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Motivating a Cross/Multi-Cultural Workforce
Globalization has transformed nearly every facet of society including the modern workforce. As a result of the increased connectedness brought by globalization, todays workforce is increasingly diverse. Terry (2007) states that the modern workforce comprises people from diverse national and cultural backgrounds. This has presented new challenges for human resource departments by generating the need for promoting inclusivity amidst diversity. Similar to the experiences of modern business organizations, this Fortune 500 organization has a diverse workforce. One of the critical aspects of enhancing the productivity of a diverse workforce is employee motivation. The company requires a detailed plan for improving the motivation of an increasingly diverse workforce. This paper presents a coordinated and collaborative motivation plan for the companys workforce in order to increase their performance and overall organizational success.
Primary Variables/Incentives for Employee Motivation
A cross/multi-cultural workforce brings invaluable creative input to an organization because of the diverse cultures and backgrounds of the employees. However, organizations need to establish measures that enhance employee motivation in order to benefit from the invaluable creative input of such a workforce. According to Scandura (2020), the motivation process incorporates three components i.e. direction, intensity, and persistence. Direction refers to what an individual does while intensity refers to how he/she works, and persistence is how long the individual works. Based on these three components, the process of motivation requires leaders to energize the behaviors of their followers by meeting their underlying needs and drives. The next step is to direct the energized behavior towards organizational goals. Finally, leaders should sustain the behavior in order for the motivation to be effective.
In a typical Fortune 500 organization, employees are motivated by various factors including compensation or incentives. A good compensation system that is linked to the strategic goals of the organization is one of the primary variables of employee motivation in such companies (Groysberg et al., 2021). The other key variables for motivation include communication, recognition, a suitable working environment, and a clear path for career progression and development.
Motivating Staff...…motivated. However, an organization can motivate employees who do not respond to its motivational strategies by fostering open communication and encouraging feedback. Through open communication, the organization can identify what contributes to the lack of motivation of these employees. Feedback obtained from the process can then be utilized to make necessary changes to the motivational strategies.
In conclusion, motivation is an important part of efforts to enhance employee input into an organization and its overall success and productivity. Business organizations like Fortune 500 companies face the need to adopt effective motivational strategies to enhance their productivity. However, motivating staff has become increasingly challenging because of changes in workforce composition as well as the emergence of the remote workforce. Motivating staff in the remote workforce is more challenging than in the conventional office environment because of changes in the contextual demands of employees. Some motivational strategies that could help motivate such a workforce include enhanced communication, involvement of employees in decision-making, and development of digital competence in work teams. An organization can motivate workers…
References
Dryselius, A. & Pettersson, J. (2021). Motivation in the remote workplace. Retrieved June 10, 2022, from http://www.diva-portal.org/smash/get/diva2:1530501/FULLTEXT01.pdf
Groysberg, B., Abbott, S., Marino, M.R. & Aksoy, M. (2021). Compensation packages that actually drive performance. Harvard Business Review. Retrieved June 10, 2022, from https://hbr.org/2021/01/compensation-packages-that-actually-drive-performance
Terry, J. (2007). New Techniques for Training and Motivating Your Company’s Multicultural Management Team. Employment Relations Today, 34(1), 37-45.
Al., eds., 2004; Masicampo and Baumeister, 2011). Need Hierarchy Theory- Need theory is a combination of Maslow's "Hierarchy of Needs" and Herzberg's "Two-Factor Theory." It essentially goes beyond drive and says that humans have needs that must be satisfied; typically layered from survival issues upward. Once the bottom layers have been fulfilled (e.g. food, shelter, safety), then self-esteem, recognition, achievement and self-actualization, which are all workplace goals, become even more important.
Motivation Employee Motivation Managers and business owners know the importance of employee motivation to the success of their business. To that extent, they seek to understand it better for mutual success. Gateth R. Jones and Jennifer M. George, in their book entitled "Contemporary Management," define employee motivation as a combination of "psychological forces, which determine the direction" of an employee's behavior in an organization (Consador 2013)." They also describe it as an
Employee Motivation Intrinsic vs. Extrinsic Motivation refers to an act of arousing an individual towards achievement of a given goal or objective. It is a psychological undertaking that is aimed at influencing positivity in an individual or animal in order to decoy it into fulfilling an intended activity. Moreover, motivation is a feature used to encourage individual and group participation in procedures and approaches of achieving the set goals and objectives
"Maslow's central theme revolves around the meaning and significance of human work..." (Motivation Theorists and Their Theories) This is a theme that in encountered repeatedly in many existential views of human motivation. Maslow therefore developed his elegant but essentially simple theory of the different levels of human motivation. The basic human needs, according to Maslow, are: physiological needs safety needs; love needs; esteem needs; self-actualization needs Motivation Theorists and Their Theories) It must be
Better leadership skills and employee teamwork all determine the level of employee enthusiasm and motivation Sirota & Meltzer, 2005. Recognition of employees and boosting of employees morale are cardinal in the realization of employee motivation. Employees who are well motivated are more productive compared to those who are not enthusiastic. Colossal expenditures that are made by companies on realizing the employee satisfaction is therefore justified. Employee motivation is fundamental for
Employee Motivation The concepts and frameworks defined in Employee Motivation. A Powerful New Model (Nohria, Groysberg, Lee, 2008) encompass four main motivational drives, in addition to providing insights into how the complex system of managerial and organizational factors analyzed can be combined to create an effective foundation of motivation The drive to acquire, drive to bond, drive to comprehend, and drive to defend are the cornerstones of human motivation and must