Organisational Problems for Lack of Motivation- MyAssignmenthelp

Question: Discuss about theOrganisational Problemsfor Lack of Employee Motivation. Answer: Introduction All organizations want to be at the top of their game when it comes to productivity and growth. As a result, companies work hard to retain the best of its workforce knowing that these employees will influence productivity within that organization. A motivated employee will always give his best when it comes to individual effort. However, a demotivated worker will always be a liability to any given organization. This is because the output of this employ will always be small hence affectivity the productivity. Background Leeds Ventures Leeds ventures, in Australia, is a company that is facing a similar dilemma. The organization has been on a retrenchment exercise that has seen some employees losing their jobs since the beginning of the year. This retrenchment drive has affected the morale of the remaining workforce to the extent that the productivity curve in the month of April has hit its lowest since the beginning of the year. This paper, therefore, is going to analyze the Leeds venture situation and give a recommendation on how to overcome this problem. Organizational Problem at Leeds Ventures Lack of Employee Motivation According to Sara et al. (2014) employees play a vital role in the growth of an organization. As a result, managers need to understand and control employee behavior. They need to know what employees want to front their line of duty and thus focus on what motivates them to be proactive in their jobs. In the case of Leeds Ventures, the management needs to act quickly to mitigate the effects of lack of morale amongst its employees. Retrenchment can be the main cause of lack of morale at Leeds Ventures, but there may be underlying factors that might have led to the current dilemma facing the company. One of the best ways of dealing with the lack of morale by employees in an organization is offering financial rewards. This move can motivate individuals towards higher performance, and it is very effective especially if applied with the aim of raising morale among a particular group of employees. This, therefore, means that salary raise or pay can motivate employees to productivity and refocus their commitments to achieving organization goals and objectives (Asish, 2007) After retrenchment, there is always a window of restructuring within the organization. Leeds organization needs to take advantage of this opportunity to motivate its employees through proper leadership and leadership training. According to Bartol and Martin (2010), the leadership of an organization should always return the trust that was once there before retrenchment for both parties to forge forward together as a team. Also he notes that leaders and employees will need to work together and in the process, high levels of motivation and morality can be achieved (Schoubben, Van Hulle, 2008). Bradley (2008) has further posited that irrespective of the level of automation in an organization to attain a high level of productivity the business will need to invest a lot in its workforce. One of the major ways of doing this is through developing and initiating training programs meant to motivate workers and subordinate staff. In addition to this having a good horizontal relationship between the employees and the top management will also go a long way in enhancing their relationship thus initiate motivation. Chandra (2007) notes that for there to be constant productivity in an organization, then there is the need for empowerment of the employees by the management. Empowerment refers to the delegating of authority and freedom to junior employees to make decisions that in turn gives them room to use their full potential. As a result, the empowerment strategy serves as a tool that focuses on solving problems of the organization through the people. The secret to this plan is that it makes employees feel appreciated and this has a positive effect on their overall performance in the work area (Chai, 2009). The problem with having an autocratic leadership in an organization is that decision-making at the top level without much input from employees especially on policies that directly affect them is tantamount to disaster. This is because the workers will always feel suppressed since their input was not considered during policy making thus having a negative effect on their overall output (Kamalian, Yaghoubi, Moloudi, ,2010). Conclusion and Recommendations It is evident from the literature above that Leeds venture will need to do an overhaul of their management strategy if there are to bring back productivity where it was at the beginning of the year. One of the key issues that have been highlighted in Leeds ventures case is the disconnect between the management and the employees since the onset of the retrenchment process. Some of the recommendations that will work positively for Leeds venture include; The company needs to empower its employees and bridge the gap that has been formed due to loss of jobs creating mistrust between the management and the workforce. Introduce a financial reward program that will require employees regarding their output thus encouraging demoralized workers to improve and thus positively affect the productivity of the company. Training of employees and offering of upward career growth for those qualified for available opportunities within the organization. This will go a long way in bridging the gap that has been brought about by the retrenchment exercise. It would be a poor managerial decision for the management to outsource available positions without giving a chance to those employees who are qualified for the same position. Do away with policies and programs that may lead to job dissatisfaction such as poor working conditions and lack of inclusivity when it comes to policy making A motivated and proactive workforce is essential for any organization that wants to experience higher productivity and growth. As a result, the challenge for the top team in any business is to find a method that will sustain employee motivational year round. While employing every effort that will motivate employees, managers should also avoid the situation that will lead to loss of morale by employees such as retrenchment, poor working conditions among others (Bell, 2011). Leeds venture will need to realize that employee participation does not only enhance growth but also has a major impact on the morale and trust that employees have toward the organization. References Asish K. Bhattacharyya, 2007.Financial Accounting for Business Managers, Prentice Hall of India Private Limited, Connaught Circus, New Delhi. Bradley, T .2008. Essential Mathematics for Economics and Business, 3rd Ed, John Wiley Sons, England. Bell, H. A. 2011. A Contemporary Framework for Emotions in Consumer Decision-Making: Moving Beyond Traditional Models. International Journal of Business and Social Science, 2(17), 12-16 Bartol, K.M., Martin, D.C. 2010 Management, McGraw Hill Chai,L.G 2009 A Review of Marketing Mix: 4Ps or More? International Journal of Marketing Studies, Vol. 1. No. 1, pp. 2-15. Schoubben, F., Van Hulle, C. 2008. The Impact of a Stock Listing on The Relationship Between Growth Opportunities and Investment-Cash Flow Sensitivity. Katholieke Universiteit. Sara, Parkin et al. 2004. Learning and skills for sustainable development: developing a sustainability literate society. Forum for the Future. Chandra, P. 2007. Financial Management Theory and Practice, Tata McGraw Hill Publishing Company Limited, New Delhi, Kamalian, A. R., Yaghoubi, N. M., Moloudi, J.2010 Survey of Relationship between Organizational Justice and Empowerment (A Case Study).European Journal of Economics, Finance and Administrative Sciences, 24, 165-171