Organizational Behavior: Enhancing Employee Performance The video “RSA Animate – Drive: the Surprising Truth about What Motivates Us” is motivational theory by Daniel Pink.

Organizational Behavior: Enhancing Employee Performance
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Organizational Behavior: Enhancing Employee Performance
The video “RSA Animate – Drive: the Surprising Truth about What Motivates Us” is motivational theory by Daniel Pink. Pink is of the view that leaders and businesses need to use new approaches in motivating their workers, based on self-determination (Robins et al., 2017). Pink advices that human beings have an innate drive to be self-determined, autonomous and connected to each other. Therefore, organizations need to pay attention on this drive when managing the workers by creating an environment that supports the human innate need to direct their lives, create and learn about new things and to give their unwavering contribution to the organization and the world. These together Pink refers to as mastery, autonomy and purpose.
Based on Pink theories, I suggest culture change for Nestle. Nestle have a bad history; it is known as a company that does not treat its employees well. I therefore suggest solutions for Nestle based on Daniel Pink theories of mastery, autonomy and purpose.
The first step towards improving employee performance is to understand where the company want the employee to enhance their performance. After identifying the area that needs improvement, the managers will be asked to inquire from the employees in their respective departments regarding how they can be supported to increase their performance in that area. This approach is simply engaging the employees in identifying and determining the aspects that directly prevent them from doing their best. Therefore, the core concept behind improving performance for the Nestle employees to promote a culture of engagement where the employees are motivated empowered and respected. Promote a culture where the employees contribute directly towards the success of the organization. Have the managers having a clear definition of expectations, holding the workers accountable and focusing on delivering results. Studies have proven that most employees are in fact not engaged at work; according to one study, it’s fewer than 40%. Interest in employee engagement is essential; however, there is still a lot of misunderstanding due to lack of definition of roles, which leads to variation in operationalization and measurement ways.
Employee reward is an effective way to keep the workers motivated. There is a number of non-cash incentive reward system that Nestle can borrow from to help motivate the workers without necessarily having to use cash. For instance, the company can adopt a reward system where employees gain points on positive behaviour, outstanding performance, and professional development. This reward system could lead to high output from the employees, which will make the customers satisfied and thus make the company successful in terms of higher profits. This reward system is expected to empower and motivate our employees (Robins et al., 2017). This system will introduce cohesion between employees; cohesion is an indicator of employees’ better performance as they grow positive attitudes towards the company. Every engaged worker becomes aware of the business context, they make efforts to work with their colleagues with the aim of enhancing performance in their roles and job specifications for the both their benefit and for the organization. Rewards cultivate a positive attitude amongst the workers and as a result they embrace the culture and values of the organization. Rewards ensure the workers become enthusiastic about their job making them to always want to do more. When employees are given the liberty to think for themselves and positively contribute to decision making, they will always want the best for the organization.
Even as Nestle look to ensure the employees are engaged and motivated at the workplace, it also need to ensure that the employees are growing in terms of building themselves and their careers. Training is a perfect way to ensure the employees grow their skills and knowledge of the industry, training also increases productivity. Through training, the employees are able to acquire new skills and knowledge that aids them in executing their roles and duties. Not only does training and development increase the level of confidence among the employees, but also improves their performance by providing them with knowledge on undertaking organizational tasks. Confidence is boosted due to the fact that trained employees are more aware of their duties and tasks. This creates a sense of belonging among the employees, which in turn makes them feel as if they their employer organization and can only be able to reciprocate the same by doing the best that they can in their positions of employment. Employees are equipped with the right skills to aid them in their day-to-day duties, through training and development, which leads to an increase in productivity. And through training, the employees acquire skills that also aid them in handling challenges within the workplace during their execution of duties.
References
Robbins, P., Judge, and Timothy A., (2017). Pearson Education Essentials of Organizational Behaviour, 14th Edition.
The RSA. (2010). RSA ANIMATE: Drive: The surprising truth about what motivates us. Accessed 01 Jan 2020 https://www.youtube.com/watch?v=u6XAPnuFjJc