The Essay Explores The Impact Of CSR, Motivation, Leadership On Organizational Performance.

Using the prescribed format, students will create an annotated bibliography on ONE theme relevant to organizational behavior.

The Effect of CSR Policy and Employee Motivation

Kim, C. H., & Scullion, H. (2013). The effect of Corporate Social Responsibility (CSR) on employee motivation: A cross-national study. The Poznan University of Economics Review, 13(2), 5-30

The focus of the paper lies on identification of the CSR policy that helps in motivating the employees within an organisation. The paper further focuses on the international business organisation for gaining the desired results. The authors used the factors stated by McClelland in his theory for unfolding the impact of CSR policy using in depth qualitative research on the organisations. On to it, the authors conducted their research on the international organisations of UK and Korea for identifying the different CSR policies incorporated in different cultural background and its impact on employee motivation. 

The strength of the article lies with the identification effective CSR policy in motivating the employees in different work culture. The application of the McClelland theory of motivation on the other helps in understanding the various needs of individual employee in the organisation and provides idea on how it can be managed under different cultural background. Lastly, the implementation of the qualitative methodology increased the strength of the paper by providing in depth comments on each of the factors involved.

The weaknesses of the paper on the other hand lie with the validity of the data. The absence of quantitative data on the other hand limited the efficiency as it fails to identify the rate of reoccurrence of similar results in on similar organisational settings in different companies. Limited verification of the results limits the assurance of the results identified from one workplace environment.

Conclusion

The authors in their paper concluded and established the link between the CSR policy and employee motivation and its positive impact on the same. The further identified various determinants such as institutional and political factors, and multicultural workplace considerably alters the relation between CSR policy and employee motivation across boundaries.

The source is relevant as it provides in depth information regarding employee motivation and the effect of CSR policy of the same. The results of the study further provides details on how CSR policy helps the organisations in keeping their employees motivated under different workplace environments. It also helps in understanding the cultural influence on employee motivation. 

Anja Van den Broeck is an assistant professor in University of Leuven. Willy lens is a faculty of psychology and educational sciences in University of Leuven. Hans De Witte is currently associated as a professor in research unit for work, organisation and personnel psychology at University of Leuven. Hermina Van Coillie is associated with Securex as a HR research expert.

Impact of Employee Motivation on Organisational Performance

Personal Conclusion on source

The article successfully aligns employee motivation and CSR policies, and helps in identifying the influence of the same on motivating the employees. The CSR of a company holds the interest of its employees that helps in job satisfaction. Individual motivational factors can successfully be tapped using companies CSR policy.

Muogbo, U. S. (2013). The impact of employee motivation on organisational performance (a study of some selected firms in anambra state nigeria). The international journal of engineering and science, 2(7), 70-80.

The article concentrate in identifying the relationship between employee motivation and organisational performance. The authors chose to conduct their research on 103 respondents form 17 manufacturing organisations across three of the senatorial zones of the states. Moreover, the authors implemented descriptive statistics for answering the research questions and prove their hypothesis. They further used spearman rank correlation coefficient in their hypothesis testing. The results reflects positive relation between employee motivation and organisational performance, where the motivated employees contribute greater towards the productivity of the organisation. The research further related the equity theory with employee motivation that stated that the fairness in the basic pay and incentive policy helps the organisation in keeping their workers motivated. However, the policy needs continuous change over time for gaining greater response from the employees.

Unlike other articles on employee motivation, the article focused on providing insight on the benefits of greater employee motivation. The research used the primary stakeholders involved and interrogated them on the topic for gaining insight. This provided concrete information of the motivational factor and helped identifying the perspective of the employees themselves. Another strength of the article is that it provides insight on the importance of incentive in motivating employees that will ultimately facilitate in gaining greater performance from them.

The major weakness of the article is that it failed to relate the research with process of motivation. It does not communicate the nature of the reward the motivates the employees. Moreover, this fails to identify the need the reward fulfils for motivating the employees.

