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.
Use the same organization that you selected in Week 1.
Scenario:
Management has reviewed your work from two weeks ago about how the employees’ low job motivation may affect the company internally and externally and determined that there is sufficient evidence to support an organizational change. It has asked you to recommend changes that will help to boost employee job motivation.
Recall that a survey showed job motivation among employees was lower than average, with complaints such as:
My job is so boring!
My boss micromanages me but never tells me how I’m      doing.
I’ve been in my position for seven to fifteen years,      but I am never allowed to provide any input about making the work better.
Write a paper in which you:
Defend at least two organizational changes and      explain how these changes will improve job motivation in the workforce.      Support your recommendations by citing the theories covered in the      readings or your own research.
Assess potential conflicts that may arise due to the      changes, including why you anticipate these conflicts.
Justify a change implementation plan for leading the      change initiatives and helping the organization overcome any resistance to      the changes.

Justify an appropriate communication plan that      announces the changes and continues through the change management process.
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Analyzing Job Motivation Challenges at Samsung
Student name
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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
RUNNING HEAD TITLE
Change Management Proposal for Samsung
Student Name
Student ID
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Table of Contents
Introduction:……………………………………………………………………………………………………………………. 3
Description of Proposed Change: ………………………………………………………………………………………. 3
1.
Benefits to the Organization ………………………………………………………………………………… 4
Impact on Employees:………………………………………………………………………………………………………. 4
1.
Various Groups of Employees: …………………………………………………………………………….. 4
Anticipated Conflicts: ………………………………………………………………………………………………………. 4
Conflict Resolution Best Practices: ……………………………………………………………………………………. 4
Communication Strategy: …………………………………………………………………………………………………. 5
1.
Internal Communication: …………………………………………………………………………………….. 5
Conclusion ……………………………………………………………………………………………………………………… 6
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Introduction:
Samsung, the renowned global technology conglomerate, is grappling with organizational
behavior issues related to work motivation, findings from a recent analysis highlight. This
document aims to present a comprehensive change initiative that not only addresses these
challenges but also strategically positions Samsung to improve organizational performance
and increase employee satisfaction. Suggested modifications:
Description of Proposed Change:
Samsung, acknowledging the evolving landscape of workforce expectations and
motivated by insights into contemporary employee needs, is poised to implement a revolutionary
shift in workplace policies, as advocated by Johnson and Davis (2021). This innovative policy
initiative will provide employees with unprecedented autonomy, allowing them to choose
between remote and office-based work, reflecting Samsung’s steadfast commitment to
empowering its workforce.
The envisioned flexible work arrangement is not merely a response to the prevalent
remote work trends but a deliberate effort to enhance the overall well-being of Samsung’s
employees. By granting them the freedom to choose their work setting, Samsung anticipates a
significant improvement in work-life balance. Employees will gain greater control over their
schedules, reducing the stress associated with commuting and providing opportunities for a
healthier integration of work and personal life (Kinicki, 2022).
This change aligns seamlessly with Samsung’s core values, emphasizing innovation and
adaptability (Kinicki, 2022). By championing a flexible work arrangement, Samsung positions
itself as a forward-thinking organization that recognizes the importance of employee autonomy
in driving organizational success. In essence, this proposed change is not just a policy
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adjustment; it is a strategic move to revolutionize the way Samsung approaches work,
positioning the organization as a leader in employee-centric practices within the technology
industry.
1. Benefits to the Organization: Samsung’s dedication to innovation and worker welfare is in
perfect harmony with the proposed change. Increased productivity, increased job satisfaction,
and a boost to the company’s standing as an employer of choice are all advantages.
Impact on Employees:
1. Various Groups of Employees:
•
For office workers: They will benefit from more flexible work schedules, less stress from
commuting, and a better work-life balance, which will increase employee satisfaction and
engagement.
•
For workers who work remotely: The plan places a strong emphasis on better job
satisfaction, autonomy, and the possibility of higher production in a supportive remote
work environment.
Anticipated Conflicts:
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Before the change: Employee resistance since they were used to traditional office
environments and feared a loss of structure and teamwork.
•
During the change: As staff members become used to the new working standards, there
may be communication breakdowns and miscommunications.
•
After the change: Issues with fairness of treatment and cooperation between teams
working remotely and those in offices may surface.
Conflict Resolution Best Practices:
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•
Put into action a thorough communication plan that addresses expectations and issues,
guarantees openness, and promotes inclusivity.
•
Create a feedback system so that you can monitor employee satisfaction over time and
take swift action when problems arise.
•
To improve connectivity and communication and handle any technology-related issues,
offer training on remote collaboration tools.
Communication Strategy:
To ensure successful implementation, Samsung will adopt a multifaceted communication
strategy:
1. Internal Communication:
•
Announcements on the intranet explaining the benefits and justification for the move to
raise awareness and comprehension.
•
Virtual town hall gatherings to address issues head-on and promote togetherness through
Q&A sessions.
•
Consistent email bulletins and updates to alert staff members about developments and
impending changes.
1.
External Communication:
•
Press releases highlighting Samsung’s dedication to worker welfare and highlighting the
company’s people-first philosophy.
•
Social media posts emphasizing Samsung’s flexibility and progressiveness, which
enhances the company’s favorable public perception.
•
Working together with influential members of the industry to increase the beneficial
effects of the shift on the labor force and industry standards.
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Conclusion: In conclusion, Samsung’s planned implementation of a flexible work
schedule goes beyond the company’s current issues with employee motivation and instead
represents a bold move toward reshaping the nature of work in the future. Not only does it
represent a strategic solution, but it also perfectly aligns with the fundamental concepts of
flexibility and adaptability, reflecting Samsung’s dedication to innovation and employee-centric
ideals (Amabile, 1998). In addition to addressing present organizational challenges, this gamechanging change establishes Samsung as a leader in the field and sets new benchmarks for
developing a vibrant and driven workforce.
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References
Johnson, R. W., & Davis, L. M. (2021). Transformative Changes in Flexible Work
Policies. Journal of Organizational Innovation, 33(4), 112-135.
Kinicki, A. (2022). Organizational Behavior: A Practical Problem-Solving Approach (3rd
ed.)

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