Supervised by: Dr. Hassi
Prepared by: Rime Ouadi
Semester: Fall 2012
Course: MGT 4304 Organizational Behavior
Table of Contents
The Case of Sodexo Morocco:6
A brief company overview:6
Employee motivation: a top priority for Sodexo Morocco6
Sodexo’s employee recognition strategy:7
The expectancy theory at work in Sodexo:9
Critique & Recommendations:9
How Does Sodexo Morocco Motivate its Employees?
Since it was created in 2000, Sodexo Morocco has come a long way in terms of human resources management and employee motivation. The company strives to cultivate an environment in which employees feel incentivized, encouraged and even inspired to excel and realize their fullest potential. Employee motivation for Sodexo is very critical as it enables the company to attract and retain brilliant and full-fledged talents. In this regard, the company has developed a comprehensive employee recognition strategy that will be thoroughly developed in the paper at hand. Afterward, the expectancy theory ‘s managerial implications will be applied to the case of Morocco before ending up with a critique of Sodexo’s employee motivation strategy and some recommendations.
The Conceptual Framework:
Motivation originates from the Latin word ‘movere’ meaning ‘to move’ in English. Among other concepts in Organizational Behavior, the concept of motivation is so complex and intricate that a multitude of motivation theories have been developed to accommodate and incorporate the richness and diversity of human behavior within organizations (Nelson & Quick, 2008). By definition, motivation refers generally to all these forces that constrain and impel a person to act in a goal-directed and well-defined way (Slocum &Hellriegel, 2011). Nelson and Quick believe that motivation is a process that consists primarily in triggering and maintaining a goal-directed and ambitious behavior (2008). Specifically, employee motivation represents the employee’s inclination toward deploying a great deal of efforts in order to contribute to the organizational goals’ achievement. These efforts are usually governed and shaped by the employee’s capacity to fulfill some personal and individual needs (Gunkel, 2006). Phrased differently, employee’s motivation stems from the psychological need to meet some unfulfilled desires and valued goals. Employee research has been a flourishing with hundreds of research articles published on the topic. Some researchers have even classified motivation into some generic categories. Interestingly, employee motivation within organizations can be categorized into three types. Incentive motivation results when managers use incentives to motivate employees so they can receive a reward for their efforts. Fear motivationoccurs when employees are moved by the fear of losing their jobs; they will spare no effort to demonstrate an outstanding work for that matter. Last but not least, personal growth motivation refers to the process of helping employees strengthen their capabilities and skills giving them a meaningful reason to excel at work (Bruce &Pepitone, 1999).
One of the most important ways to motivate employees and align their efforts with the organization’s goals and objectives is through employee recognition. According to Steeves (2010), employee recognition is based on the employee’s past job performance and can be defined as the appropriate, honest, and visible demonstration of respect and appreciation of the employee’s contribution to the company. An appropriate recognition strategy is very critical to encourage and motivate employees to perform...