An effective and efficient workforce is one of the most important resources that business organizations can have. Credible management of a workforce improves the effectiveness and efficiency of the taskforce in executing the assigned duties. A reliable and credible workforce is characterized by high levels of motivation and determination towards executing the various tasks presented by the management. The motivation of a workforce depends on factors such as employee satisfaction, worker's inspiration, and high profitability trends. The motivation of employees can be negatively influenced by internal factors such as poor remuneration, unfavorable working conditions, and poor work ethics and values. Besides, external factors such as the collapse of a regional markets deteriorates the inspirations of employees in motivation. The management of an organization is responsible for drafting of interventions that can manage the motivation of employees during difficult moments.
The solutions gathered from reading the study case are not all relevant in managing the motivation of members of a workforce during unstable economies. The study case depicts the way Morgan-Moe drug stores is struggling to maintain a motivated workforce. The region's market is an external environment of the organization and it affects the employee’s motivation through the occurrence of regional market uncertainties. The problem facing Morgan-Moe drugstores is emanating from uncertainties in the external environment (Bennedsen et al., 2019). The influence of collapse in the regional market on the performance of the organization has resulted in shifting from high margin to low margin productions. The move of the company to shift focus on low margin products ensures that the business organization realizes significant profit to sustain its operation during the difficult economic period.
Delegate your assignment to our experts and they will do the rest.
Another demotivating factor to the employees of Morgan-Moe is the interference of the media into the affairs of the organization. I find the idea of the Morgan-Moe drug store of laying off some employees at this trying time irrelevant amid the crises facing the organization. The action of laying off employees has resulted in more problems caused by the reaction of the media and the "IHATEMORGAN-MOE" blog which is operated by former employees of the institution. The delay of Jim Claussen, the vice president of human relations, in addressing the situation caused by the collapsed regional market results in loss of employees' loyalty.
The organization's human resource provides an intervention that has five programs that address the issue of a demoralized workforce. Jim Claussen provides the management with an intervention that the managers can use in managing low motivation among the various members of the workforce. The first program suggests that the managers could solve the status quo by keeping the employees at a state of incommunicado (Bennedsen et al. 2019). The first program advises the managers to maintain focus on the initial strategy of reducing the workforce through layoffs and ignoring to address the employees concerning the subject matter.
The first program proposed by the human resource department is irrelevant and does not address the problem facing the workforce. The program bases on the assumption that the current condition will stabilize without the need to communicate with the workforce. Program one does not offer a solution to any of the identified problems from the case study (Bennedsen et al. 2019). The main problem facing Morgan-Moe drug stores include the changing nature of work, loss of experienced employees, different goal setting, the continued downsizing of the organization, and lack of justice in the organization. The suggestions offered by program one of keeping employees incommunicado does not address any of the above concerns of the workforce.
Program II suggests that managers should analyze the data concerning the absent employees. The program advises the managers to offer counseling to the employees on how control some of the destructive habits such as absenteeism will affect their productivity. The program perceives the issue of absenteeism among the workforce as an indicator of rebellion and demoralization of the employees. Though the program is relevant in assuming that absenteeism is a sign of reduced morale among the task force, I feel that the program is irrelevant in the solution it offers to the managers. The program recommends that managers should offer to counsel the task force and do nothing more. The solution offered by the program is naïve to the needs of the workforce. The solution fails to address the main problem causing the absenteeism cases (Bennedsen et al. 2019). The solution offered by program II fails to recognize that the main problem threatening the composure workforce is the uncertainty of their jobs.
Program III suggests that managers should analyze the employees' performance in sales and inventory replacements. The program suggests that managers should offer to counsel to the employees who have not performed well. I feel that the program is out of order to assume that the poor performance of the employee can be improved by advising the work force. The program is irrelevant and ineffective in solving the problem of job uncertainty that mainly affects the morale of the employees. The media pressure that is projected by the laid-off employees through the "IHATEMORGAN-MOE" blog is causing reduced loyalty among the workforce and therefore resulting in increased absenteeism.
Program IV suggests that managers should analyze the absenteeism and performance of the employees. The program requires the various managers to engage the employees in a debate to discuss various interventions that could solve their problems effectively. The program identifies that the inclusion of the employees in decision making processes is a way of solving the issue of low motivation among the workforce. The solution offered by the program is sufficient in addressing the challenges facing the workforce. The program is effective in involving the employees in deciding on issues that affect their morale because, by so doing, it increases the chances of harnessing practical solutions from the employees (Kirmani et al. 2019). Besides, the program suggests a series of debates between managers and employees. Frequent debates between the workforce and the managers will allow managers to keep track of the employees' level of satisfaction.
Program V, provided by the resource manager, presents to the management with a proposal to engage the workforce in a dialogue about the challenges that demoralize the employees. However, the program suggests that the manager should keep the employees at a state of incommunicado concerning the profitability information of the Morgan-Moe drug stores. I feel that the solution offered by the program is insufficient in addressing the problems that demotivates the workforce because it limits the ability of the workforce to access information. The solution does expose the employees to the company's profitability information. Allowing employees to access information regarding an organization is a sure way of earning the loyalty of the employees (Kirmani et al. 2019). The intervention offered by the program risks demotivating the employees more because it does not give them the freedom to access information regarding the productivity of the organization. Access to information is important because it aids in the process of decision making.
The management should use the managers should resolve in using the solution that is offered in program IV. The employees should engage in a debate with the managers concerning the problems that demotivate them. A debate will help the employees and the management of the organization to arrive at a conclusion that addresses the concerns of the employees. A debate is ideal in this situation because it will involve the input of the employees towards addressing the workforce problem in the organization. The program suggests that the managers should provide the employees with the information that they require concerning the productivity of the Morgan-Moe drug stores. The program suggests a relevant solution because the ability to access information will aid the employees in making sound decisions concerning their existence in the company. Besides, the suggestions of the program dictate that managers should meet with the workforce frequently and discuss issues that will help to boost the morale of the taskforce (Kirmani et al. 2019). Frequent conversions between the managers and the workforce will ensure that the negotiations result to a solution that meets the demands of the employer and the employees. Program IV is credibly sufficient because it is flexible to accommodate varied thoughts and opinions of employees regarding their work-related demands.
Conclusively, a productive workforce is an important factor in realizing success in an organization. The success of any organization depends on the input of the workforce towards achieving the organization's goal. However, the performance of a taskforce in achieving profitability requires sufficient motivation. The morale of the members of a workforce defines the dedication of the employees in performing their duties. The problem of the reduced motivation of the workforce at Morgan-Moe drug stores is caused by the external environment of the organization. The reduced morale of the employees results from the current uncertainties concerning their jobs. The employees feel insecure about losing their jobs without any compensation. The programs offered by the human resource to the management suggest different solutions to the problems facing the workforce at Morgan-Moe drug stores. It is only program IV that provides a relevant answer to the challenge facing the workforce.
References
Bennedsen, M., Tsoutsoura, M., & Wolfenzon, D. (2019). Drivers of effort: Evidence from employee absenteeism. Journal of Financial Economics, 133(3), 658-684.
Kirmani, S. S., Attiq, S., Bakari, H., & Irfan, M. (2019). Role of Core Self Evaluation and Acquired Motivations in Employee Task Performance. Pakistan Journal of Psychological Research, 34(2).
