1 ASSIGNMENT 3 ASSIGNMENT 3 2 Assignment 3 Motivation is key for the success of a company as it facilitates the attainment of the company goals and initiatives. It is the responsibilities of managers to induce motivation with the purpose of giving the company direction. The creation of a mission driven organization is a way of motivating employees. In international organizations, task-driven organizations enable employees to align their goals with the goals stated by the organization. Factors such as fostering career development and the promotion of personal growth are ideal for the growth of the company. The application of award recognition is a recommendable practice that focuses on positive idea alignment. It recognizes the efforts of the employees in the required spectrum by specifying on the basic needs that needs to be attained. However, the plan will face various risks, such as cultural differences, unnecessary competition between employees, and increased conflict. Performing a risk analysis is very suitable for this situation. The existence of unnecessary competition is an expected risk that can be identified with the motivation program. The application of the award on performance as a way of motivation is an effective tool but has existing setbacks such as increased competition among employees. Ccontinual competition leads to the creation of unhealthy competition that later turns out to be rivalry. The practive can occur between departments and individual employees. This may cause them to adopt unfair practices to negatively affect the organization's better performance (Hidayah & Windijarto, 2018). On the other hand, the unnecessary competition leads to the rise of conflict amongst employees. This would make the organization to focus more on the conflict and competition and shifting its focus away from its goals and performance. Cultural difference is a key risk associated with the practice based on the different environment that the company experiences. The culture in East Asia is not the same one in Europe and the United States. This issue is a factor that the company is likely to go through on a regular basis. The motivational approach that may apply in the Middle East may not apply in Africa making it a major risk that the company needs to assess (Hopkins, 2016). This factor is mainly related to religion and morality, and it is believed that certain employees from the region may have it. The identification of the factor as a key risk plays an important part in ensuring that cultural variations are given a broader thought as they make all the motivational methods that were identified to be practically ineffective. Cultural differences create a key impact in the effectiveness of the motivational approaches that I would apply in the dimensional company setting. The integration of the multicultural themes can prove to be difficult based on the different cultural stereotypes that may exist. These factors create difficulties ...

1. 1
ASSIGNMENT 3
ASSIGNMENT 3 2
Assignment 3
Motivation is key for the success of a company as it facilitates
the attainment of the company goals and initiatives. It is the
responsibilities of managers to induce motivation with the
purpose of giving the company direction. The creation of a
mission driven organization is a way of motivating employees.
In international organizations, task-driven organizations enable
employees to align their goals with the goals stated by the
organization. Factors such as fostering career development and
the promotion of personal growth are ideal for the growth of the
company. The application of award recognition is a
recommendable practice that focuses on positive idea alignment.
It recognizes the efforts of the employees in the required
spectrum by specifying on the basic needs that needs to be
attained. However, the plan will face various risks, such as
cultural differences, unnecessary competition between
employees, and increased conflict. Performing a risk anal ysis is
very suitable for this situation.
The existence of unnecessary competition is an expected risk
that can be identified with the motivation program. The
application of the award on performance as a way of motivation
is an effective tool but has existing setbacks such as increased
competition among employees. Ccontinual competition leads to
the creation of unhealthy competition that later turns out to be
rivalry. The practive can occur between departments and

2. individual employees. This may cause them to adopt unfair
practices to negatively affect the organization's better
performance (Hidayah & Windijarto, 2018). On the other hand,
the unnecessary competition leads to the rise of conflict
amongst employees. This would make the organization to focus
more on the conflict and competition and shifting its focus away
from its goals and performance.
Cultural difference is a key risk associated with the practice
based on the different environment that the company
experiences. The culture in East Asia is not the same one in
Europe and the United States. This issue is a factor that the
company is likely to go through on a regular basis. The
motivational approach that may apply in the Middle East may
not apply in Africa making it a major risk that the company
needs to assess (Hopkins, 2016). This factor is mainly related to
religion and morality, and it is believed that certain employees
from the region may have it. The identification of the factor as a
key risk plays an important part in ensuring that cultural
variations are given a broader thought as they make all the
motivational methods that were identified to be practically
ineffective.
Cultural differences create a key impact in the effectiveness of
the motivational approaches that I would apply in the
dimensional company setting. The integration of the
multicultural themes can prove to be difficult based on the
different cultural stereotypes that may exist. These factors
create difficulties in applying employee incentives (such as
rewards and recognition). Other parties may view the initiative
as a preference or discrimination against their respective
cultures (Hidayah & Windijarto, 2018). The practice makes it
difficult to motivate the employees. On the contrary, it will
bring complex results, which will lead to more conflicts. The
factor makes the program to be less effective in other parts of
the countries. It might only work in specific areas but not the
entire multinational market. Ideally, cultural differences make it
a necessity to review the other applicable approaches that are

3. supposed to be in place.
Different cultures have various approaches to the levels of
professional etiquette. This is a factor that clearly presents a
challenge, as it needs to have a different approach to issues that
surround workplace attitude and values. Ideally, it creates
difficulty in the implementation of an organization that has a
mission driven purpose. The alignment of the purpose with the
cultural ideals creates further complications. The practice
makes the program to be ineffective in areas that have a
different approach for the mission that the company has for the
organization. Adopting the program can be a success by
understanding the relevance of cultural diversity and ensuring
that the cultural differences are aligned with the company goals
(Hopkins, 2016). The practice ensures that any form of cultural
conflict is avoided as the company continues with its
multinational purpose of providing for the market.

