Essays on What Are the Considerations of Managing Corporate Culture, Employee Motivation Report

Download full paperFile format: .doc, available for editing

The paper "What Are the Considerations of Managing Corporate Culture, Employee Motivation" is an outstanding example of a management report. This essay discusses important points that have to be put into consideration in the management of corporate culture, employee motivation, and workforce diversity. The first section discusses various theories of motivation and how they have been applied in the workplace in order to attain employees’ satisfaction. The argument draws from the essence of meeting the needs and the desires of the employees at the workplace in order to provide a working environment that is comfortable.

Adams's equity theory, Abraham Maslow’ s hierarchy of needs, Herzberg theory X, and Y have been used to demonstrate the considerations of motivation at the workplace. The second part discusses the management of corporate culture and its importance to the organization. As Dipboye and Halverson (2004) explain employees have to be treated equitably without discrimination to feel fairness. Various considerations when recruiting employees to the organization have been put forward. Corporate culture has to be incorporated into the strategic plan of the organization in order to make sure the operations of the firm revolve around its culture.

Organizations have to consider the attitudes and values of the employee since it is to increase skills to change pre-set beliefs and values. The third part explores the management of workplace diversity and how relevant is diversity to the modern organization. Diversity creates variety within the workforce that enables the meeting of different needs of the organization. Different cultural and social backgrounds create diversity in the workplace. The need for transition or change calls for reversing the mindset to embrace new ideas.

In order to manage people from different ethnicity, religion, race, gender, sex, and nationality requires tolerance and creating an accommodating environment as observed by Ackroyd & Crowdy (1990). Diversity offers an opportunity of bringing in new talents and making new recruits learn the culture of the organization from secondary socialization. This essay winds up with a brief recap of the main points discussed in the conclusion. Discussion Management of corporate culture, employee motivation, and workforce diversity is important in enabling the implementation of the strategic plan of any organization.

The management has to realize the need for a corporate culture that distinguishes the organization from the rest. The corporate culture has to define the patterns of operations, values, attitudes, and approaches that are used in the organization. Corporate culture has to be incorporated into the strategic decisions of the organization. During recruitment, organizations have to consider the ability of the employee to adapt or embrace the corporate culture of the organization (Conrow, 2003). Without motivation, employees are not challenged to give their best. Discrimination and unfair treatment results in demoralizing the employees.

Equity has to be applied in the entire organization to ensure a balance between the input and output of an individual employee in order to create fairness. The management has to understand what motivates the worker. The needs and desires of the employees have to be met.

References

Abrahamson, L. (2002), Restoring the order: Gender segregation as an obstacle to organizational development, In Applied Economic Journal, 33, 6:549-558.

Ackroyd, S. & Crowdy, P. (1990). ‘Can culture be managed? Working with “raw” material: the case of the English slaughtermen’ Personnel Review 19, 5: 3-12.

Conrow E.H. (2003). Effective Risk Management: Some Keys to Success, ALAA.

Dipboye, R. & Halverson, S. (2004). ‘Subtle (and Not So Subtle): Discrimination in organizations’ in Griffin, R. and O’Leary-Kelly, A. (Eds). The Dark side of organizational behavior, Wiley, San Francisco.

Jackson, N. & Carter, P. (2007). Rethinking organizational behavior, second edition, Prentice Hall, London.

Martin, J. (2005). Organizational Behavior and Management, London: Cengage Learning EMEA.

Pfister, J.A. (2009). Managing Organizational Culture for Effective Internal Control: From Practice to theory, New Mexico: Springer.

Weightman, J. (2004), Managing People (2nd ed), Chartered Institute of Personal and Development, London.

Download full paperFile format: .doc, available for editing
Contact Us