Application of motivation concepts in a modern organization

Rolling incentive pay into base pay (e.g. by granting "merit increases") has a compounding effect over time and Company will find simply have too much expense in fixed pay costs.

It also causes "pay compression", which prevents Company from differentiating adequately, in their pay, between outstanding and merely average performers.

Another important aspect of any program is gaining management understanding, support, and commitment. This means more than just a budgetary commitment or simple approval to implement various programs. The management team of “adidas Group” Kazakhstan needs a shared understanding of the importance of motivation and retention and how it relates to the way managers treat associates. Management needs to include commitment, sincere intentions, and the ability to “walk the talk” – to translate intentions into behaviors.

Managers also lead by their own example for subordinates - be passionate and energetic. If business leaders wish to have motivated, should demonstrate the attitudes, values, actions, and mindsets that they wish staff to develop and demonstrate. Better people managers create job satisfaction and more challenging work. They are also the front line providing recognition and rewarding creativity. In fact, they play a central role in most of the elements of the work experience.

An environment where it is safe to take risks and staff is trusted to try new things can be inspiring and motivate employees to try out new ideas and improvement initiatives. Discussion should occur where new ideas are tried but fall short of expectations so that lessons can be learned and applied to future ideas.

Managers should act as advocates. Where communication with other departments, external organizations or suppliers, and customers is required, leaders should act as an advocate for their employees and be a visible champion for them.

Motivated employees are crucial to a company’s success-this has never been truer than today, when margins are thin (or nonexistent) and economic recovery remains elusive. These hard bottom-line realities may also mean that managers can’t rely as much as they might have in the past on using financial incentives to drive employee engagement. 

The most important thing is to provide employees with a sense of security, one in which they do not fear that their jobs will be in jeopardy if their performance is not perfect and one in which layoffs are considered an extreme last resort, not just another option for dealing with hard times.

Some resistance of employees to change of reward or bonus system could occur. Change produces anxiety and uncertainty. Employees may lose their sense of security. They may prefer the status quo. The range of reactions, when change is introduced, is immense and unpredictable. No employee is left unaffected in most changes. As a result, resistance to change often occurs when change is introduced. . “adidas Group” Kazakhstan managers should be very careful during implementation of modifications and changes in employee motivation program. Resistance usually occurs due to absence of full information and clear understanding. Therefore, managers of company should be open to communicate with employees, provide them with all information they want to be acquainted with to make them feel comfortable and ready to help. 

In conclusion, any company will never fully optimize its organization’s performance without an incentive scheme, but just having one does not, in itself, guarantee improved performance. “adidas Group” Kazakhstan managers should be very careful during implementation of modifications and changes in employee motivation program. Resistance usually occurs due to absence of full information and clear understanding. Therefore, managers of company should be open to communicate with employees, provide them with all information they want to be acquainted with to make them feel comfortable and ready to help. 

The design of a really successful incentive scheme is an ongoing process. It is not just an event. Program should be tried, controlled, tested, improved and this process should be continuous as people needs and values changes over time.

The success of an employee incentive program design in another organization is not a predictor of its success in your organization. Copying other company’s plans and methods could drive to failure. Benchmark is the best decision in this case.

Nothing fails like success. Hanging on to design features or performance measures just because they brought success in the past, does not increase company’s chances of success in the future. On the contrary, it could kill employee incentive program.

“adidas Group’s” Kazakhstan success in terms of motivation its employees depends on modification of its motivation system and way of its implementation. Following statements proposed could be used in order to widen its system of motivation, make it more flexible and effective.

CONCLUSION

Motivation is taking new dimension in 21st century organization wherein special attention is being paid to the concept. Human resource departments now see it as one of the most important function they play to ensure the efficiency of the organization and “adidas Group Kazakhstan” is not an exclusion. Different motivational tolls and methods are used in different organizations; however, the essence remains the same. In order to be successful, organizations choose the best one and apply it with consideration of its employees’ features.

The main goal of this course paper was to investigate employee motivation tools and methods in modern organization basing on content theories of motivation and provide possible solutions to problems occurred and improve motivation program of the company.

Goal was obtained through sharing motivational system “adidas Group” Kazakhstan and its research, comparing the existing system with the motivation theories, identifying its strengths and weaknesses.

The results of investigations done could show the following conclusions that “adidas Group” Kazakhstan Ltd. is new company on the Kazakhstan market, and its management mechanisms are not functioning perfectly now. Therefore, motivational program of employees is not perfectly developed and has its advantages and disadvantages. The company applies such kind of motivation tools as compensations and perks, bonuses, motivation through promotion and fast career growth, etc. However, the system should be improved and several steps should be taken in order to implement the new modified program of motivation.

The third chapter proposes tools and methods that could be very useful for “adidas Group” Kazakhstan and could support already existing employee motivation program. These methods should be modified to be more appropriate for company’s staff needs. It should be taken into account that excellent motivation plan, program, tools and methods seriously depend on the way of its implementation. Employee motivation program should be supported by special requirements of its implementation. The second part of third chapter advises several most important key elements for successful implementation of incentive schemes and programs.

This proposed research could help to improve employees' performance at the workplace, to retain employees and to help company establish a good image. If a company's employees do not acquire this motivation then the company could lose large amounts of money, customers or even go out of business. On the other hand if that company's employees are well trained and motivated by their employers it could have great income potential, keep loyal customers and gain a lot of market share. 

Such kind of research within the company would help managers and leaders in our society to identify the things that they need to do in order to successfully motivate their employees to perform at their best.

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12. Clara Valencia, Motivation and Productivity in the workplace                       http://www.westminstercollege.edu