology, 96-110.

Dasgupta, Suar, & Singh, (2014). Managerial Communication Practices and Employees’ Attitudes and Behaviours. An International Journal, 19(3), 287-302.

Vardiman, Shepherd, & Jinkerson, (2014). A Policy of Zero Tolerance with Exceptions: Writing Organizational. Journal of Management Policy and Practice, 15(5), 32-43.