Employee Motivation - All About Analytics

Extract

[...] As a consequence, successful management of cultural diversity depends on the preventive approaches to the comprehension and resolution of the linked individual, organizational, and contextual interactions. By recognizing differences as building blocks and business edges, companies might help their employees raise the bar and thus achieve long-term success and innovation (Moorman, 2020). Through continuous mastering, adapting, and an inclusive approach to leadership, organizations can create a workplace where every individual feels as equal and as respected as anyone else to contribute their unique talents and perspectives to accomplish common goals. References Ellestad, A. [...]

[...] Motivation is another important factor in leading culturally diverse teams. Multiple motivational theories give an understanding of how people from different cultural contexts can be motivated in the workplace. For example, Maslow's Hierarchy of Needs suggests that individuals are motivated by a set of needs, i.e., physical, safety, social, esteem, and self-actualization, and manifested differently in different cultures. According to the Two-Factor Theory of Herzberg, hygiene factors are differentiated from motivators (Tumi et al., 2022). Consequently, intrinsic motivators such as recognition and achievement are stressed as the key factors of employees' job satisfaction. [...]

[...] (2020). Commentary: Brand activism in a political world. Journal of public policy & marketing, 39(4), 388-392. https://journals.sagepub.com/doi/full/10.1177/0743915620945260 Tumi, N. S., Hasan, A. N., & Khalid, J. (2022). Impact of compensation, job enrichment and enlargement, and training on employee motivation. Business Perspectives and Research, 10(1), 121-139. [...]

[...] For example, cultures based on collectivism may favor team recognition and collaborative success over personal accomplishments (Ellestad & Winton, 2023). Unlikewise, in individualistic cultures, individual awards and chances for upward mobility may be admired more. Through the utilization of motivational theories intertwined with cultural knowledge, leaders can formulate specific motivational approaches that stimulate involvement, satisfaction, and performance in diverse teams. Types of Leadership Power and Political Factors French and Raven's Five Bases of Power provide significant knowledge about the complexity of leadership in culturally diverse teams. [...]

[...] Herzberg's Two-Factor Theory explains the motivational factors that can influence international teams even more by drawing a line between hygiene factors and job motivators. Hygiene factors, which include work conditions and remuneration, are considered basic for job satisfaction but likely will not necessarily lead to an increase in job motivation and satisfaction. Motivators, on the other hand, are intrinsic factors like recognition, achievement, and growth opportunities that accelerate job performance and satisfaction. Understanding what motivates cultural differences and nuances in hygiene factors is essential for devising strategies that work effectively for different teams' members' value systems and preferences. [...]