IM - Unit 4 Assignment - Annie Namgoong

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1 Annie Namgoong Purdue Global University Introduction to Management MT140 Assignment Unit 4: Employee Motivation Dr. Brenda Harper October 17, 2023

2 Introduction Successfully managing a team often comes with challenges due to the varying mindsets of employees. These challenges can present as a lack of motivation to complete tasks, delays in meeting deadlines or a full disregard for directives provided. It is important to understand the drivers of employee demotivation to remain flexible in the resolution process and ensure the most effective approach is applied. The Vice President of Human Resources, Philip Thomas, has been tasked with drafting a new sick leave policy. This task was delegated to his team and milestones were set for check-ins. Upon review, VP Thomas identified milestones were not being met and became aware the employees who were delegated these tasks are disgruntled. Employee De-Motivation There are many reasons that can drive an employee to be demotivated and disgruntled in the workplace. According to Forbes, “only 30% feel engaged and inspired by their careers” (Hedges, 2014). Due to variances in the demographics of the workplace, employers must understand why their team members are lacking satisfaction of their career. Some employees are demotivated by a leader that micro-manages delegated tasks due to feeling untrusted. This has a trickling effect on productivity, as decision-making is stunted and delayed. An additional reason why employee motivation sometimes wanes is due to absence of confidence in the company’s leadership team. “Once we lose faith in where our company is heading, then our loyalties fray and we cease to wholeheartedly follow” (Hedges, 2014). Good followers need good leadership. The commitment to the organization’s strategic goals and vision is greatly hindered if the employees are no longer bought in. An environment where poor communication exists can also greatly hinder an employee’s motivation. Employees are looking to understand and remain in the know regarding the company’s direction and vision. Information should be available, and clear,

3 to minimize confusion and the negative impact to morale. “Having to spend large amounts of time getting the information we need to do our jobs is exhausting” (Hedges, 2014). Goal Setting Theory or Expectancy Theory Understanding that employees are motivated differently, VP Thomas must carefully consider whether to leverage the Goal-Setting Theory or the Expectancy Theory. The Goal- Setting Theory states that people have conscious goals that energize them and direct their thoughts and behaviors toward a particular end. The Expectancy Theory proposes that people will behave based on their perceived likelihood that their effort will lead to a certain outcome and on how highly they value that outcome (Bateman et al., 2020). During the delegation process, VP Thomas provided clear expectations and set milestones for task completion. Identifying several employees are not energized by their conscious goals, are disgruntled and milestones/deadlines are not being met, the decision to leverage The Expectancy Theory should be exercised. VP Thomas has an opportunity to increase expectancies to drive the desire to complete the agreed upon milestones. If the employees are aware of this, the greater the likelihood is that they will remain motivated to complete the task. An additional implication of the Expectancy Theory is to “identify positively valent outcomes” (Bateman et al., 2020). Understanding what a desirable outcome for the employees is will improve the success of this theory. Lastly, tying performance towards positive outcomes will provide the employer with the results needed to drive success. Recommendations to Motivate With the deadline soon approaching for the revamped sick leave policy, the recommendation for employee motivation would be to leverage the Alderfer’s ERG Theory, with a heightened focus on Growth needs and provide extrinsic rewards to make the completion of the

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4 task more desirable. The ERG Theory claims that people have three basic sets of needs that can operate simultaneously, one being Growth needs, which motivate people to productively or creatively change themselves or their environment (Bateman et al., 2020). This would be especially helpful for VP Thomas’ staff for future delegated projects as it would drive a change in their motivation. Providing extrinsic rewards would produce quicker results and help to achieve the milestones set due to the change in the “task to make it inherently more rewarding, motivating, and satisfying” (Bateman et al., 2020). Conclusion VP Thomas is not alone in his challenges to drive morale and motivation to meet deadlines and drive task completion. A great leader must remain creative and flexible in their approach to drive their workforce. What works for one subset of employees may not work for another. Identifying the drivers of what impacts morale is key to determining the right course of action to take to positively impact morale and motivation. Remaining abreast of what drives your team to feel motivated and the company objectives creates an environment for success.

5 References Bateman, T. S., Snell, S., & Konopaske, R. (2020). Management. McGraw-Hill Education. Hedges, K. (2014, January 20). 8 Common Causes Of Workplace Demotivation. Forbes . https://www.forbes.com/sites/work-in-progress/2014/01/20/8- common-causes-of-workplace-demotivation/?sh=2b79f21642c6

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