Motivation Organizational Development

Question: Discuss about theMotivation for Organizational Development. Answer: Introduction In this era of globalization, organizations have realized that employees are their biggest assets. Therefore, the objective of the leaders and the managers is to keep employees motivated. Only a motivated employee can really add to the organizational development. The large and innovative companies like Google, Facebook and Apple have realized that motivation of employees is the basis of their innovation. Simply defined, the organizational productivity is the summation of the individual productivity of employees in the organization (Mody, 2012). Therefore, the success of the organization would depend on the productivity of employees. The objective of this paper is to analyze and discuss the impact of motivation on organizational effectiveness. Analysis Cerasoli Ford (2014) argued that motivation is one of the key drivers for individuals and organizations to perform. The individuals and organization can have an outstanding performance only when they are motivated to achieve their goals and objectives. The biggest for any organization is the people that they have. Therefore, the motivation of employees can actually make or break the organization. Regardless of age, structure or motivations,one thing seems certain.Most companies needto be innovative and embrace change if they are to thrive. It is important that Leaders should challenge the workers to face difficult challenges in order to grow and reach their goals. Adaptive leaders mobilize, motivate, organize, orient, and focus the attention of others (Northhouse, 2016). If the leader is able to motivate his workers through appeasing their feelings this should also, please the stakeholders for the productivity should also increase. Happy workers usually give better effort to reach g oals and thus productivity should also increase increasing profits if all is managed properly. It is believed that the greatest challenge for any company that develops a robust strategic plan is how to execute. Hours are spent upon the creation of the business strategic plan that maps out the goals of the organization. Yet much is not considered nor given to the detailed tactical plan of execution. Little guidance of the step by step means on how to reach the strategic goal (Lutze Gani, 2010). The organization can achieve its strategic objectives only when it has got the support of motivated employees. In an organization, the employees can work with 100% dedication only when they are satisfied with their role and job and the employees can not be satisfied unless and until they are motivated to do their work. Therefore, it can be said that motivation is the key for organizations to perform. In an organizational setting, motivation of employees would also depend on the abilities of leaders to keep employees motivated (Calabrese, 2012). The motivation would depend on the leadership strategies and the culture developed by leaders and employees. The leaders would find it easy to keep employees motivated in a small organization. However, this may be difficult for the organizations that have to manage their business in different geographies. When teams dont share physical space, it can be challenging to effectively communicate so virtual team leaders or managers need to find ways that makes it easier for these teams to effectively facilitate communication. Its also important to ensure the re is a way of monitoring and reporting progress as well as potential pitfalls on a regular basis because it will keep team members on track and accountable. Organizations need to continue to look forward, Themostsuccessful organizations have the ability to adapt quickly and take advantage of market changes before slower adapting organizations, thus staying ahead of the competition while providing better service. When expanding large companies good communication is needed to convey ideasthat expressthe need for change to stakeholders and workers. Good communication is not just data transfer. The motivation level of employees would also depend on the collaboration among the employees. It seems that major corporations are doing less and less collaboration and it is effecting more than just their employees it is effecting their organization. There was a time not so long ago when employees worked for companies until it was time to retire 30+ years. Those days are gone longevity of organizations and employees is a thing of the past the new career path get in work for 3-5 years learn as much as you can then move on. It is important to keep empl oyees motivated so that they can give their best to the job. When the employees are motivated on a personal level, they seem to work harder and are more readily adaptable to change and innovations throughout the business (Legault, 2012). There most certainly needs to be collaboration and cohesion amongst each group, big choices that have to be made should be made when everyone is in attendance and everyone is in agreement, no one person should be made to feel as if their decisions are not a good one and they should be able to voice their concerns. For the high productivity levels of employees, it is important that a strong team should be formulated where all the team members are motivated to give their best so that the organization can achieve its goals and objectives (Schneider, 2012). Often the teams are formed from several different other teams, there has be cohesiveness within the team simply pulling different employees from different teams and putting them together can be catastrophic it is more important to ensure all team members complement each other and have communication skills. It seems that companies are rushing to finish a project but forgetting about quality of the completed project and the relationship of the team members.Human Resources does have an important role. They must carefully choose a team that will be able to meet the needs and high demands of thecontinuous change. When theright team is put in place much can be accomplished. Training is another factor that is very important (Srivastava, 2012). Proper training of all team members allows for good outcomes. It takes a lot of time and effort to train employees but it is well worth it when training is done effectively. Team capabilities and knowledge are also important. Conclusion The above essay discusses the relationship between the motivation level of employees and organizational productivity. With the above discussion it can be said that both these variables have a direct relationship. It means that the organizational productivity would certainly depend on the motivation level of employees. The employees can work with 100% commitment and dedication only when they are motivated enough. Therefore, motivation of the employees is a direct driver of organizational productivity. This statement holds true across different industry verticals. The organization of multiple size, small or large, can feel the same. In fact, inside an organization, different teams can have different productivity levels due to the difference in their motivation levels. Therefore, it can be concluded that organizational leaders and managers must establish a culture where employees can work high motivation level and it would improve the overall productivity level of organizations. References Calabrese, A., 2012. Service productivity and service quality: A necessary trade-off?.International Journal of Production Economics,135(2), pp.800-812. Cerasoli, C.P., Nicklin, J.M. and Ford, M.T., 2014. 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