Assignment 2

 

Over the last couple of weeks, we have read about accounting and decision making. We are going to apply these concepts to your idea from week 2.  Provide a cost/benefit analysis for your idea.  Make sure to mention any sunk or opportunity costs involved in the implementation of this policy as well as the long-term increase in projected profitability.  You are permitted to use fictional numbers as far as costs go, but you should provide research to support any opportunity costs or projected profitability. You can find industry averages for various program costs and projected benefits. 

This does not need to be written as a formal research paper, but all research provided does need to be cited in APA format.  You may write in the first person because you are presenting your own ideas.  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.

Running head: COST BENEFIT ANALYSIS 1

COST BENEFIT ANALYSIS 2

Cost/Benefit Analysis and Risk Associated with the Motivation Proposal

Student’s Name

Institutional Affiliation

The personnel-centered approach will offer emotional support and in turn improve productivity, reduce legal and job-related stress problems. Also, the approach will reduce absenteeism and lower disciplinary cases. The engagement of employees in decision making increases the level of job satisfaction and also reduces supervision costs. Furthermore, a satisfied worker will give 100% of their effort; the business will get value for salaries and wages paid. On the other hand, the business can attract and retain customers because motivated employees will offer high-quality customer services (Barron & Hulleman, 2014). Other benefits include low turnover, improved employee trust, less resistance to change, and improved problem-solving skills. However, employee engagement is time-consuming and also requires financial resources.

The risks associated with my motivation model include the changing employees’ needs which may lead to diminishing returns. Another risk involves identifying the individual’s intrinsic motivators. Generally, intrinsic motivation requires in-depth knowledge of each employee which may make it difficult to achieve. In addition, extrinsic motivation is productive only in short-term which may affect the individual’s productivity in long-term. Consequently, employee engagement in decision making may reveal top policies to subordinates. From the analysis, the benefits of motivation outweighs cost and risk

References

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

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.