Anchor Foods Employee Motivation

Executive summary

Anchor Foods encountered serious issues with low productivity and job dissatisfaction during the organisational change. Problems observed include lack of motivation and change in organisational culture. Number of theories suggest the direct correlation between low productivity and motivation as well as low job satisfaction and organisational culture. The recommended solutions include open manager-subordinate communication and collaboration and implementation of the group goal setting theory of motivation.

Problem Identification and Analysis

Anchor Foods’ employees displayed low productivity and low job satisfaction during the takeover. The change in the organisational culture gave rise to feelings of ‘uncertainty’ and ‘job insecurity’, which are factors of employee dissatisfaction (Reisel et al. 2010). The lack of motivation among employees is identified by the lack of ‘innovation’, ‘new ideas’ or ‘fresh branding ideas’, which led to low productivity.

It is vital that we consider organisational culture, leadership and communication as problems at Anchor Foods since it is clear that the managers were unable to maintain productivity or

The group goals not only create a sense of belonging and identity but also increase commitment to the organisation and to the group itself (Puusa & Tolvanen 2006). Furthermore, through the technique of forming relationships and identifying teams among employees additionally increases work motivation, which automatically leads to higher productivity (Vakola & Nikolaou 2005). In order to implement this theory the organisation must determine the objective to achieve organisational efficacy, accordingly creating specific group