Motivation in Organizational Behavior

Question: Discuss about the Motivation in Organizational Behavior. Answer: Introduction: The aim of the paper is to analyze a number of managerial issues that are common in major workplaces. As stated by Ford, (2014), managerial safety and leadership practices create positive impact and help to develop a good reputation of the organization. A strong, visible and a demonstrable managerial commitment help to create a safe culture at the workplace. On the other hand, lack of commitment can create serious detrimental impact in the workplace. For the analysis of a managerial issue for this particular study, Job Satisfaction has been selected as one of the major issues faced by the organization. Employee Turnover has been recognized as a prime problem that Pan Pacific Perth has been facing in the recent time. It is one of the most reputable Five Star Hotels of Australia. In the recent time, the employee turnover rate had increased to 34% almost (ahawa.asn.au, 2016). The Company requires good employee force to carry out their business activities. However, it has been found that there is certain lack of approaches from the managerial perspective that has lead to the situation where huge employment turnover has been recognized (au.indeed.com, 2016). Therefore, a detailed analysis of the issue will be undertaken. Several theories related to this issue will be analyzed. On the basis of the findings, certain recommendations will be made that shall help to improve the managerial issues that the organization has been facing. Problem of the Organization: As mentioned earlier, the organization is facing huge employee turnover in the recent time. As commented by Henderson, Cheney and Weaver, (2015), employee turnover can be really expensive for an organization. Employee turnover is the number or the percentage of employees who leave the workplace and the same number is replaced by the new joiners of the organization (Parker, 2014). One of the major causes behind the increasing turnover of the employees in an organization is poor management. In the said organization, the issue related to the huge turnover has resulted in massive organizational loss. The working of the organization was hampered largely as a result of the sudden turnover of the employees from the workplace (ahawa.asn.au, 2016). This turnover of the employees highly affects the financial condition as well as the morale of the other employees working in the organization. In this respect, Hausknecht and Holwerda (2013) stated that poor morale of the employees can lead to dom ino effect that ultimately affects the efficiency and the effectiveness of the employees. As commented by Certo, (2015), there are various reasons behind issues related to employee turnover but one of the major factors is lack of motivation at the workplace. However, there can be other reasons as well. For instance, increasing work pressure and lesser pay scale can also lead to the situation where the employees are found to turn over from the organization (Hausknecht Holwerda, 2013). However, for the said organization used as a case study, it can be said that the major reason behind the increasing turnover of the employees from the organization is lack of motivation from the management. Therefore, focusing on the motivational factors is indeed important for the said organization. Analysis of the problem As pointed out in the paper, lack of motivation at the workplace has lead to the situation that has resulted in the major turnover of the employees from the organization. However, if a detailed analysis of the problem is undertaken, a number of other problems can be pointed out as well. These are: Work-life imbalance: With increasing pressure from the organizational front for increasing productivity of the organization that would ultimately result in the economic prosperity, many employees are pressurized to carry out their work more than their regular target (indeed.com, 2016). This has created troubles for major employees because they are not being able to maintain a balance between their personal life and professional life. This situation has led them to look for other better options and resulted in employee turnover. Employee misalignment: In the view point of Hancock et al., (2013), an organization should never hire those employees who could not match the expectation of the need of the organization. The managers should not force the employees to work on a particular matter if the employees are found to be incapable of doing so. It can be said that the work that the employees at Pan Pacific Perth has to do might not be capable enough to go with the flow of the work and the turnover of the employees could be easily considered as the inability of the employees to work. Feeling undervalued: It is equally important to recognize employees as per their capability. In case if the employees are not given proper recognition and reward as per their ability, the employees might get agitated and there remains a chance of employee turnover (seek.com.au, 2016). There is no such motivational programs that the organization undertake to motivate the employees. Major theories and its application: In order to cope up with the problems and the issues related to job satisfaction of the employees, a number of theories can be suggested that could help the managers of the organization to come up with better practices to improve the condition of the workplace. As it has been found that the organization is facing problems regarding more turnovers of the employees, it is important to think of better ways to motivate them and retain them. Main causes of Job Dissatisfaction: Huang et al., (2016) commented that when the employees are given certain rights and authorities, they feel self-motivated and feel cared enough to work for the particular organization. Huang et al., (2016) revealed that by the application of this strategy, many organizations have been able to retain many employees and at the same time have been able to get better ideas for the organization to run because involvement of the employees provides better and innovative ideas and solutions. For instance, better leadership or involving the employees in the major decision making process can be of utter help to motivate the employees internally. These are the major approaches that an organization can easily undertake to motivate the employees that would ultimately result in retention of the employees. In this respect, Mowday, Porter and Steers, (2013) pointed out that applying the wrong motivational factor can also lead to a disastrous situation as well that would certainly not help in the ret ention process but might enhance the problems faced by the management of the organization. If the situation of Pan Pacific Perth is considered, it can be said that the complete business operation is based on hospitality and treating people right. Therefore, it is very important to keep motivating the employees and staffs that they can serve the visitors and consumers well. Different ways of measuring job satisfaction: The theory of management states that employees are more motivated when they are given certain authority to accomplish the goals and the objectives of the organization. Therefore, the strategies of the organization should include the involvement of the employees in making major decisions of the business. According to Mowday, Porter and Steers, (2013), job satisfaction is an important factor in our life and so it is equally important to create a balance at the workplace as well. The theory states that it is important to understand the emotions of the workers and thus, the environment should have certain degree of autonomy that can balance their mood and emotion