Running Head: MOTIVATION 1 MOTIVATION 2 Motivation Mark S. Lasky American Public University Dr. Moore MGMT311 Organizational Behavior February 11, 2018 Motivation Motivation is a critical element that promotes productivity in the organization. Motivation is one of the determinants of a successful business entity. It is paramount to integrate motivational strategies in the organization to enhance operations and productivity (Calo, Patterson, & Decker, 2014). However, despite the benefits of motivation, there are some several factors which threaten motivational strategies in the organization. This research seeks to highlight the various risks concerning mitigation strategies in the company. Additionally, the study outlines various approaches which can be implemented to combat the risks concerning motivational strategies. Potential risks Remuneration is an extensive technique used as a motivational strategy. In the program, offering competitive salaries to employees may present a challenge in the long-term. In the modern business world characterized by unpredictable change, high salaries or wages may threaten the well-being of the company in low seasons. A significant remuneration program results in a high operational cost which reduces the profitability of the company (Barron & Hulleman, 2014). Another risk worth considering is the strategy of integrating employees into the decision-making process in the company. This approach may be ineffective as some decisions are time sensitive which makes it difficult to consult all employees before the decision is made. Moreover, some decisions may point out some vulnerable points in the business when communicated to employees. This results in the employees lacking a sense of security and confidence in the company, thus translating into reduced productivity. Personnel centered approach also presents a risk to the well-being of the company. Personnel centered approach safeguards the well-being of employees by providing flexible working hours. However, this arrangement may lead to the company having inadequate staff when there is an influx of work. Also, flexible working hours threaten the commitment and output of employees since they operate as they wish which results in low productivity if the employees lack determination. In the implementation of the program, there is the cultural difference risk. In the implementation of the motivational strategy at the company, the diverse workforce may have a varying reception to the motivational approach. For example, in places where employees are accustomed to working for specific hours in a day, compensation for extra hours would be ineffective as a motivational strategy in the area. Also, cultural difference may result in the preference of either intrinsic or extrinsic motivational elements. This variation may lead to the execution of the wrong motivational strategy thus leading to ineffectiveness. The theoretical literature points out that th ...

1. Running Head: MOTIVATION 1
MOTIVATION 2
Motivation
Mark S. Lasky
American Public University
Dr. Moore
MGMT311 Organizational Behavior
February 11, 2018
Motivation
Motivation is a critical element that promotes productivity
in the organization. Motivation is one of the determinants of a
successful business entity. It is paramount to integrate
motivational strategies in the organization to enhance
operations and productivity (Calo, Patterson, & Decker, 2014).
However, despite the benefits of motivation, there are some
several factors which threaten motivational strategies in the
organization. This research seeks to highlight the various risks
concerning mitigation strategies in the company. Additionally,
the study outlines various approaches which can be
implemented to combat the risks concerning motivational
strategies.
Potential risks

2. Remuneration is an extensive technique used as a
motivational strategy. In the program, offering competitive
salaries to employees may present a challenge in the long-term.
In the modern business world characterized by unpredictable
change, high salaries or wages may threaten the well-being of
the company in low seasons. A significant remuneration
program results in a high operational cost which reduces the
profitability of the company (Barron & Hulleman, 2014).
Another risk worth considering is the strategy of
integrating employees into the decision-making process in the
company. This approach may be ineffective as some decisions
are time sensitive which makes it difficult to consult all
employees before the decision is made. Moreover, some
decisions may point out some vulnerable points in the business
when communicated to employees. This results in the
employees lacking a sense of security and confidence in the
company, thus translating into reduced productivity.
Personnel centered approach also presents a risk to the
well-being of the company. Personnel centered approach
safeguards the well-being of employees by providing flexible
working hours. However, this arrangement may lead to the
company having inadequate staff when there is an influx of
work. Also, flexible working hours threaten the commitment
and output of employees since they operate as they wish which
results in low productivity if the employees lack determination.
In the implementation of the program, there is the cultural
difference risk. In the implementation of the motivational
strategy at the company, the diverse workforce may have a
varying reception to the motivational approach. For example, in
places where employees are accustomed to working for specific
hours in a day, compensation for extra hours would be
ineffective as a motivational strategy in the area. Also, cultural
difference may result in the preference of either intrinsic or
extrinsic motivational elements. This variation may lead to the
execution of the wrong motivational strategy thus leading to
ineffectiveness.

