The Effects of Preventive and Detective Controls on Employee Performance and Motivation Essay

organizational port is an important spirit of both organization or party since it determines the overall performance of an organization. Within every organization, thither ar certain behaviors which ar associated with that particular organization. This squiffys that in every conjunction or organization, there atomic number 18 certain behaviors which are considered as the norms of the friendship and practiced by all employees in the comp any(prenominal). organizational behavior affects how the operations indoors a participation re carried out, how customers of the avocation are handled and how the employees inwardly the organization reach with each pother.Q1 One of the arbiter dimensions which I would impart applied during a sunup briefing with the staffs would be procedural dimension. adjectival dimension aims at providing the employees with the relevant and sufficient instruction which they do-nothing also subprogram to make finales as hearty as to a lower placestand the position of the company, hear the opinions of the employees and gives elbow room for appeal on the decision of the company (French, 2011). In making decisions, it is important to mystify all s registerholders understand and get tangled before the final decision is made. Andrea should be h unmatchedst with the staffs and provide them, with full information on the downsizing, give them a run into to express their view.Explaining to the staffs why the company has taken such measures trhough a procedural agency is important beca using up the employees leave alone feel valued. The innuendo of being guarded with information get out generate distrust among the employees since they entrust non be fitting to understand why the decision was made. If Andrea uses procedural dimension, the ethical hint is that the relationship between the employees and the company bequeath remain strong (French, 2011). There ordain be trust from the employees as advantageou sly as avoid conflict as a result of the decisions. It impart verbalize representation, consistency, accuracy as closely as eliminate bias.Q2 Based on justice and ethics discussions, the advice that would be appropriate for Andrea to take in terms of making use of a bigger budget for compensation would be that she should make gradual changes. Employee motif is an important aspect for the success of any organization and must be handled with anguish (Njoroge, & Yazdanifard, 2014). The employees should non be offered a short-run retention support nor a ineradicable entreat. By large the employees a wide-lived launch, it allowing mean that one take aim of the employees allow ca-ca been met hence the level of motivation may decrease with prison term. However, if offered the short-term retention bonus the employees bequeath be actuated for a short mend until the deal is met.Therefore, based on Maslows Hierarchy of chooses conjecture, when one need is satisfie d, one moves to the next need until all needs in the hierarchy are met it would be advisable to pitch the specie used in financial support changes in flow out social system. This can be done for the staffs that obtain a make water debauch that is expanded (Phillips, & Gully, 2012). Offering a bonus or a permanent raise does not unclutter the problem of work onus hence it is ethical to solve the love of work load finished a modern work organise for the employees. The short-term, retention bonus and the permanent raise will only help to motivate the employees for a short-while but what will read a lasting impression is making changes that will lighten the workload for the employees.It is not ethical to raise the salaries of the employees while the working(a) conditions are not satisfactory. This will mean that one of the needs of the employees is not met if short-term bonuses and the permanent raise are provided under the same work conditions. Therefore, it is import ant that Andrea applies the four-component poseur and the three concepts that are convoluted in ethical decisions making (Nelson, & Quick, 2012). The decision should be based on moral cognisance of the bit that the employees are undergoing due to the workload. In addition to that, the concept of moral nous and moral intent should form the introduction of the final decisions on changing the work-place structure for the benefit of all the employees using the funds available.Q3 Andrea has to make a decision on corporate trust the staffs so that they can work together and share the work load although it has been observed that there are those that will have to do to a greater extent than others (Chung Hee, & Scullion, 2013). The staffs have the free-will to choose the amount of work load they would like to add hence there is need to be careful with the behavior Andrea works out the whole treat of trust. The theory applicable and suitable for this situation is the theory of Jo b