Conclusion

The author concluded that rewards is the primary motivators in the manufacturing firms as there is significant decline in the employee performance in absence of the rewards. Moreover, need in periodical change in reward policy is also stated in the conclusion. Moreover, the author used the term commitment in the concluding para that signifies the driving factors of the employees in the organisation.

Unraveling the Importance of Autonomous Motivation

The article is relevant in the topic of employee motivation as it identifies the impact of the factor in the overall performance of the organisation. Moreover, it provides insight on the motivational factor that is reward, which helps the employers in keeping the employees motivated. Hence, it addresses the motivators that confines the focus of the report. 

Muogbo is associated with the Department of Business Administration Anambra State University Igbariam Campus, Nigeria.

Personal Conclusion on source

Employee motivation is one of the most significant factor that helps an organisation in controlling the performance. Moreover, the reward policy can be related with performance as it helps motivating the employees.

Van den Broeck, A., Lens, W., De Witte, H., & Van Coillie, H. (2013). Unraveling the importance of the quantity and the quality of workers’ motivation for well-being: A person-centered perspective. Journal of Vocational Behavior, 82(1), 69-78.

The study conducted by Van den Broeck et al (2013) implements self determination theory of motivation for identifying impact of different motivational factors that influence the employees for comparing and contrasting them in order to identify the affectivity of the same. The study further employs person-cantered approach. Moreover, the authors employees both the qualitative and quantitative approach for identifying positive and negative aspects of worker well being. The report divided the sample under four categories depending on the autonomous motivation and controlled motivation. The categories are high autonomous and high controlled motivation, high autonomous and low controlled motivation, low autonomous and high controlled motivation, and low controlled and low controlled motivation. The results reflect greater efficiency of the autonomous motivation of the counter component that increases the satisfaction level, further supplementing in employee performance.

The article uses both the qualitative and quantitative approach for identifying the intensity and repetition of the factors, which increases the reliability and applicability of the data. This can be considered as the strength of the article. The article further identifies the importance of the autonomous motivation and proves it greater effective compared to the controlled motivation. However, the weakness of the article as possible to identify is the information related to the motivational factors in controlled motivation. Moreover, the intensity of the controlled motivators are also left in a questionable position that limits the knowledge conveyed through the article.

Conclusion

The authors in their article concluded that the former two categories mentioned above reflects greater job satisfaction with work enthusiasm and lesser strain. The last two categories mentioned in the article reflects less job satisfaction with low engagement and higher strain. This reflects the short capacity of the external motivation that have effect on the individuals. This further points out at the importance of right candidate for the right job profile that will motivate the employees and provide greater benefit to the organisation. 

Impact of Transformational Leadership on Employee Motivation in Telecommunication Sector

This can be stated that the source is relevant as it reflects the factors that act as motivator among the employees. Moreover, this identifies the importance of internal autonomous motivation that further relates to the importance of selection process.

Chung Hee Kim is associated with Nottingham university Business School, University of Nottingham, Malaysia Campus. Hugh Scullion on the other hand is associated with Department of Management, National university of Ireland, Galway, Ireland.

Personal Conclusion on source

The research successfully conveys the relevance of autonomous motivation. However, the authors fails to identify both the controlled motivators and their intensity in the process of motivation. Hence, this report can be referred as incomplete as the controlled motivators with higher intensity might have the chance to over power he autonomous motivation.

Ahmad, F., Abbas, T., Latif, S., & Rasheed, A. (2014). Impact of transformational leadership on employee motivation in telecommunication sector. Journal of management policies and practices, 2(2), 11-25.