3. The theoretical literature points out that there is a direct
correlation between motivation and performance in the
organization. However, the performance of an organization is
affected by many factors such as government policies and
competition. In the implementation of the program, there is the
threat that the time and resources spent on the motivational
strategies may not result in intended increased performance.
This occurrence results in the wastage of resources in the
company thus threatening the viability of the company.
Recommendations
Despite the risks associated with the implementation of the
program, there are specific recommendations that can be
implemented to mitigate the risk. Firstly, as an attempt to
reduce the remuneration expense incurred by the company, it
would be advisable to utilize other incentive mechanisms such
as improved health insurance. This approach reduces the
operational expense of the company while still motivating the
employees of the company.
As mentioned above, the process of integrating employees
into the decision-making process results in delayed decisions
which have an adverse effect on the business. With an attempt
to maintain employee participation and timely decisions,
employees should nominate representatives who participate in
the decision-making process. This will act as motivation to
employees while still ensuring timely decisions in the company.
As stated above, personnel centered strategy may result in
inadequate staff in the company. With an attempt to enhance
operations while still providing flexible working hours to
employees, the company should integrate a schedule which
ensures that at all times, the company is adequately staffed.
In addressing the risk presented by cultural differences, it
is critical to assess the culture in a specific region to ensure
implementation of motivational strategies which adhere to the
culture. This will ensure the effectiveness of strategies in a
specific region.
Also, as stated earlier, the performance of organizations is

4. dependent on various factors. With an attempt to enhance the
performance of an organization, in addition to strengthening
motivation, other factors should be addressed to contribute to
the improved performance of the organization.
References
Hulleman, K. E. (2014). Expectancy-Value-Cost Model of
Motivation. Research Gate, 1-24.
Thomas J. Calo, M. M. (2014). Age-Related Work Motivation
Declines: Myth or Reality? Journal of Organizational
Psychology, 96-110.
Running head: ACCOUNTING 1
ACCOUNTING 5
Accounting and Decision Making
Mark S. Lasky
American Public University
Dr. Moore
MGMT 311
January 27, 2018

5. Accounting and Decision Making
Cost/Benefit Analysis
The personnel-centered approach will offer passionate
help in the organization and consequently improve its
productivity and reduce job-related stress issues. Also, the
approach will decrease truancy as well bringing down the
disciplinary cases. The engagement for workers to make choice
increments may lower the level of vocational fulfillment and
lessens supervision expenses. Furthermore, a fulfilled laborer
will provide for 100% of their effort; those benefits of the
business will get quality to salaries and compensations paid
(Barron & Hulleman, 2014). On the other hand, the business can
draw in more of what's on hold to clients in view that the
spurred workers will offer high-quality client administrations.
Different reductions incorporate low turnover, enhanced Worker
trust, Lesquerella safety will change, and moved forward to
critical thinking abilities. However, the representative
engagement will be drawn out and which also obliges monetary
assets.
Dangers connected to my inspiration model incorporate
those evolving employees' necessities which might prompt
unavoidable losses. Any additional danger includes recognizing
these individual's inalienable inspirations. Generally,
inalienable inspiration obliges in-depth information from
claiming each Worker which might make it challenging to
accomplish (Barron & Hulleman, 2014). In addition, outward
inspiration is profitable, fleeting which might influence the
individual's profit down the long haul. Consequently, Worker
engagement in the choice making might uncover top banana
strategies with subordinates. Starting with those analyses, those
profits of inspiration outweighs expense as well as related

6. hazards.
Performance in any business organization is a direct
function of employee motivation. It can assist in developing a
strong corporate culture as well as ensuring the improvement of
employee relationships. Additionally, when the employees are
motivated to work may generally relate well among themselves
and even to the stakeholders of the organization such as their
potential customers and which may consequently improve on the
business performance at the same time. Motivation provides a
job satisfaction, which is the major objective of motivating
employees in any given organization towards improving their
productivity at a reduced cost of service (Calo, Patterson, &
Decker, 2014). I'm therefore going to the majorly target on how
to motivate employees so as to improve their performance and
for the entire organization at large. To start with, providing
emotional support to the employees at any given time is one of
the best motivating factors. In this case, therefore, I will utilize
a personnel-centered approach which will be meant to boost the
morale of each and every employee relating to their assigned
duties and areas of operation. To make this approach successful,
I will ensure that there is a close relationship between the low-
level staff and their managerial department of the organization.
I will also ensure a clear downward and upward communication
in efforts to improve the employees' relationships. Lastly, in
this case, I will provide a cultural framework ensuring that
supervisors respect their juniors in the way they address them
on different issues.
I will provide ways for a good incorporation of the
employees' contribution with the entire organizational policies.
This provides them with confidence in their daily operations
and commitment towards their achievement of the organization's
mission and objectives. To save on performance time,
employees require clear and precise policies and instructions so
as to avoid ambiguity. In the same case, therefore, I would
ensure that the policies of the organization are regularly and
clearly communicated across to the employees and staffs

7. (Dasgupta, Suar, & Singh, 2014). They should also be given an
opportunity to provide their point of view on the same and how
the performance of the organization could be improved. In the
same case also, I will ensure that the organizational policies are
flexible such that they can adapt to the changing business
environment and the needs of the employees at the same time
(Vardiman, Shepherd, & Jinkerson, 2014). In my efforts to
improve the general manner of operation in the organization, I
will ensure that duties are assigned according to the employee's
likes, abilities, and their motivating factors; this will definitely
improve the performance of the organization. This is basically
because of the fact that people may perform better if placed to
work in their line of motivation and abilities; it generally
encourages them to improve their performance even under
minimal supervision. With the self-motivated employees,
therefore, the productivity of the organization will definitely
improve. This will, therefore, require me to select a
motivational method depending on the age of the available
employees.
References
Barron & Hulleman, (2014). Expectancy-Value-Cost Model of
Motivation. Research Gate, 1-24. doi:10.1016/B978-0-08-
097086-8.26099-6
Calo, Patterson, & Decker, (2014). Age-Related Work
Motivation Declines: Myth or Reality? Journal of
Organizational Psychology, 96-110.
Dasgupta, Suar, & Singh, (2014). Managerial Communication
Practices and Employees' Attitudes and Behaviours. An

