Description
The course project has major assignments that will be due in Weeks 3 and 5. It will take more than a week’s effort to adequately complete them. Plan time to start the research and other work for those assignments earlier than the week in which they are due. Change Management – Using the same organization (Samsung) that you selected in Week 1, propose a change that your organization could implement that would aid it strategically. The proposed change might relate to some area of need, performance deficiency, or other opportunity that you observe in the organization. Note: You will be proposing a change initiative related to motivation in next week’s assignment. Accordingly, focus your change project for this week’s paper in a direction other than motivation. Write a paper addressing the following: Describe the change that you propose and defend its benefits to the organization. Evaluate how the proposed change may affect various groups of employees. Assess the conflicts that might occur before, during, and after the change, including why you anticipate these conflicts. Defend at least three best practices to prevent or resolve those conflicts. Justify the channels of communication the organization should use in implementing this change. Submission Details: Name your file: SU_MBA5001_W2_LastName_FirstInitial.doc. Submit your four- to five-page paper to the Submissions Area by the due date assigned.Submit your response using the lessons and vocabulary found in the reading.Textbook using – Organizational behavior a practical problem-solving approach 3rd ed. by Angelo Kinicki can use as a reference.
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Analyzing Job Motivation Challenges at Samsung
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Analyzing Job Motivation Challenges at Samsung
Introduction
In this paper, we undertake a comprehensive analysis of job motivation issues within
Samsung, prompted by discouraging results from a recent employee survey. We aim to discern
the underlying factors influencing job motivation and assess the internal and external
consequences of the identified challenges. Leveraging theoretical perspectives, particularly
systems theory, we aim to illuminate the organizational dynamics at Samsung. Introducing
Samsung as our subject of study, this paragraph briefly overviews the organization’s global
presence, diverse product portfolio, and industry leadership, setting the stage for an in-depth
exploration of its internal workings and the complexities of employee motivation.
Organization Summary
Samsung, founded in 1938 by Lee Byung-chul in Daegu, Korea, has evolved remarkably
since its inception (Bondarenko, 2024). Initially established as a trading company, Samsung
expanded into various sectors, including textiles, insurance, securities, and retail, before
ultimately focusing on electronics and technological innovation. The late 1960s marked a pivotal
shift towards electronics, laying the foundation for Samsung’s ascent as a global technology
conglomerate. Today, Samsung boasts a diverse and expansive product portfolio encompassing
consumer electronics, semiconductors, information technology, and telecommunications
(Bondarenko, 2024). From smartphones and TVs to home appliances and cutting-edge
semiconductor technology, the company has positioned itself as a key player in multiple facets of
the tech industry.
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With a global presence across Asia, Europe, North America, and other regions, Samsung
strategically operates in numerous countries. The company’s extensive distribution channels
ensure its products reach a broad audience, contributing to its widespread recognition and
popularity. In the competitive landscape of the technology sector, Samsung faces formidable
rivals such as Apple, Huawei, and Sony. This constant competition drives Samsung to innovate
consistently, fostering a dynamic product development and technological advancement
environment. Samsung is an established industry leader recognized for its innovation and
technical prowess. The company’s extensive product range, global market presence, and
commitment to technical excellence solidify its status, emphasizing Samsung’s significant impact
on the ever-evolving global technology market.
Job Motivation Survey Results
The average of motivation score among employees was discovered to be low when
compared with the industry mean. In addition, these results were complemented by the employee
comments that drew attention to specific pain points. The prevalent attitude found in the body of
employees clearly indicated a dissatisfaction for their occupations. Secondly, Managers’
behavior of micromanagement was raised as the employees needed more transparency about his
or her performance. Additionally, the research highlighted a major problem of very few
opportunities for staff to propose ideas or suggestions regarding how processes can be further
improved as is evident from comments commenting on an apparent lack of entry points even
after long periods. These findings demonstrate the need for a deeper understanding of domestic
factors influencing job motivation and suggest certain interventions as solutions to this problem.
Factors Affecting Job Motivation
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It is of great importance to understand the dynamics of an internal system that drives
employment motivation at Samsung from a systems view. This theory considers organizations as
complex systems linked together where a modification of one element causes vibration
throughout the entire construct. In terms of organizational behavior, systems theory offers some
insights into how the elements like leadership styles and communications norms prevalent within
Samsung have a bearing on issues related to job motivation. But if we consider an organization
more globally, it is possible to identify and address important internal and external factors that
affect employee motivation.
Within, ordinary tasks of work act as demotivating factors to a large extent that results in
apathy or boredom among employees. Their internal factors that may potentially threaten
Samsung include no job enrichment activities, lack of variety in the work tasks or ignoring
workers’ skill development. In addition, micromanagement culture within the organization is a
de-motivating factor because it eliminates trust and autonomy as no one ever stands alone.
Applying the leadership styles framework to Samsung has made it easier for us to determine how
micromanagement influences workers’ workplace culture. In addition, if outlets for employee
involvement are not available job satisfaction deteriorates because creativity and fun die.
External factors such as trends in the industry have a critical part to play when it comes
job motivation by influencing how relevant and important an individual considers his or her role
within that organization. Comparison with industry competitors helps determine whether
Samsung’s strategy corresponds to market tendencies. Employee motivation is also greatly
influenced by economic factors such as job security and financial stability (Ali & Anwar, 2021).
Analyzing conditions in job markets will give ideas as to how the external parameters of
economic factors affect or reduce problems with motivation for jobs at Samsung.
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Consequences of Low Job Motivation
Low job motivation within Samsung has several internal and external consequences.
First, there is the issue of internal loss productivity, as employees find it rather difficult to
maintain high level performance leading into a lower yield. The fact that productivity is lower
can be supported by data in any specific part of Samsung, revealing the true implications
emerging from a lack-motivated job on daily operations.
Second, high turnover rates emerge as one of the other major problems when it comes to
keeping talented employees. In the absence of motivation, retaining an employee may prove to
be a struggle because team dynamics and organizational stability can suffer (Al-Suraihi et
al.,2021). In addition, a bad corporate culture is formed which affects the teamwork and
cooperation negatively. The external repercussions relate to the lost reputation, impacting on
employer brand. Limited reputation will make Samsung unable to attract first-rate talent which
would affect recruitment efforts and create difficulties in ensuring a competitive position within
the market.
Conclusion
Based on these findings, the analysis of the challenges faced by Samsung regarding job
motivation shows that internal issues include monotonous work iterations, micromanagement at
undefined boundaries and limited opportunities for contribution as a result of systems theory and
dynamics governing an organisation. On the outside, trends and economics in an industry dictate
employee motivation. All the outcomes such as low productivity, high attrition rate and negative
organizational culture pose significant challenges to Samsung’s operational effectiveness of its
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reputation. Thus, dealing with these challenges is crucial to revitalize organizational job
motivation.
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Reference
Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’ Motivation and its Influence
Job Satisfaction. International Journal of Engineering, Business and Management, 5(2),
21-30.
Al-Suraihi, W. A., Samikon, S. A., & Ibrahim, I. (2021). Employee Turnover Causes,
Importance and Retention Strategies. European Journal of Business and Management
Research (EJBMR).
Bondarenko, P. (2024, January 11). Samsung. Encyclopedia Britannica.
https://www.britannica.com/topic/Samsung-Electronics
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