Last Updated 06 Jul 2020

Employee Motivation Case Study

Essay type Case Study
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How can the management motivate its existing employee without giving financial benefits?


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To be able to know if implementing a competency-based planning program is a good strategy to boost up the morale and increase motivation of the employees. To know what other alternative benefits can be given to employees, aside from monetary benefits.

Has loyal customers
Has a facility that attracts potential customers and members. Weaknesses:
High turnover rate
Low morale and motivation
The company has no position description, job specification, system and procedure guides, HR policies and operational procedures. Opportunities
There are many social members that could further increase the company’s revenue. Threats
Competitors may hire the skilled employees who resigned from the company. There may be a decrease of job applicants in the future because of low morale and low motivation provided by the management of the company.


A. Free access to all facilities

During break time, each employee is given the opportunity to participate in the gaming facilities, entertainment and sporting activities. Employee, together with one family member they are also given discounts in the bars and eateries. Although employees are given free access of the facilities it will have a certain time limit of two hours in the use of the facilities. Discounts are only availed five times a month.

Employees will look forward into going to work because they will be motivated Increase in morale

Employees might get the habit of playing gambling games.
It will be a destruction to the employees because they will not focus on their job.

B. To give recognition with one day vacation for the most outstanding employee of the month.

To help motivate employees, this alternative course of action is about giving recognition to those deserving and outstanding employees in a monthly basis. We made it in a monthly basis so that it won’t be difficult for the management in evaluating its employees. To heat up the competition, this alternative will give one day all expense paid vacation (not convertible to cash) for two club premises alone whenever an employee gets a 3 consecutive recognition as the most outstanding employee of the month. SAMPLE EVALUATION

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Employees will be motivated to work
Employees will impress customers to come back.
Boost self-esteem, confidence and self-determination of the employees

Possibility of conflict to arise between employees
Additional expense to the company (club)

C. Implementation of position description, job specification, systems and procedures guides and strict HR policies and operational policies.

Attendance and Punctuality
Employees will be given a deduction from their salary for every minute of coming in late to their work. This policy will give a fair basis to all employees.

Employee Rights
Right of free consent
-people have the right to be treated only as they knowingly and willingly consent to be treated. Right of privacy
-people have the right to do as they wish in their private lives, and they have the right to control what they reveal about private activities. Right of conscience
-People have the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms. Right of freedom of speech
-People have the right to criticize an organizations ethics, if they do so in good conscience and their criticism does not violate the rights of individuals in the organization. Right to due process

-if people believe their rights are being violated, they have the right to a fair and impartial hearing.

EEO (Equal employment opportunity) policy
All individuals have equal opportunities in employment to all employees. No person shall be discriminated against regarding employment because of age, ancestry, color, disability, gender identity, marital status, national origin, parental status, race, religion, sex, sexual orientation, source of income, or veteran status. This policy includes the commitment to maintaining a work environment free from unlawful harassment. A staff employee who reports concerns that he/she has been discriminated against in violation of this policy shall not be subject to reprisal or retaliation for making such a report. Staff employees should immediately bring to the attention of the Office of Employee/Labor Relations or the Affirmative Action Officer any complaint of retaliation.

This policy applies to all terms, conditions, and privileges of employment including recruitment, hiring, probationary period, training and development, job assignment, supervision, promotion or transfer, compensation, benefits, layoff and recall, social and recreational programs, termination, and retirement. The Associate Vice President for Human Resources, reporting to the Vice President for Administration and Chief Financial Officer, is responsible for ensuring that University policies regarding the fair and equitable treatment of staff employees are carried out, including this EEO policy. Department heads, managers, and supervisors have primary responsibility for ensuring that employment decisions and the work environment are in compliance with this policy.

Their own work performance will be evaluated, in part, on the basis of their efforts and results in the area of EEO. A staff employee should bring any work-related issues regarding this policy to his/her supervisor, as with other types of employee concerns. A staff employee may also take such concerns to the Office of Employee/Labor Relations or to the Affirmative Action Officer. Every effort will be made to treat issues promptly, impartially, and confidentially with a view of arriving at fair resolutions. ADVANTAGES

To express the continuing practice of nondiscrimination in employment. Increase in morale
Employees will become disciplined.

Rebellion of employees against the policies
Employees are more of obliged rather than motivated to go to work Policies can be a source of frustration for the employees because they may be misunderstood some policies.

D. Implement a competency-based succession planning program

To implement the program, Tim Johnson must first identify the jobs that are valued in the organization. This could be done through job evaluation and recognizing the compensable factors of the company. It is also important to develop a plan on what certain positions are to be followed by subordinates when a certain position becomes vacant. The subordinates who will fill up the position will be evaluated through measuring their job performance, specifically by making comparison among the candidates who will occupy the position.

Employees have a clear career path in the organization. This may motivate employees to work for the organization. Increase in loyalty of employees which will lead to a decrease in turnover rate.

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