8. International Journal, 19(3), 287-302.
Vardiman, Shepherd, & Jinkerson, (2014). A Policy of Zero
Tolerance with Exceptions: Writing Organizational. Journal of
Management Policy and Practice, 15(5), 32-43.
Running head: MOTIVATION
1
MOTIVATION
5
Employee Motivation
Mark S. Lasky
American Public University
MGMT311 Organizational Behavior
Professor Moore
January 12, 2018
Motivation can assist to develop a strong corporate culture and
improve the relationship between the employees. Also,
motivated employees relate well to the business stakeholders
such as customers which improve business performance. The
main objective of motivation is to enhance job satisfaction and
improve productivity at a lower cost. Apart from providing

9. safety and security, it is important to consider emotional
support, intrinsic and extrinsic needs. In this study, I will
discuss how to motivate employees in order to improve
individual and business performance.
Emotional support is one of the best motivators in the
workplace. I will adopt a personnel-centered approach in order
to improve the employees’ morale and commitment to their
assigned duties. To achieve this, I would ensure that there are
minimal differences between the low-level staff and the
managers. Clear upward and downward communication in an
organization improves the relationship between employees at
different levels. I would encourage a culture where supervisors
communicate with respect, offer challenging tasks, and create a
room for flexible work arrangements (Dasgupta, Suar, and
Singh 2014). Furthermore, flexible work arrangements enable
an employee to attend personal issues in order to balance work
and family issues.
Incorporating employees’ contribution in the organizational
policies can increase individual engagement and commitment to
the business mission. Also, staffs require simple and clear
policies to reduce ambiguity and save time (Vardiman,
Shepherd, and Jinkerson, 2014). I would ensure that the
organizational policies are regularly communicated to all staffs
and also request them to give their opinions on how we can
improve organizational performance (Vardiman, Shepherd, and
Jinkerson, 2014). Also, the organizational policies should be
flexible to adapt to changing business environment and
employees’ needs. I would ensure that the team members are
connected to the company mission in order to increase staff’s
engagement towards achieving the set goals. Furthermore,
individuals are motivated when they are part of the outcome and
feel that they are personally connected with the mission and
vision of the company.
I would apply different rules to different workers according to
their ability, likes, and motivating factors. This can assist to
allocate duties according to an individual’s ability in order to

10. improve the organizational productivity (Dasgupta, Suar, and
Singh, 2014). A person becomes more motivated when he or
she is assigned a duty that he or she likes to perform. The
approach will assist the organization to improve productivity
with less supervision since employees are self-motivated. I
would select a motivation method depending on the age of a
worker. Mostly, older workers are demotivated from age
stereotypes (Dasgupta, Suar, and Singh, 2014). Therefore, it is
important to distinguish between the motivational factors
according to their age group (Calo, Patterson, and Decker,
2014). According to Calo, Patterson, and Decker, 2014), old
people are intrinsically motivated compared to the young
generation. Studies show that older employees are less
motivated by age stereotypes. Thus, I would concentrate more
on intrinsic motivators to improve the productivity and job
satisfaction for the older generation. On the other hand, the
young workers are extrinsically motivated
On the other hand, I would ensure that employees are involved
and accountable at all levels of operations. This can be achieved
through brainstorming to create new mantra in order to develop
a strong organizational culture. I would like to see an
environment where workers are self-motivated to minimize
supervision costs and promote job satisfaction. According to my
opinion, a competitive pay is essential to ensure the employees
are able to support their families and career advancement. I
would ensure that employees are well compensated for extra
hours at work. Also, the organization can refund the fees paid
by individuals after working with the organization for around
two years after completing their studies. In addition, I would
offer other services to improve the employees’ financial status
such a health insurance and a competitive pension scheme.
Generally, employees are the most valuable assets in any
organization. I would focus on the worker’s strength over
weakness by creating a strength-based organization culture to
reduce turnover and increase productivity. Subsequently, I
would ensure the organizational goals are clearly defined

11. through regular and clear communication. Therefore, it is
important to ensure that employees are both extrinsically and
intrinsically motivated. The success of an organization in
achieving its goals and objectives depends on the employees’
level of motivation.
References
Calo, J.T., Patterson, M. M., & Decker, W. (2014). Age-
Related Work Motivation Declines: Myth or Reality? Journal of
Organizational Psychology, 96-110.
Dasgupta, S.A., Suar, D., & Singh, S. (2014). Managerial
Communication Practices and Employees’ Attitudes and
Behaviours. An International Journal, 19(3), 287-302.
Vardiman, P., Shepherd, I. J., & Jinkerson, D. (2014). A Policy
of Zero Tolerance with Exceptions: Writing Organizational.
Journal of Management Policy and Practice, 15(5), 32-43.