Essays on Motivation Strategy of ABC Consulting Assignment

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The paper "Motivation Strategy of ABC Consulting" is a perfect example of a business assignment.   George lacks motivation at ABC consulting. He had reached a point where he vows to offer minimum input to the company. Due to lack of motivation, the thought of quitting job comes to mind. Motivational behavior refers to the drive for an individual to satisfy a need that motivates him to work. The fact that employees have many needs lead to the implementation of motivation that will enrich the quality of work while fulfilling these needs (Bakker & Schaufeli, 2008).

ABC consulting firm lacked well-implemented motivational strategies. The firm had failed to realize that well-implemented motivational strategies result in committed employees. For employees to work hard, there must be a motivational factor. In most instances, motivated employees end up utilizing the firm resources in a good way to achieve the outcome. Firms first identify the employees’ needs and motivate toward achieving. For example, if an employee feels he is not well paid, he will make sure more effort is put into work to secure a pay increase.

If this does not help, he may quit or request for a pay increase. ABC motivation strategy was based on the 10 percent bonus after three months of probation. They also promised to give employees an environment where they could show their creativity. But looking at George case, these motivational strategies were not followed by ABC consulting firm. All the ideas that George presented were never appreciated making him demoralized. Despite going through the report again, his ideas were criticized and put to shred. George had to contend with the fact that the company was not much interested in his ideas.

When the 10percent bonus fails to materialize, George drive to work for the company diminishes. The firm lacked a well-organized strategy to implement this concept and employees drive was at stake. A creative environment was not available at the firm. For an employee like George whose one of the drive was an environment that would offer him space for innovation, it becomes impossible to perform in ABC consulting firm. It’ s clear that the concept of motivation was a major challenge that George faced in this firm.

The values which he expected to be in this company were not there. Recognition of Individual Differences George was not recognized for his abilities by the firm. Every person is different in physical and mental ability. At ABC consulting firm, the company fails to identify individual differences among employees. To get the best out of an individual, it’ s important for the organisation to treat each person differently according to their personality (Cloninger, Ramamoorthy, & Flood, 2011). When George joined the firm, the company had seen he had what they were looking for but they could not define how to get that potential from him to help the company.

The firm treated him in a manner that he could not deliver his full potential. He was not appreciated even after spending nights working on the report which is later shredded. The treatment implied to him that his efforts were not valued. Treating George as if he was not putting efforts in his job became a problem to him. Despite the shortcomings in his ideas, treating George with respect and appreciation would have made him more productive to the firm.

References

Bakker, A.B. & Schaufeli, W.B. (2008). Positive organizational behavior: Engaged employees

in flourishing organizations. Journal of Organizational Behavior, 29: 147–154.

Bowling, N.A. (2010). Effects of Job Satisfaction and Conscientiousness on Extra-Role

Behaviors, Journal of Business Psychology, 25(1): 119-130.

Cloninger, P.A., Ramamoorthy, N. & Flood, P.C. (2011). The Influence of Equity, Equality, and

Gender on Organizational Citizenship Behaviors. S.A.M. advanced Management Journal, 76(4): 37-47.

Kong, Y. (2009). A Study on the Job Engagement of Company Employees. International

Journal of Psychological Studies, 1(2): 65-68.

Mayfield, C.O. & Taber, T.D. (2010). A Prosocial Self-Concept Approach to Understanding

Organizational Citizenship Behavior, Journal of Managerial Psychology, 25(7): 741-763.

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