ABS Wk 3 Assignment

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American Military University *

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120

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Philosophy

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Jan 9, 2024

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Uploaded by ConstableGullPerson277

Employee Motivation Taran Singh ABS415: Leadership & Ethics in a Changing World (COH2347A) Instructor: Ken Feifer 12/9/2023

Hello Classmates, For this week's assignment, we try to learn and overcome about Employee Motivation. It brings out the positive energy and the commitment of a company’s worker, so they continue to bring 100% to them daily in their role. Without commitment there is no reliability or productivity, so at the end of the day, the company will fall behind in reaching important goals. Employees have an important track that they need to focus on the bigger picture when they work and control their settings. The pros and monetary incentive plans from an employee motivation perspective with increased productivity. The evidence through the research shows the Journal of Labor Economics suggests that monetary incentives, like performance-related and pay can bring productivity (Layne, 2020). The employees see their responsibilities; they seek their efforts and financial rewards that bring better morale. The second most important perspective that influences employee motivation is talent attraction and retention. The second biggest goal is talent attraction and retention; to survey the recognition of competitiveness, motivation, and monetary incentives. This is a key factor in attracting and retaining top talent. The companies offering attractive incentive plans are more likely to keep that skill and motivate employee or employees. Thirdly, we are going to look at the next level of Goal Alignment. This is according to the Journal of Organizational Behavior. Most of the monetary incentives help connect the individual and the organizational goals. The probable employees are more motivated when they can perform and contribute to the company's success and when they need them for their financial needs. On our fourth, topic of evidence, we are going to look into our incentives that provide a simple way to differentiate high performance from others. The differential can always create a

competitive way in the environment that can motivate employees to excel and be recognized for their contributions (Layne, 2020) As we investigate the short-term focus of cons of monetary incentive plans what is expected from an employee motivation perspective is a Short-Term focus. The information behind it is that it may somehow lead to a short-term focus. The actual employees may prioritize tasks that can halt, and the rewards might rather invest time in long-term projects or skill development (Layne, 2020). On another level, we overlook the risks of unethical behavior, the actual employees may also experience may be tempted to manipulate the results or engage in unethical practices that are meeting the targets or earning the incentives. Another step that I investigated is Diminished Intrinsic Motivation, where why they do and use excessive use of external rewards and can determine or undetermined intrinsic motivation (Aspire Training Team, 2021). The employees can become less interested in the actual work or become worked on the focused work itself. The other incentive is Inequity concerns, which highlight the concerns about the perceived inequity when the monetary incentives are not properly distributed fairly. They are biased and can lead to distribution fairly or unfairly. This highlights the concerns about seeming inequity when the monetary incentives are not distributed fairly. Uncertain employees can understand that the incentive system is biased, to can lead to demotivation and a decline in overall morale (Aspire Training Team, 2021). For the overall monetary incentive plans, it is crucial to have a settlement balance for organizations to have drawbacks and address any issues such as short-term emphasis, ethical considerations, and create a fair effective incentive program. The two basic companies that have implemented successful motivational plans but that didn’t side with a successful monetary reward or compensation system are Google and Zappos.

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With Google, the motivational plan is plan and simple but it is known for its innovative approach to employee motivation as well as for keeping a positive and collaborative work environment. Google’s main motivation plan grasps and provides what makes sense of a direction, purpose, independence, and opportunities for their own personal and professional growth. The Strategy it uses is 20%-time, Flexible Work Environment, and Career Development Opportunities. During the 20% time, they allow Google Employees to spend most of their 20% of their work hours on the projects of their choice (David, 2020). This creates and initiates creativity, innovation, and a sense of ownership. Next, with a Flexible work environment, Google allows employees to choose when and where they work. This creates a work-life balance and allows employees to manage their time. Google invests a lot of its time in providing wide-ranging learning sessions to help with skill development. Google also focuses on development programs that encourage a step off to pursue continuing education which gives employees motivation in what they do. The other company that is affiliated is Zappos, this company is an online retailer, that prioritizes creating a positive and fun corporate culture. The company also builds a positive community that provides that value and engagement. Zappos also has a similar strategy of delivering excellent customer service and keeping the workplace positive encouraging employees to keep their work in alignment with the company's values (David, 2020). Zappos created a holacratic organizational way of giving the employees a chance to make decisions. They recognize the company's values and include recognition of the employee's birthdays, work anniversaries, and other respected milestones. On the contrary, both Google and Zappos have created motivational plans that can be managed on non-monetary influences such as a positive work environment, the sense of a purpose within the company's values, and the vast number of opportunities for personal and

professional growth. This is an example of these companies that share the importance of aligning the organizational values and their employee motivation to create such an engaging workplace.

REFERENCES Layne, O. (2020, July 30). How to Keep Your Team Motivated Through 2020 . Nonprofit Hub. https://nonprofithub.org/how-to-keep-your-team-motivated-through-2020/? gclid=EAIaIQobChMI6ZrN5LSFgwMVVAZ9Ch0jBQOTEAAYBCAAEgIFOPD_BwE Aspire Training Team. (2021, July 21). Why Is Motivation Important in the Workplace? Aspire Training Team. https://www.aspiretrainingteam.co.uk/why-is-motivation-important-in- the-workplace-and-how-do-you-improve-and-maintain-it/ David, C. (2020, June 30). What Zappos, Google, and Bridgewater Can Teach Us About the Importance of Speaking Up . NeuroLeadership Institute. https://neuroleadership.com/your-brain-at-work/zappos-google-bridgewater-teach-about- speaking-up/

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