Company Motivation Policy

Often than not, motivation has been referred to as the internal psychological state that drives an individual to act in a particular. According to the Reeve (2014), motivation is viewed as the process of self-stimulating and stimulating others aimed at facilitating improved performance and achievement of the organization’s goals. Employee’s needs, values, views, and abilities are the core focus areas of motivation and the best work ethics is only achieved when there is a favorable balance among them. This paper is going to cover the need for motivation for both the organization and the employees and the generous holiday’s motivation policy. First and foremost, the need for employee motivation is an area that has been widely researched upon. First, employees usually have an expectation that their effort will lead to the desired result, Secondly, there is an expectation that once the organization goals have been achieved there will be rewards and there is an expectation that the rewards will be valuable (valence) to both the employees and the organization.

The strength of each of the factors positively contributes to the general effect of motivation. Further, motivation is affected by the personal goals and the organizational goals (Aguinis, Joo & Gottfredson, 2013). Thus, the company culture which states the company’s philosophy is a significant factor when adopting a motivation strategy. One significant question to ask is that does the company culture foster employees’ personal growth? For the employees to act in the organization’s best interests; the company culture needs to make them feel they “own” the organization. Additionally, generous holidays motivation incentive provides the employees with a feel free platform where they can share wide range of ideas. This get together moment can positively impact the organization especially the employees are from different backgrounds; the organization becomes their second “home.

” Not to mention, these generous holidays provide a great platform for discussing any changes that the organization may feel are necessary to take. Their response can help the organization in developing the logic of communicating the changes to the whole organization (Reeve, 2014). A number of studies have also revealed that these are the moments when the organizational leadership and management are great motivation incentive as it provides the employees with not only a chance to know each other outside the organization’s official setting but it also brings together employees from different departments even different countries( for multination companies). On the benefits part, they will not be realized immediately after the generous holidays are over; the employees will take time to implement the new ideas gained, for their increased dedication and commitment to be actively quantified (Aguinis, Joo & Gottfredson, 2013).

In spite of the fact the benefits take time to be captured in numbers Studies conducted in 2016 by Forbes revealed that generous holidays led to about 1 to 2 % increase in the total productivity of the employees. For instance, if the productivity if the gross revenue of the company was about 340 million dollars, the annual generous holidays have the ability to increase that amount by around 5% which translates to around 17 million dollars. The opportunity cost that faces the company is that the other employees may feel left out and thus increase the likelihood of them performing slightly below their normal levels (Shahzadi et al, 2014). Moreover, the company operations may not run as smoothly as normal because the company will be deprived of the top-notch employees' skills and expertise for the period of the generous holidays.