The article focuses on the identification of the impact of transformational leadership on motivation. The study had been conducted on the telecommunication industry in Punjab in Pakistan. The research was based on quantitative research method. The sample size selected for the study was initially 400 and the same number of questionnaires were distributed among the informants. However, due to the appropriate nature of the response and outlier trimming, only 294 was accounted and analyses. The received results reflects the importance of transformational leadership in employee motivation. The articles also discussed the factors of transformational leadership that have impact and regulates the level of motivation among the employees. Some of them are behavioural pattern, inspiration, encouragement and intellectual abilities of the leaders. This article prioritised leadership style over the external motivators.

The primary strength of the article can be contributed to the quantitative research method utilised in the research. This helped gaining idea about the extent of applicability of transformational leadership in employee motivation. Furthermore, the article also identifies the influence of transformational leadership among male and female employees in the organisations.

The weaknesses of the research fails to provide insight on the process of using transformational leadership for motivating the employees and how different aspects of transformational leadership that helps motivating the employees. Moreover, the research for the article limits itself in the telecommunication industry of Punjab. Hence, it is impossible to tell about the applicability of the leadership style on other industries such as manufacturing industry.

Conclusion

The authors established the relation between transformational leadership and employee motivation in this article. The concluded a positive influence of transformational leadership in motivating the employees.

The sources is relevant in nature as it identifies the influence of transformational leadership on employee motivation. This helps gaining knowledge about the applicability of transformational leadership in influencing employees.

Farid Ahmad is an M.phill student of Hailey College of Commerce, Oubjub University Lahore, Pakistan. Tasawar Abbas, Shahid Latif and Abdul Rasheed on the other hand are assistant professors of the same institution as Ahmad.

Personal Conclusion on source

This particular source attains success in identifying utility of transformational leadership in organisations for motivating its workers. The transformational leadership is known for its inspirational positivism. Hence, I agree with the authors about the positive influence of transformational leadership on employee motivation.

Ristic, M. R., Selakovic, M., & Qureshi, T. M. (2017). Employee motivation strategies and creation of supportive work environment in societies of post-socialist transformation. Polish Journal of Management Studies, 15.

The study focuses in identifying the motivation factors works for the employees in post-socialist societies. The authors adopted survey method for collecting data from 455 participant employees over industries in Serbian. The study identified fifteen different motivators that impacts on the employee motivation in the organisations. The study further communicates that most of the motivators that have impact are extrinsic motivators, which are mainly high salary. The other influential motivators that are found are promotion and health insurance covered by the company. Moreover, the authors in their research identified the influence of social and demographic factors such as gender, educational status etc. in determination of motivational factor.

The study identifies the influence of extrinsic motivators in post-socialist transformation. Moreover, this helped in categorising the motivators under various categories and ranking them basing on the priorities. The further strength of the article lies in identification of the demographic and social factors that considerably alters the motivational factors in the organisation. There is no as such weakness that can be found from the article. However, it fails in describing the impact level of intrinsic motivators on the employee motivation.

Conclusion

The authors concluded that employee motivation in post-socialist transformation depends on the demographic and social factors and varies accordingly. Different individual has different motivational need in a diversified workplace. Managers are responsible for the identification of he motivational factors for individual employee and address accordingly. However, the dominating motivator that have greater influence is the high pay scale.

The relevancy of the source lies in the identification of different motivational factors that work on different employees. This identifies the variants that determines the nature of the motivators. Hence, this article helps in understanding the impact of extrinsic motivators in employee motivation. Moreover, it helps determining which motivator will work better on the particular employee that will help better managing a diversified workforce.

Ristic, M.R. is a facility in College of Business Administration, American University in the Emirates, Dubai. Selakovic is a DOBA faculty of Applied Business and Social Studies, Maribor, Solvenia. Lastly, Qureshi is a faculty in the same facility as Restic. 

Personal Conclusion on source

The have significant influence as it helps identifying various factors upon which depends the nature of the motivators. In other words, various factors have direct influence over the motivator, which further justifies the Maslow’s need factor in motivational theory. Hence, this will help the managers in diversified workforce. This will provide greater insight on the individual need of motivation and address individual employees in the organisation differently according to the need of motivation.