Case Analysis on Motivation

Topics: Motivation, Human behavior, Expectancy theory Pages: 6 (1653 words) Published: August 20, 2013
Table of Content

Introduction ………………………………………………………………………………….2

Case Analysis ……………………………………………………………………………….2

Scenario 1 ………………………………………………………………………………….2

Scenario 2 ………………………………………………………………………………….3

Scenario 3 ………………………………………………………………………………….3

Findings ……………………………………………………………………………………...4

Conclusion …………………………………………………………………………………..6

Reference ……………………………………………………………………………………7

Introduction Motivation is one of the fundamental aspects of a worker in an organisation to outclass or produce additional outcomes. It is a crucial driver of an individual behaviour and performance. This paper has critically analysed the motivational ideas, concepts and theories from the chosen academic journals. Some of the keywords that are observed carefully on these papers are performance pressure, low motivation, public service motivation, employee motivation, rewards, recognition, strategic management, behaviour, attitude, work environment and communication. All these factors are correlated with individual motivation in a primary or secondary manner. The findings revealed some of these causes are the major contributor to their low work motivation and vice versa. Motivation has been overlooked in many areas of work locations which have a direct effect on the productivity of the individual and organisation. Case Analysis Scenario 1 This reading aims to classify the elements that contribute to low work motivation among publics servants in Malaysia. Every organisation is searching for outstanding, brilliant and productive human capital to survive in an unstable market environment. For this, organisations must provide benefits such as good salary, appreciations, good remuneration and other forms of benefits to public servants. In this current situation, motivation- hygiene theory is found to be applicable which is relevant to the employee motivation in different forms such as recognition, security, work conditions, salary, personal life, achievement, growth, status, responsibility and supervision. In Malaysia, the government has introduced Government Transformation Programs (GTP) to ensure public servants are highly motivated to do their jobs by providing incentives such as salary increment. The research has found unpunctuality, rudeness, low performance, complaints and lack of motivation as some of the common issues among the public servant. To understand the causes that can motivate employees to work, the Immigration Department has been chosen as a sample case study by using quantitative method in the research technique. Communication was the major motivational factor recognized by scholars other than

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rewards and recognition in the process. To analyse the association between motivational factor and employee the data has been subdivided into different sub categories. For instance, the factors that contribute to low motivation to work are evaluated separately compared to level of employee’s motivation to work. Scenario 2 The study has targeted the relation between the performance pressure and workers motivation in the workplace. Researcher has conducted a multi method field study of audit and consulting teams from two global professional firms. The process was focused on the performance pressure in the team and employee motivation. On the positive side performance pressure has been considered as a motivational force which offers an elegant model based on expectancy theory. It also discloses performance pressure and team effectiveness which leads into greater motivation. The investigation was based on the hypothesis of combined multi source surveys with archival data and longitudinal observational cases to understand the knowledge process in teams. In the chosen case study all the data collection, sample, variables, measures, results are carefully analysed between the two major firms. Performance pressure has been quoted “double edged sword” by the author of the article because of the complexity involved and...
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