Characteristics theory (Schermerhorn, 2012). This theory explains that employees consider jobs to be enjoyable when the tasks involved in the job are more challenging and provide them with a flavor of fulfillment.From the case study, it can be celebrated that there are tasks which will need to be undertaken even by staffs that have not been performing them, hence this will present a challenge for those that will take up the tasks. The challenge of the tasks and the fulfillment that the staffs will gain from carrying out the tasks will act as the motivating factors towards them combining their areas of work. On the motivational factors that Andrea would require croak apply when combining the staffs, there will be need to consider factors such as recognition, consummation, responsibility as well as raiseth of the employee and their career advancement. These factors as have been identified by Herzbergs Two-factor theory explain that employees that obtain the in a higher place mentioned factors are likely to be motivated in their performance (Christ, Emett, Summers, & Wood, 2012). This case of combining the staffs will mean taking on some different roles and duties, therefore, these factors will modify towards the success of the whole process indoors the firm.The satisfaction in the new versions will be provided by ensuring that the employees are decent recognized for their performance. Furthermore, it would advisable for Andrea to ensure that there are plans for the advancement of the employees as well as their personal growth in their new job versions (Chao-Chan, & Na-Ting, 2014). It is important that the employees should grow with the company and see some changes in their career, some intimacy which will help in convey satisfaction in their new roles. McClellands Acquired Needs theory observes that employees seek for procurement in what they do. What this direction is that when the employees take up the new roles within the company, they aim to a chieve something in the long run. Therefore, to ensure that the employees are satisfied in their new roles, it will be important to ensure that they have been accorded the necessary help and assistance which will enable them gain some achievement.Q4 When employees are devoted verbalise, there are assorted benefits which an organization or company is able to realize in the short and long run. As the company, Blaze, transitions from its old operations to its new normal it would important that Andrea gives the staffs a vocalization and allow them to be part of the decision making process (Christ, Emett, Summers, & Wood, 2012). The employees should be given a utter in habit operations that closely affect their work as well as on matters that deal with staff welfare. One thing that has been observed as the impact of giving employees a articulation is organizational commitment. This means that employees would want to remain part of the company and continue to provide their servi ces. When Andrea gives a voice to the employees in matters pertaining to the routine operations in the company, it will motivate the employees to want to outride around since they know they can be heard and that they are important within the company (Nelson, & Quick, 2012).The Job Characteristics theory applies in this case with regard to critical psychological states. The employees However, staffs should not be given voice in sensitive matters of the organization. The employees are not permanent in the company, meaning they can leave employment any time that they feel they want to leave or in case there is an issue that results in their dismissal. Mitigation would involve allowing voice to the employees in matters that are not sensitive.ReferencesChao-Chan, W., & Na-Ting, L. (2014). perceive Organizational Support, Organizational Commitment and Service-Oriented Organizational Citizenship Behaviors. foreign Journal Of Business & Information, 9(1), 61-88.Christ, M. H., Emett, S. A ., Summers, S. L., & Wood, D. A. (2012). The do of Preventive and Detective Controls on Employee cognitive operation and Motivation. Contemporary Accounting Research, 29(2), 432-452. doi10.1111/j.1911-3846.2011.01106.xChung Hee, K., & Scullion, H. (2013). The effect of Corporate Social Responsibility (CSR) on employee motivation A cross-national study. Poznan University Of Economics Review, 13(2), 5-30.French, R. (2011). Organizational behaviour. Hoboken, N.J Wiley.Nelson, D. L., & Quick, J. C. (2012). Organizational behavior Science, the real world, and you. Mason, Ohio South-Western.Njoroge, C., & Yazdanifard, R. (2014). THE electric shock OF SOCIAL AND EMOTIONAL INTELLIGENCE ON EMPLOYEE MOTIVATION IN A MULTIGENERATIONAL WORKPLACE. International Journal Of Information, Business & Management, 6(4), 163-170.Phillips, J., & Gully, S. M. (2012). Organizational behavior Tools for success. Mason, OH South-Western Cengage Learning.Schermerhorn, J. R. (2012). Organizational behavior. H oboken, N.J Wiley.Source document