4. References
Hidayah, T. N., & Windijarto (2018). Job motivation,
quality work of life and organization citizen behavior toward
organizational commitment. Proceedings of the 2nd
International Conference Postgraduate
School. https://doi.org/10.5220/0007551107690773
Hopkins, B. (2016). Cultural differences and improving
performance. https://doi.org/10.4324/9781315575254
ASSIGNMENT 2 1
ASSIGNMENT 2 2
Assignment 2
Motivation is a vital tool needed for an organization to attain its
goal while the employees feeling appreciated and part of the
vital process of attaining the vision and mission of the firm.
Motivation refers to the inducement and incitement of the
employees by the management of any organization so that they
can act or move in a desired direction (Varma, 2019). Most
managers will stimulate motivation in the organization to ensure
that the predetermined goals are achieved. According to
scholars, the concept of motivation revolves around three key
aspects, which entail the motive, motivation, and motivator.
Motive explains the state of the employee’s mind that plays a

5. key role in controlling behavior towards attaining desired
outcomes. Scholars identify that motive will in most cases
related to the employee’s needs. Subsequently, researchers
explain that motivation is the process in which the managers
stimulate actions that correspond to the identified worker’s
needs (Shoraj & Llaci, 2015). Through utilizing the identified
motive of each employee, the organization is able to initiate the
motivation process hence ensuring that employees move in the
same direction. Through the motivator, the organization
management is able to attain the immediate needs of workers.
This article will focus on the importance of cost-benefit
analysis in the project.
The cost-benefit analysis (CBA) of executives in the project is
one enables them to examine the significance of a given project
and whether to execute it or not. For the organization's
incentive framework, CBA is specifically used to assess the
advantages of expenses and financial manager risk propositions.
It starts with an interruption in operation, like countless cycles
(Campbell & Brown, 2017). There is a rundown of each
undertaking cost and what the advantages will be after
effectively executing the venture. From that, financial managers
can figure the profit from venture (ROI), interior pace of return
(IRR), net present worth (NPV) and the compensation period.
The contrast between the expense and the advantages will
decide if activity is justified or not. As a rule, if the expense is
50% of the advantages and the compensation time frame isn't
over a year, at that point the move merits making.
The reason for CBA in this project for organizational
management is to have a fundamental way to deal with sorting
out the pluses and minuses of different ways through an
undertaking, including exchanges, errands, business necessities
and speculations. The money-saving advantage survey provides
other options for financial managers, and it provides the best
way to save risks while meeting financial managers' goals
(Campbell & Brown, 2017). Money saving advantage
examination is most appropriate to more modest to fair sized

6. undertakings that don't take too long to even consider finishing.
In these cases, the examination can lead those required to settle
on legitimate choices.
Enormous activities that continue for quite a while can be
hazardous for CBA. There are outside factors, like swelling,
financing costs, and so forth, that sway the precision of the
investigation. There are a variety of techniques that can
complement CBA to evaluate larger activities, such as NPV and
IRR. However, in general, the use of CBA is a crucial
advancement in determining whether any task is worth pursuing.
One of the means when executing a money saving advantage
exam (as point by point above) incorporates distinguishing the
partners in financial managers’ task. Financial managers need to
list these partners, but our free RACI financial managers can
take this step further by stating who must know. RACI is an
abbreviation for capable, responsible, counseled and educated.
By improving the CBA, the financial manager will arrange the
team and partners, and make everyone reach a comprehensive
agreement (Campbell & Brown, 2017). When conducting a
money-saving advantage survey, one of the methods is to
approve the financial manager’s partner. Finance managers need
to list these partners, but the free RACI grid format takes it a
step further by determining who must know what. RACI is an
abbreviation for dependable, responsible, counseled and
educated.
In conclusion, financial managers have partners for a
motivational framework recognized and financial managers'
spending plan laid out, however, there's consistently the
abstruse to fight with. Financial managers cannot simply
succumb to risk: financial managers should monitor risk, which
is why our free risk register is so important. Use it to check the
natural dangers in the adventure. There are spots to list the
depiction of the danger, its effect, the degree of hazard and who
is answerable for it. By maintaining a decent hazard register,
the financial manager can deal with the various factors that the
financial manager assumes and improve the money-saving