that will ultimately lead to job satisfaction (Robbins Judge, 2017). Understanding various levels of job satisfaction: As stated by Bakker and Demerouti, (2014), that the employees always think of getting something in return of the performance or hard work that they do for the particular organization. Thus, it is important to give the expected and the eligible employees some kind of rewards if they are eligible enough to get that. As commented by L?z?roiu, (2015), it is when an employee understands that he or she will get certain compensation or reward for the work done by him or her there always remain a self motivating factor that compels the person to keep working. These expectancy factors can be provided to the employees in terms of cash or in kind. Reading, Stanley et al., 2013, it has been found that employees are more motivated when they are given certain authority to accomplish the goals and the objectives of the organization. Therefore, the strategies of the organization should include the involvement of the employees in making major decisions of the business. In this respect, Mowday, Porter and Steers, (2013) pointed out that applying the wrong motivational factor can also lead to a disastrous situation as well that would certainly not help in the retention process but might enhance the problems faced by the management of the organization. Managers and leaders have the most important role to play to enhance motivation among the employees (Robbins Judge, 2017). Therefore, it can be said that the managers of the Hotel should develop certain qualities to improve the organizational situation. Recommendations for overcoming organizational issues: Identifying the major reasons of employee turnover and by the understanding the various theories that affects the level of job satisfaction among the employees, it is highly recommended that there should be inclusion of certain motivational factors at the workplace that would help the employees to retain in the organization. Thus, a number of recommendations can be framed here. Involvement of the employees in business activities: Hospitality falls under such business activities that require innovative and prompt ideas. It can be said by involving the eligible employees in major business decision making activities, the employees would feel involved in the organizational activities (Robbins Judge, 2017). Employees with better knowledge and those who show better performance can be involved while taking any decision related to the works that the organization does. They would be overvalued for their work and performance and thus, they can be motivated easily. In addition to this, other employees could also get motivated by considering that their contribution would also be recognized and that they could also enjoy a better position in the organization. Performance based pay: It is highly recommended to introduce performance based pay scale in the organization. It has to be said that due to increase of work pressure, the employees find certain level of imbalance in their life. Therefore, by the introduction of incentives for the employees who works for extra hours or more than their monthly target are expected to compensate by the means of paying them certain extra amount of money (Bakker Demerouti, 2014). As commented by L?z?roiu, (2015), it is when an employee understands that he or she will get certain compensation or reward for the work done by him or her there always remain a self motivating factor that compels the person to keep working. It is also one of the important factors that can enhance the moods of the employees. In addition to this the employees should be rewarded and should be given promotions as per their performance for a particular financial year. There should be introduction of some kind of reward such as design ating an employee by Employee of the Month or Best Employee of the Year can be of great help and would motivate the employees largely. Better leadership: It also falls under the responsibility of the managers and the leaders of the organization to treat their employees right. In case if the employees are not capable enough to cope up with the work of the organization, it is expected that they are given adequate training and learning lessons. In addition to this, the leaders should keep on encouraging the employees for performing better (Pinder, 2014). The employees should be comfortable enough to come up with their problems or issues if they have any to their respective leaders who would solve the issues. Conclusion: With the detailed analysis of the organizational issues faced by Pan Pacific Perth in its workplace, it can be said that the employees are lacking major motivations that the management of the Organization should focus on. There is no doubt that it falls under the major responsibility of the leaders and managers of an organization to keep motivating their employees that would increase the effectiveness of the employees. Application of motivational factors is regular practices that are undertaken as a part of organizational strategy by many organizations. These strategies help the organization to retain their employees and, the employees as well find motivated to work at the particular workplace. Therefore, it can be said that by applying the recommendations mentioned in the study, the organization can easily overcome the issue. References: Ahawa.asn.au, (2016) The Magazine of the Australian Hotels Association WA. (2017). Retrieved from https://www.ahawa.asn.au/images/ahawa-34--atahbooxee.pdf [Accessed on 11-1-2017] Au.indeed.com, (2016). Pan Pacific Hotel. Retrieved from https://au.indeed.com/cmp/Pan-Pacific-Hotel/reviews [Accessed on 11-1-2017] Bakker, A. B., Demerouti, E. (2014). Job demandsresources theory.Wellbeing. Certo, S. (2015).Supervision: Concepts and skill-building. McGraw-Hill Higher Education. Ford, J. K. (2014).Improving training effectiveness in work organizations. Psychology Press. Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. R., Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance.Journal of Management,39(3), 573-603. Hausknecht, J. P., Holwerda, J. A. (2013). When does employee turnover matter? Dynamic member configurations, productive capacity, and collective performance.Organization Science,24(1), 210-225. Henderson, A., Cheney, G., Weaver, C. K. (2015). The role of employee identification and organizational identity in strategic communication and organizational issues management about genetic modification.International Journal of Business Communication,52(1), 12-41. Huang, Y. H., Lee, J., McFadden, A. C., Murphy, L. A., Robertson, M. M., Cheung, J. H., Zohar, D. (2016). Beyond safety outcomes: An investigation of the impact of safety climate on job satisfaction, employee engagement and turnover using social exchange theory as the theoretical framework.Applied ergonomics,55, 248-257. L?z?roiu, G. (2015). Employee Motivation and Job Performance.Linguistic and Philosophical Investigations, (14), 97-102. Miner, J. B. (2015).Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Mowday, R. T., Porter, L. W., Steers, R. M. (2013).Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic press. Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more.Annual review of psychology,65, 661-691. Pinder, C. C. (2014).Work motivation in organizational behavior. Psychology Press. Robbins, S. Judge, T. (2017). Organizational Behaviour. Global edition. 17th Ed., Pearson Seek.com.au (2016) Pan Pacific employee review Retrieved from https://www.seek.com.au/companies/pan-pacific-437495 [Accessed on 11-1-2017] Stanley, L., Vandenberghe, C., Vandenberg, R., Bentein, K. (2013). Commitment profiles and employee turnover.Journal of Vocational Behavior,82(3), 176-187.