Mar 11, 2019 in Coursework

Organizational Management

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Employee Motivation

The motivation of staff members is becoming a crucial component in the contemporary organizations. Modern managers realize that the inspiration of the overall personnel in various fields of work determines the long-term productivity of the company. Google analysts are emphasizing that essential group cohesion among the workers is significant towards firm’s productivity, and team loyalty. As a result of this, diverse organizations adopt various tactical strategies to develop workers’ inspiration, and job satisfaction. Companies perceive it as an effective approach towards achieving their overall goals and objectives. Most predominantly, Fortune Magazine issues an inclusive list that entails 100 suitable companies that the job seeker needs to focus on. The 2015 rankings indicate that Google Inc. takes the first position as the comfortable organization to work for in America (Fortune, 2015). There are other firms that occupied the first ten ranks, such as SAS, Acuity, and Saleforce. These outstanding corporations seem to have almost similar strategies in promoting employee motivation, and group unity among the workers. Careful analysis of these companies proves that they have a distinct purpose that drives them towards success and productivity. This coursework seeks to elaborate the working settings in these firms from the context of group cohesion and staff’s motivation.

Adopting great salary scales is a vital component that seems to promote employee motivation, and group cohesion among workers. Paying the workers well will greatly improve their group unity and inspire them to work smartly in their assigned responsibilities. In particular, approximately 89% of staff members in Google find that the organization pays them reasonably (Fortune, 2015). Employees appreciate exclusive benefits and financial support that the company delivers to them. Additionally, SAS Company compensates an average earning of roughly $140,000 on yearly basis. The wage scales in Google and Acuity also lie on the same margin proving that money plays a fundamental role in inspiring employees to work efficiently. As a result, when the workers are compensated well, there is a high probability that they will reflect their appreciation in being committed to their respective duties. Owing to this, a manager should use salary increase as a measure of the overall employee motivation strategy. Besides, George Homan’s notion of exchange emphasizes that psychology is a crucial factor which plays a key role in development of inspiration of employees. His argument on the success proposition stresses that how a person’s activity is rewarded determines his/her devotion to the work (Trevin?o, 2006).

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Minimum surveillance among the staff is another decisive element. In these 100 ranked organizations, the level of supervision of workers is quite low. It promotes a suitable working environment for the staff to be innovative, precisely in Google, and open minded in generating ideas. Google enhances group cohesion through occasional participating with the community via Anti-Gravity games with regional tech smart high school students. By doing this the company issues support to the MICAH house for families and people who are undergoing housing problems. Acuity organization also immensely facilitates group unity through supporting the community. For instance, in 2014 the institution presented books exchange that constituted the collection of used books. The company awarded them to a local charity group (Fortune, 2015). It demonstrates how significant it is for an organization to promote group cohesion among the staff members. It supports the theory of Homan on the values proposition. He emphasizes that the value recognition in person’s action determines the frequency with which he/she is likely to perform the action (Trevin?o, 2006).

Suitable leadership strategies are another imperative component that implies to facilitate employee motivation and group cohesion. Managers have realized that leadership approach that conveys the distribution of information to all employees is vital in attaining workers’ motivation. The leadership approach needs to be free from demanding bureaucracies that prevent the distribution of information (Silverstein, 2009). A crucial example is the SAS company structure where the staff members can effortlessly communicate with the manager. At SAS Company, 85% of the workers accentuate that they regularly experience the transfer of information that is open and transparent (Fortune, 2015). Interestingly, 95% of the employees from SAS admit that they are capable of asking any impartial question and obtain a direct answer from the executive officer (Fortune, 2015). It has developed a respectful work experience at equilibrium and employees’ group cohesion.

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Entertainments sessions and dinner occasions are other momentous elements. Most modern business institutions regard entertainment as a major obstacle to concentration among the workers (Silverstein, 2009). In contrast, this does not apply based on the information collected by Fortune Magazine about successful organizations such as Acuity or Google. These companies put more emphasis than average firms on continual value of staff’s entertainment. The relaxation time is seen to maintain a platform for interplay, and enhance team spirit among the workers (Fortune, 2015). The essential example is Acuity firm that occasionally provides gifts to the staff including chocolates, chair messages, etc. Most importantly, various exchange notions, including George Homan’s approach, emphasized the imperative functionality that is promoted by the bonding activities towards facilitating group cohesion. George Homan stresses that these bonding activities strengthen employees’ motivation through maintaining unity, and demonstrating appreciation among them (Trevin?o, 2006).


In conclusion, motivation and group unity among the staff members are important factors towards modern organization’s success. Employees that are well paid are demonstrating a greater amount of motivation than those who are poorly paid. Today’s successful organizations are embracing minimum supervision strategy that has developed suitable working atmosphere among the workers. Managers are adopting effective leadership approaches and entertainment sessions to augment motivation, and group cohesion among the workers.

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