BUS 520 Leadership And Organizational Behavior

1. Motivating and managing workforce who is from different culture can be both challenging and interesting for a global manager. Thus, to motivate these employees to perform their job well the manager must ask the staff members to recognize the differences that they think are applicable to them independently. However, their comments can be used while assigning them their tasks, which are compatible with the employee’s personal as well as professional interest. Employees can be further motivated by asking them for suggesting markets, which appears to be pleasant for them due to their ease with various cultures. Thus, they can be further motivated to promotions and assignments so that their qualifications and skills can be diversely contributed in the workplace. Lastly, managers can motivate the employees on common attributes by widening the reach of management in imposing policies and rewards for the employees for achieving the company’s goals. However, among the theories of motivation the process theories defines and explains that how an individuals’ behavior is ‘energized’, ‘directed’, ‘sustained’ and ‘stopped. Therefore, for a culturally diverse workforce it has been seen that Equity theory that comes under process theories of motivation is very much applicable because this theory is about a person’s perception of getting a fair treatment in social exchanges that can further motivate them to enhance their productivity (Lazaroiu, 2015). Equity is said to exist when an individual perceives that the proportion of their efforts are equal to the rewards they are getting in the organization are balanced with what other employees are getting.  

2. The manager of the restaurant needs to motivate the servers working under him through the enlargement of the jobs. Money is always being a motivator but for a short term basis and therefore it is important for the manager to take care of the job skills of the employees working in the restaurants (Holman et al., 2012). In this aspect, it is important for the manager to make the tasks for the workers challenging and interesting and therefore, in this context, it is important to find out the way the designing of the jobs must take place. It is important to encourage employees and for this maximum investment must be done in the employees by offering them training and the learning mode of opportunities. It is important for the manager to give them tough and challenging works so that the staffs can complete the particular work in a deadline (Holman et al., 2012). For example: the servers who are bored after serving daily can innovate their job design by enhancing the scope of job by also allowing him to manage the cooking. However, before doing this, the managers are needed to motivate the workers who are working in the restaurants and make them aware about the rewards and recognitions that the employees can achieve. This in turn can increase the level of responsibility in a worker and make them aware about the importance of the job. Before assigning them any new task, the manager must check are the employees able to manage the other works if they are being assigned. (Holman et al., 2012; Major, 2012) The managers must take feedbacks from the workers who are working under him and try to solve the problems accordingly.

References: 

Holman, D., Totterdell, P., Axtell, C., Stride, C., Port, R., Svensson, R., & Zibarras, L. (2012). Job design and the employee innovation process: The mediating role of learning strategies. Journal of Business and Psychology, 27(2), 177-191. 

Lazaroiu, G. (2015). Employee Motivation and Job Performance. Linguistic and Philosophical Investigations, 14, 97.

Major, A. E. (2012). Job design for special education teachers. Current issues in education, 15(2).

Okoro, E. A., & Washington, M. C. (2012). Workforce diversity and organizational communication: Analysis of human capital performance and productivity. Journal of Diversity Management (Online), 7(1), 57.