Task 1: Motivate and participate with employees

Three different motivational theories

1. The Theory of Expectations presented by: Victor Vroom

2. Adams' Theory of Equity Presented by: John Stacey Adams

3. Skinner's Reinforcement Theory Proposed by: B.F. Skinner Skinner）

(b) Four ways to motivate employees

Using the Expectation Theory to Enhance Its Intrinsic Motivation The core strategy revolves around three key variables in the theory (expectation, instrumentality, and valence):

i. Align goals with capabilities: Set specific, measurable performance goals (e.g., 10 contracts signed up this month) instead of "improve sales performance"), provide resources and training, and conduct skills training (e.g., negotiation skills courses) to reduce frustration caused by incompetence.

ii. Strengthen "instrumentality" to reassure employees that "high performance will inevitably lead to promised rewards", and to pay bonuses, promotions, or commendations on time to build trust. Diversify reward associations and link performance to multiple rewards

iii. Increase the "Reward→Value" to ensure that the reward is something that employees really value. Personalized reward design, balancing material and spiritual rewards, combining rewards with career development and long-term value binding.

iv. Continuous communication and adjustment, and regular evaluation of changes in the importance of employees to rewards. Show employees the whole chain of "hard work→ performance → reward".

and (c) the benefits of employee motivation to the business and the positive impact of each benefit

(d) Financial and non-financial incentives

i. A way to use financial incentives to increase employee motivation

Performance-based bonuses and equity incentives implemented by Google. Engineers can receive high quarterly bonuses for completing core projects (e.g., millions of dollars awarded to the AI team for developing AlphaGo) Stock Options (RSUs) are granted to all employees, which are cashed out as the company's stock price grows. This approach has been effective, and Google has been selected as one of the "World's Best Employers" for many years in a row, with an employee retention rate of over 85% and a continuous leadership in innovation output (e.g., several patents per year)

ii. A way to use non-financial incentives to increase employee motivation

Create a positive work environment and optimize the physical and cultural environment. Set up a lounge area, fitness corner or recreational facilities. Hold regular light-hearted informal events (e.g., luncheons, afternoon teas). It can enhance a sense of belonging, relieve stress, and promote team cohesion.

Public recognition and recognition, publicly recognize employees for their contributions through meetings, bulletin boards, internal emails, or team groups. Set up the title of "Star of the Month" or "Innovation Expert", and award certificates or trophies. Invite outstanding employees to share their experience and enhance their sense of honor at all-staff meetings. For example, HubSpot's "Extreme Recognition Culture" in the United States publicly praises "customer first" cases at weekly all-staff meetings and awards customized trophies; Employees can send "Karma Credits" to their colleagues and redeem them for charitable donations or vacations.

(e) Reporting on the benefits of flexible working from home

Dear Management Team,

As work-life balance becomes more important, many colleagues are looking for more flexible working styles and working from home part of the time. This appeal is not only related to the personal well-being of employees, but also has a positive impact on work motivation and performance.

By giving individuals greater control over their time, space and life, flexible working from home effectively reduces the "passive consumption" in the traditional office model and brings people closer to their ideal living conditions. The psychological satisfaction, health improvement, and strengthening of family relationships that result from this autonomy are the core drivers of personal well-being. Reduce stress, improve mental healthAccording to a Stanford University study, remote workers have 25% lower stress levels and a 50% increase in job satisfaction (Bloom, 2015). Through the closed loop of "empowerment-adaptation-motivation", flexible work transforms employees from passive performers to active creators. When individuals feel trust and respect, their intrinsic motivation, creativity, and sense of responsibility are activated, which ultimately translates into higher performance outputs. Companies need to build a results-oriented culture and technical support to maximize the potential of the agile model. According to Desi's "self-determination theory", giving employees control over when and where they work can increase their "autonomy" and "responsibility", which in turn increases internal motivation (Harvard Business Review, 2020) According to the Gallup survey, flexible working employees are 17% more engaged than traditional workers and 23% more willing to work overtime.

While improving efficiency and happiness, flexible working and working from home need to balance the boundaries of self-management and collaboration, and be based on trust and anchored by goals to unleash individual potential and reshape the new paradigm of future work. Strategic choices to unleash the potential of employees in a scientific way. Global leaders (e.g., Microsoft, Salesforce) have proven their value in improving well-being, efficiency and innovation. The above is our point of view, and as an employee, we look forward to your open discussion and support.

