he effects of employee motivation and social interaction



Week Seven Discussion


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Week Seven Discussion

Question One

It is crucial that employees feel valued and appreciated in a company, as this directly influences their efforts and loyalty towards the organization. Currently, there are numerous individual and organizational techniques that managers can use to ensure that their employees stay motivated. Managers can increase workers’ knowledge and skills as a source of motivation (Sekhar et al., 2013). Employees that are regularly trained are better motivated as they evaluate the opportunity to increase their productivity and competitiveness. In the increasingly competitive business environment businesses also have to ensure they use their employees as a competitive advantage. Companies can also rely on monetary rewards and compensation as a source of motivation. Financial rewards such as salary increases and bonuses increase employee motivation by increasing their productivity (Sekhar et al. et al.3). Employees whose salaries are subject to consistent and performance-based remuneration feel appreciated by their employers. Other techniques include working conditions, job satisfaction and, recognition. Companies should ensure that their workplaces are mindful of their workers’ demands (Sekhar et al., 2016). Workers evaluate workplace conditions as a measure of their value to their companies.

Question Two

Primarily the different cultures in which international organizations operate influence employee preferences of motivation. In capitalist societies, employees would prefer monetary remuneration as motivation and appreciation (Solomon et al., 2012). In other communities, workplace conditions and recognition would be the primary preferences of motivation. It is also vital to highlight that culture that determines employees’ background influences the means and content of motivation. Some cultures are more aligned to intrinsic motivation and do not prefer organizational recognition. They prefer more private and individual motivation, whereas other cultures are given higher value to public recognition. Thus, culture influences the delivery mode of motivation and content of motivation (Lin, 2011). Moreover, in some cultures, gifts are associated with everyday life, whereas in other cultures, gifts are associated with special occasions (Solomon et al., 2012). Therefore, in one culture, the gift will be evaluated as appreciation, whereas it will be evaluated as part of everyday life in the other culture.



Lin, H. F. (2011). The effects of employee motivation, social interaction, and knowledge management strategy on KM implementation levelKnowledge Management Research & Practice9(3), 263-275. https://doi.org/10.1057/kmrp.2011.21 ()

Sekhar, C., Patwardhan, M., & Singh, R. K. (2013). A literature review on motivation. Global business perspectives1(4), 471-487. DOI 10.1007/s40196-013-0028-1

Sekhar, C., Patwardhan, M., & Singh, R. K. (2016). Prioritizing the dimensions of employee motivation using the analytic hierarchy process. International journal of business and emerging markets8(1), 49-66. https://doi.org/10.1504/IJBEM.2016.073386

Solomon, O., Hashim, N. H., Mehdi, Z. B., & Ajagbe, A. M. (2012). Employee motivation and organizational performance in multinational companies: a study of Cadbury Nigeria PlcIRACST-International Journal of Research in Management & Technology (IJRMT)2(3), 303-312. http://eprints.covenantuniversity.edu.ng/id/eprint/4967

(Solomon et al., 2012)  (Sekhar et al, 2013) (Lin, 2011)



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