International Expansions Of Corporate Operations Through Mergers

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

Staff spend a considerable part of their lives at work, so it is not surprising that they expect to be rewarded and satisfied with the job that they do.. Motivation is concerned with why people do things as well as what drives them to behave in a particular way. Understanding what motivates individuals is important in work place. Research suggests that motivated employees are happier at work. They get more satisfaction from their work, are absent less often, tend to be more loyal and work with enthusiasm. This encourages them to contribute more to the development of the organisation.

What is motivation? As manager’s, motivation is one of the most vital and crucial assets to possess in managing a business. This drive is a critical tool to use in the work place and determine the success or failure of an organization. Motivation is a driving force that initiates and directs behavior. In other words, motivation is an internal energy that drives an individual to do something in order to achieve a certain goal. Therefore, creating a motivating environment in the workplace will lead to happy employees. Creating a work environment like this, managers can expect low staff turnovers, improved productivity, happy customers, and better financial performance. Therefore, the input of motivation use towards employees determines the output efficiency of the company. However, everyone involved in an organization is motivated differently. Everybody has their own individual needs in regards to motivation. Depending on how motivated a person is, determines the effort that individual puts into the work and therefore, how productive they are.

I want to begin by discussing some general definitions so that you have a better understand of the topics that I am going to discuss. I think it is important to begin by defining the definition of culture. As we learned in class culture is a unique combination of rituals, religious beliefs, ways of thinking and ways of behaving that unify a group of people. Further

‘People are in most cases unaware of their own culture until they experience another culture and have to make changes to their own. Although the word culture is used on a frequent basis, it is still hard to define culture as it is interdisciplinary in nature. Generally, culture is looked at in terms of the differences in rituals, values, beliefs and norms in a particular country or place. The Oxford dictionary (2007) defines culture as “the customs, civilizations, and achievements of a particular time or people.

This study would not only define how Tata motors(indian multinational) and IKEA’s(European MNC) expansion strategy could be classified and generalized into the above stated categories, but also how contrasting or similar their expansion strategies were, these expansions may seem to be tempting cecause of high profits and economies of scale but in practice it is immensely complex. It is important to understand why these Firms did expand, though companies internationally have experienced many benefits, turning them into potential global leaders in their respective sectors, the intricacy of the international business also brings a lot of risk with it.

Motivation theory examines the process of motivation. According to Amstrong (2006), it explains why people at work behave in the way they do in terms of their efforts and the directions they are taking. It describes what organisations can do to encourage people to apply their efforts and abilities in ways that will further the achievement of the organisation’s goals as well as satisfying their own needs. It is also concerned with job satisfaction-

Eisenhower’s statement “Motivation is getting people to do what you want them to do because they want to do it.” (Achim, Dragolea, & Balan, 2013) Motivation is art; it is also a power that affects people actions. Indeed not every human being can motivate, but also every human being can be motivated. In performing such a process in a company; it is favorable for the company to know the possibilities and ways of reasoning that would work for each employee according to their targets and parts of interests; then the company would easily desire more and more from those whom they managed to motivate, moreover this process will always work in the benefit of both companies and employees. Motivation is one of the most important things that the human resources department in any company must show a great concern, because through motivation the company could earn more profit, gain a better reputation, and finally satisfy their own

An organisation’s culture is defined as the values, attitudes and beliefs of the people working in an organisation that control the way they interact with each other and with external stakeholder groups. It defines what is ‘normal’ in an organisation, suggesting that it is possible for the same employee to act differently in different organisations. The reason why culture is important to a business is because it gives the business a sense of identity and shows how the people within the organisation view the world and respond to it in trying to achieve certain goals. Also, the culture of an organisation is a powerful force in any

Motivation is a complex phenomenon which is influenced of individual, cultural, ethnic and historical factors. According to De Cenzo et al., (1996), people who are motivated use a greater effort to perform a job than those who are not motivated. Motivation can be defined as “a series of energizing forces that originate both with and beyond an individual’s self”. These forces determine the person’s behavior and therefore, influence his/her productivity (Jackson, 2005). In other words this means that all thinkable factors of physical or psychological aspects that we interact with, leads to a reaction within our self or of the entire organization.

Motivation can be defined as psychological forces that determine the direction of a person’s behaviour in an organization, a person’s level of effort and persistence in the face of obstacles (Jones & George, 2016). It is also the work a manager performs to induce subordinates to act in the desired manner by satisfying their needs and desires. It is concerned with how behaviour gets started, is energized, sustained and directed towards attaining a goal. It is characterized by being personal and internally felt, complex as it differs between individuals, system oriented, positive or negative based on the implications and instruments used (Gupta, 2017).

Motivation can be defined as the intrinsic or extrinsic drive to meet expectation and accomplishment related to an activity. For organizations, some of the intrinsic drive is already held by the employee due to patterns of human behavior, personal character, and life experiences. However, the organization has a responsibility to motivate employees further in the workplace. This responsibility ultimately improves organizational performance. Taylor (2015) states, “motivation matters for organizations” (p.28). When this statement becomes reality, organizations will understand that motivation can be enacted through the work environment, relatedness, job resources and support, incentives, rewards, recognition, and feedback and consequences (Taylor, 2015).

With so many competing theories there is no generally accepted definition of motivation however, they all focus on factors that can energize, direct, sustain, or stop human behavior to achieve a desired objective (Gibson, et al., 2009; Robbins & Coulter, 2007). Understanding the motivation of employees is extremely important to managers and supervisors, especially in today’s industries with limited budgets and inability to reward workers financially (Sirota, Mischkind, & Meltzer, 2006). Well-motivated employees can lead to the result of higher productivity; higher performance and it can also help to improve the work quality and profits across all the departments. There are many theorists have complied their own conclusions and consequently a wide variety of motivational theory has been produced.

Surviving the existing competition and remaining profitable and relevant in the market is a challenge faced by every enterprise. In order to achieve this, different methodologies are available for use by different companies. One such avenue, which is probably the most productive, is the motivation of employees. Motivation refers to the creation of a friendly environment and provision of conditions that challenge the workforce to be better at their job. This ensures that the productivity is maximum, and the set goals and objectives are achieved with ease. In this accord, the role of employee motivation in the modern management cannot be overemphasized.

Motivation is considered to be one of the most powerful tools that enhances the behavior of the employees and allows them to continue in their job, it is an internal force that companies can use to satisfy certain needs to reach certain target. It is based on psychological needs that inspires a performance set by an objective. A motivated employee set his/her goals aligned with those of the company’s and does his/her best to achieve that.