Task 2: Employer-Employee Relationship

Affect the relationship between employer and employee

Employee engagement report

i. Benefits of Effective Employee Engagement

1. Complementarity between knowledge sharing and skills, collaborative innovation and experience sharing

2Improve efficiency and cost, and accelerate the achievement of business goals

3. Realized the change from quantity to quality

4. Improve employee satisfaction and retention rate

ii. Ways to improve employer-employee relations

Key points: 1. Regular feedback on the open-door policy: Encourage employees to communicate directly with management to express opinions or questions.

Transparent communication: Share company goals, decisions, and changes in a timely manner to enhance employee trust For example, Google's "TGIF" all-hands meeting, Google holds an all-hands meeting every Friday (Thank God It's Friday), where employees can ask anonymous questions. Executives must answer on the spot. For example, when an employee directly questioned the company's overpaid executives, CE0 explained the compensation structure on the spot. This practice makes employees feel valued and enhances transparency. It improves employees' understanding of the company's decision-making and reduces internal suspicion.

3. Flexible work arrangements that allow employees to work remotely for greater flexibility. Flexible working hours: Allow employees to adjust their working hours to their individual needs. For example, IKEA's "flexible working policy" allows employees to choose their office location (home, office, hybrid) according to their needs. Employee productivity improved and turnover decreased by 18%.

Why: These strategies build internal trust and are flexible and motivate employees

Task 3: Monitor and manage performance

(a) Monitor employee performance and support tools

and (b) the benefits of effective performance management and the benefits to employees

1. Benefits for businesses

Predictive of risks Timely stop loss, compliance risk warning, and incorporate compliance indicators into performance appraisal to better predict risks and solve problems

Improve efficiency at the operational level of the organization: Clear performance metrics and standards help standardize workflows and behaviors and facilitate communication.

Talent discovery can more accurately judge employees' abilities or suitable fields through performance, and dynamically match positions to improve efficiency

2. Benefits to employees

With opportunities to enhance career development, identify employee potential through performance reviews to help employees grow.

Transparency in promotion and promotion: A fair performance system provides a basis for promotion and salary adjustment, and employees can obtain a clear career promotion path through hard work.

Promote communication and collaboration, reduce misunderstandings, reduce information gaps between superiors and subordinates, and avoid conflicts caused by vague goals.

Optimize team collaboration: By aligning performance across departments or teams, employees have a better understanding of how to work with others and collaborate more effectively.

Task 4: Leadership and management 

Leadership Styles & Functional Management

Improve leadership and management in the workplace

There is a great need to improve leadership and management

Drive effective leadership with strategy, culture and tools, and reorient strategy with transformational leadership.

For example, Bass's theory of transformational leadership emphasizes the potential of teams through visionary motivation and individualized care (Leadership and Performance Beyond Expectations, 1985). After taking office, Microsoft CEO Satya Nadella shifted the company's culture from "sticking to Windows" to "cloud first", putting forward the vision of "empowering everyone in the world" to promote the explosive growth of Azure and AI businesses. By 2023, Microsoft's market capitalization will rise from $300 billion to $2.5 trillion (Refresh). Co-create strategic goals with the team on a quarterly basis (refer to Google OKRs). Set up a "failure review meeting" to encourage trial and error (modeled after the Amazon Leadership Code).

2. Optimize execution efficiency with agile management

Drucker's Management by Objectives (MBO) is dynamically combined with OKRs (Measure What Matters, John Doerr, 2018).

Huawei's "Iron Triangle" model (account manager + solution expert + delivery expert) breaks down departmental barriers, and frontline teams make direct decisions. In 2019, the share of 5G orders in the Middle East market increased from 15% to 42% (Huawei annual report). Use Power BI to monitor progress in real-time on top of building cross-functional teams, such as the Spotif y "squad-tribe" model, and iterate on weekly adjustments.

3. Enhance team resilience with a culture of empathy

Google's Oxygen Program study found that the core traits of high-performing leaders are "focus on employee growth" and "clear communication" (MIT Sloan School of Management, 2019).

Starbucks regional managers develop new store managers through "situational leadership" – hands-on coaching at the beginning, opening up budget autonomy as mature, and reducing regional margin differentials by 18% (Harvard Business Review). Consider a one-on-one monthly interview to customize a development plan. Promoting "No Accountability Review"

4. Technology empowers management efficiency upgrading

With AI-assisted decision-making, Walmart uses AI to predict supply chain demand and increase inventory turnover by 22%. Establish a management network platform Midea Group has built an approval system through Jiandao Cloud, reducing the process time by 65%;

Core conclusion**: Leadership improvement requires "strategic leadership + cultural foundation", and management level upgrading relies on "agile methods + technical tools". Through slow progress and benchmarking learning, we can achieve a two-way win-win situation for individuals and teams.

References