7. advantage check.
References
Campbell, H. F., & Brown, R. P. (2017). Benefit-cost analysis:
Financial and economic appraisal using spreadsheets.
Cambridge University Press.
Varma, C. (2019). Importance of Employee Motivation & Job
Satisfaction for Organizational Performance. International
Journal of Social Science & Interdisciplinary Research, 6
(2), pp. 10-20
IMPORTANCE OF MOTIVATING EMPLOYEES
4
Importance of Motivating Employees
Author’s Name:
Institutional Affiliation
Course Name:

8. Professor’s Name:
Date:
Importance of Motivating Employees
Motivation is a vital tool needed for an organization to attain its
goal while the employees feeling appreciated and part of the
vital process of attaining the vision and mission of the firm.
Motivation refers to the inducement and incitement of the
employees by the management of any organization so that they
can act or move in a desired direction (Varma, 2019). Most
managers induce motivation in an organization to ensure that
attain predetermined goals. According to scholar, the concept of
motivation revolves around three key aspects, which entails the
motive, motivation and motivator. Motive explains the state of
employee’s mind that plays a key role in controlling behavior
towards attaining desired outcomes. Scholars identify that
motive will in most cases related to employee’s needs.
Subsequently, researchers explain that motivation is the process
in which the managers stimulate actions that correspond to the
identified worker’s needs (Shoraj & Llaci, 2015). Through
utilizing the identified motive of each employee, the
organization is able to initiate the motivation process hence
ensuring that employee move in the same direction. Through the
motivator, the organization management is able to attain the
immediate needs of workers. The paper will focus on the
various techniques vital in increasing motivation in the
company.
One of the key ways that I will utilize to motivate employees is
through creating a mission-driven organization. Employees in
any given organization work in accordance to the support
attained from the CEO and management team. Through inspiring
purpose in the employees, the goals and missions of the firm

9. will be clear. According to Lee. & Raschke, (2018), the best
way to create a mission driven organization is by making the
goal and values clear from the top to the bottom of the
company. Employees need to understand that they play a vital
role in steering the company into attaining its mission.
Involving the employees from the top to the bottom ensures that
all the people realize the work each one ought to accomplish to
stir the firm to success. The second technique that I will utilize
in enforcing motivation amongst the employees is through
fostering career development and personal growth within
employees. Varma, (2019) argues that it is not enough to make
the mission and values of the firm clear to workers to attain
optimum motivation. Employees ought to feel that the
organization looks out for their personal interests and goals.
The management ought to conduct a questionnaire for each
employee to discover interests and needs. Varma, (2019)
identifies that modern organizations ought to provide tailored
motivations to employees in response to the interests and needs.
For instance, offering training to employees that want to further
education in specific areas. Management teams in organizations
ought to offer such specific motivations through finding out the
interest of employees and proving it.
The third technique that I will utilize to motivate employees in
the organization is through using the award recognition for
individual workers. The management team will have the
responsibility of identifying both team and individual efforts
attained privately and publicly. The management ought not to
wait for huge project to reward team player and individual
employees (Varma, 2019). The company ought to reward
employees on a regular basis to uphold the good performance. I
will ensure that I hold regular surprise celebrations for worker s
and teams that perform well each month. For instance, I would
buy lunch and offer dinner outs for employees that perform
better each week. Employees ought to know that the
management have the knowledge of their effort and input in

10. order to reward them on weekly basis.
Motivation is not only vital for the employees but also benefits
the organization in various ways. One crucial role that
motivation plays for the organization is the ability to increase
productivity (Shoraj & Llaci, 2015). Through motivation, the
management team meets all the needs of the employees, which
in return establishes the drive for employees to deliver at the
height of their ability. Employees that work in a supportive
environment will work with enthusiasm in meeting the goals of
a firm (Lee & Raschke, 2018). Furthermore, motivation helps
the organization attain its goal in a shorter period. Since
employees know that once they attain their work within a
certain period they will receive awards, they tend to put in the
work to receive fringe benefits. In so doing, the organization
will have the ability to attain its goal within a very short
duration hence becoming successful. Motivation also helps the
firm in ensuring that the labor force is consistent since it
reduces employee’s turnover rates. Once employees know that
an organization will cater for their customized needs and
preferences, they will prefer to stay at the same firm rather than
seek employment elsewhere (Varma, 2019). Employees will
choose to remain in the same company and receive promotions
rather than go to another company that will not take care of
them. Satisfied employees means high rates of task completion.
References
Lee, T. M. & Raschke, L. R. (2018). Understanding employee
motivation and organizational
performance: Arguments for a set-theoretic approach. Journal of
Innovation &
Knowledge (1)3, Pages 162-169
Shoraj, D., & Llaci, S. (2015). Motivation and Its Impact on
Organizational Effectiveness in

11. Albanian Businesses. SAGE
Open. https://doi.org/10.1177/2158244015582229
11
Varma, C. (2019). Importance of Employee Motivation & Job
Satisfaction for Organizational
Performance. International Journal of Social Science &
Interdisciplinary
Research, 6
(2), pp. 10-20