Case Study Not as Easy as 1,2,3

According to Maslow’s Needs theory, based on the fact that a person is justified as long as he still has not reached a certain level of satisfaction, has a better understanding of the fact that human motivation leads to a broad spectrum of their needs we could say that in order to motivate people, the manager has to give employees the opportunity to meet the needs in a way that together lead to the organization's objectives.

The given case study is about the company, Beijing EAPS Consulting Inc., which deals with the providing employee assistance services in China’s mainland. And focused upon studying, it has been found that the given company before the year of 2006 drives its business unsystematically and does well because of the small number of employees and their multitasking ability together with minor volume of the business functions. However, after 2006, it has received a bigger contract from the giant mobile companies, such as Guangzhou Mobile and Beijing Mobile. Hence, they amend their strategy to cater received business needs, which bring more business profit. They adopted project management structure to facilitate the expected and existing additional business; however, it creates chaos in the organization itself as dilemma caused by the structure, which lacks crucial management practices, such as priority decisions, hierarchy of the management functions, communication gap, and even, workload grows stress among limited number of employees as the said structure had poor work distribution process. The thesis of the paper is to render a recommendation report for Beijing EAPS Consulting Inc. It will analyze company structure and improvable areas together with discussing conflict, brought into the light by the said structure and its solution.

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

This paper explores a contemporary and widely accepted motivational theory known as Expectancy theory of motivation introduced by Victor Vroom in 1964. It will first explain the three key components and relationships of the expectancy theory of motivation. These components include Expectancy, Instrumentality and Valence. In addition, it will explain how to enhance the motivation of employees in a fictional but real-life modeled scenario using the Expectancy theory of motivation. After studying this paper, the reader should be able to explain the main components of the Expectancy

In analyzing problem solving, thee skills and role of a consultant can take on a variety of factors such as understanding the nature of the problems, purpose and desired outcomes of consultation, skills of the consultant and skills of the consultee (Dougherty,2014). The skills used to analyze problems in an organization, consultants will use a systemic approach which involves a variety of stages and levels of phases to ensure proper analysis, intervention, and implementation of existing problems.

The primary purpose of this paper is to perform an analysis on my organization and identify a problem that the organization is experiencing. To accomplish this task, a brief background of the organization, will first be provided. This will serve to establish a solid foundation for context. Then, the problem will be discussed in detail; to include the nature, as well as any applicable theories that will not only lend support to the paper, but also add additional value. After the issue is laid out, an analysis will be conducted on the nature of the problem. Again, this will help to frame the problem in a context that is easy to identify with. Lastly, a solution will be recommended that would be fit the needs of the organization via it’s members, in order to adequately address the problem.

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

In the work environment, organizational goals can be successfully accomplished so long as the people in the organization are motivated. Motivation is “the processes that account for an individual’s intensity, direction, effort toward attaining goal” (Robbins & Judge, 2015, page 216). It is what keeps employees successfully performing in their jobs and adjusted to fit in an organization’s objectives. Motivating individuals to reach a certain goal or accomplish a task is unique to each person. To build a strong organization, the managers must take all methods to stimulate workers eager to work and promote creativity in the work process. “Smart business owners know that there’s a direct link between motivating employees to be successful in their assignments and the success of that business” (Blasingame, 2015). This paper will discuss about how four motivational theories, which are Maslow’s hierarchy of needs, Herzberg’s motivator- hygiene theory, expectancy theory of Victor Vroom, and equity theory of J. Stacy Adams, effect the applications in the workplace, the Mintzberg’s managerial roles, and how organization use payroll as a tool to motivate employees.

Our group found out that the nestle company have use McClelland theory examined three learned needs to motivation employee. McClelland theory includes three part of need, first is need for achievement for the employee to establish challenging goals to improve employee skills and techniques and take responsibility. Second is need for affiliation to desire to seek approval, conform to others wishes and avoid conflict to maintain relationship. Third is need for power to desire to

The subject of motivation has been an important component in both theoretical and applied literature. There are many reasons why the motivational theories have generated so much discussion. In an organization motivation has been considered an important factor because employee motivation is considered essential for an organization 's status within the business environment and the community. The two motivation theories selected for this paper is Maslow’s Hierarchy of Needs and Herzberg hygiene factors.

Employee motivation a powerful new model explores drivers of employee motivation, the levers the managers can pull to address them and the local strategies that can boost motivation despite organizational constraints. Finding of new research introduce a model that establishes the four basic emotional need people exhibit; they are the drive to acquire, bond, comprehend and defend. Also it exhort organizations take an holistic approach to satisfy employee’s emotional needs through its reward system, culture, management systems, and design of jobs. The potential benefit of a motivated workforce to an

Industrial/Organizational (I/O) Psychology is devoted to the study of employee behavior in the workplace and understanding the issues facing organizations and employees in today’s complex and ever changing environment. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. An organization depends on the ability of management to provide a positive, fostering and motivating environment for its employees in order to increase profits, productivity and lower turnover rates of its employees. The purpose of this paper is to discuss and compare six academic journal articles and explore the behavior, job, and need based theories of motivation that can aid management in motivating and understanding their employees. Finding that delicate balance to can sometimes be elusive so effectively learning how to motivate by understanding, controlling and influencing factors to manipulate behavior and choices that are available to employees can produce the desired outcome.

The basic principles of human motivation are a constant. Many employees in companies throughout pride themselves on a “new school” approach to employee satisfaction issues. Years ago (and still for some) the idea of “if you don’t like it than quit” still exist but through the use of the items identified, that approach wont be necessary. An overwhelming number of surveyed employees have the thought that this way still exist at many companies. To gain a better understanding of how to motivate employees to boost morale, management must first understand the basic human needs associated. Many of the needs are best represented by Maslow’s Hierarchy of Needs Pyramid.

The theory that applies to the role is expectancy theory of motivation (Porter & Lawler, 1968; Vroom, 1964). This theory is based on employee’s belief that links of three elements expectancy,