Essay Sample on Motivation in Organizations in Saudi Arabia

Introduction

Employee motivation is one of the most striking aspects of any organization as it promotes departmental performance as well as overall organizational performance improvements. The motivation of individuals in an organization is critical and should be conducted on a regular basis to help in a performance improvement on both individual and organizational levels. It should be noted that culture plays a role in motivation as well as the methods applied. This study examines motivation in organizations in Saudi Arabia by reviewing various articles and research conducted on the topic of motivation. In this case, the research will review the effectiveness of multiple articles in explaining motivation in organizations in Saudi Arabia.

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The first article reviewed deals with motivating engineers working in Saudi Arabia. The author explains that people vary in needs, value, and systems of motivation; thus it almost impossible for management to tailor the objectives of an organization into individuals. The authors argue that human capabilities and performance depend on motivation which is a complex function in organizations (Burney, 2000). Grouping individuals in different demographics or occupation or function among others are one of the ways that can be applied while identifying specific values, dissatisfies, among others that have the potential to affect motivation at the workplace. Further, the article recognizes that the human effort in an organization is defined by the product of ability and motivation. The research question addressed in this article different dissatisfies that result in the low motivation for engineers working in Saudi Arabia.

The theoretical framework applied in the study is based on the different causes of motivation in organizations especially when it comes to fostering creativity. In this case, creativity is seen as the main focus of engineers, and their skills keep on increasing with experience (Burney, 2000). Therefore, the majority of engineers tend to be more committed to their work more than they commit to individual organizations. In the United States, a study examining the things that motivate people at workplace showed that most individuals are motivated by being held accountable to their work. In other words, giving workers the responsibility to work independently gives them the required motivation.

The methodology of this research was prepared in the form of questions which would eventually highlight various variables determining engineers' motivation. According to the author, the motivation of engineers is based on engineer specific and organization-specific variables. The study was therefore short survey examining the opinion examining the responses of 8 engineers who worked in the eastern Saudi Arabian province (Burney, 2000).

The results of this study indicated that motivation in engineering work is driven by various variables. The authors explained that the elimination of different dissatisfies touching on job, behavior, and environment contributed to issues of motivation at workplaces. Misuse of resources for engineers was one of the things that led to poor motivation in the workplace. Further, the results indicated that the provision of a conducive environment impacts the learning, growth, and motivation of individuals at the workplace. Lastly, the study explained that knowledge workers need to be placed where their strengths are more productive to obtain the best results in their performances.

The results of this research are significant in explaining the various motivations in organizations. The results of the research are applicable in different organizations because it argues that motivation in any organization is based on the type of job in question. In this case, the study explains that the when it comes to knowledge-based kind of work like engineering, it is essential to allow each employee to serve in areas that they are specially talented (Burney, 2000). In other words, knowledge-based work requires employees to be fully committed in areas where they can contribute fully.

A survey is examining the effects of communications from managers when it comes to training and motivation of employees when it comes to learning as an intervening variable. The research was based on organizational training and managers' communication which are seen as part of the training management issues (Ismail, Foboy, & Mohamad Nor, 2018). In other words, training and learning are some of the things that are used in organizations to improve competitiveness as well as performances in different companies regardless of their places of origin. The study examined the relationship between managers communication the motivation to learn and required training in companies.

The theoretical framework underpinning this research is based on the effectiveness of communication and training of employees in order to motivate them (Ismail, Foboy, & Mohamad Nor, 2018). Management in organizations are the best individuals to motivate employees in organizations because they have the required authority. It is stipulated that managers' communication is an essential part of training and motivation.

The methodology used in the research was the application of the SmartPLS path model analysis. This model was utilized to examine the hypothesis and at the same examine the validity of all the instruments used. The study examined three different relationships. The first relationship examined between managers' communication and the motivations to learn. The second relationship between manager's communication and the applications to training and the last is the manager's communication and how they motivate learning and training applications. Manager's communication is essential in terms of delivery of adequate and timely information concerning the programs applied in training individuals. Delivery of appropriate information to the employees sets them to better training and also motivates their involvement in these practices (Ismail, Foboy, & Mohamad Nor, 2018). Managers can motivate employees to learn which is consistent and very intense. The intensity and perseverance are needed in learning because it involves changes in behavior and some other external stimulus. Note that the study hypothesized that managers' communication has a positive impact on learning.

The research finding demonstrated that managers have the capabilities to motivate employees to learn in various organizations. In this case, communication from management was a great method for promoting the learning especially because they provided the required and timely information (Ismail, Foboy, & Mohamad Nor, 2018). It is crucial for one to understand that the results of this survey can be applied in different areas and organizations in Saudi Arabia.

The research question can be said to be original and significant to the current issues affecting organizations all over the world. The questions addressed in the study are initial and used to explain the various problems of management involvement in motivation. The research questions could not be explored in any other way because it is fully examined. The study results helped in answering the questions of the proposed in the research. In this case, the research manager's communication is crucial in motivating employees in training and learning. In this case, it can be assumed that the managers are the trusted individuals in organizations as they are the people who are looked upon when it comes to critical business communications.

However, the research's limitations include the fact that it is a cross-sectional survey methodology which provides for questionnaire data. Purposive sampling techniques were applied in sample selection meaning that the research may experience various biases. In other words, the study is likely to experience selection biases, and representation of the results might not be effective enough. Such limitations are likely to affect the generalization of results.

Further, motivation in the field of architecture in Saudi Arabia is fundamental in fostering creativity. It should be noted that architecture is a creative field when it comes to design and any other aspects of its operations (ElMelegy, Mohiuddin, Boronico, & Maasher, 2016). Organizational creativity in architecture was examined in research for firms in Saudi Arabia. The research consisted of 210 participants in the architecture profession. The research hypothesized that organizational encouragement promotes positivity and motivation in organizations especially in Saudi Arabia architecture firms (ElMelegy, Mohiuddin, Boronico, & Maasher, 2016). Lack of negativity in the organization also has positive affecting the architecture firms in different organizations. Further, workload pressure in Saudi Arabia has a positive effect on architecture.

The theoretical framework of the research is based on the fact that architectures depend on their creative skills to effectively work and provide the best results in organizations. For an organization to gain the best results in the field of architecture, individuals must ensure that they motivate workers to be more creative in the firm (ElMelegy, Mohiuddin, Boronico, & Maasher, 2016). In this case, managerial encouragement, workgroup support, freedom, and challenging work are some of the things that allow architectures to be creative.

When it comes to the research methodology, a stratified random sample of 241 participants was conducts from five private architecture organizations in Saudi Arabia. To make the study more generalizable, the research considered demographic factors such as gender roles, nationality, position, and levels of education. The survey pertained provision of questionnaires were provided to the responders in email form as well as in person, and they allowed two months to fill them in their own time and with privacy. 18were never fully complete while 13 were either not returned or were blank. Therefore, only 210 questionnaires were used in the research. With such results, the sample size ranged from 23% to 64% for each organization (ElMelegy, Mohiuddin, Boronico, & Maasher, 2016).

The results of the survey showed that organizational motivation promoted creativity in architecture firms. The data indicated that the reduced negativity in organizations, having sufficient pressure at work, and provision of the required resources were significant contributors to motivation. Further, the organizational support, working together as a group, and handling challenging work in organizations also had a significant impact on individual performance.

The issues examined in this research were interestingly significant in addressing the issue of motivation in the organizations in Saudi Arabia. The research data was found from different organizations in the kingdom of Saudi Arabia, which means that the day can easily be generalized to firms in this region. Further, the research included about 210 responses from architectures in Saudi Arabia which is a large sample of data (ElMelegy, Mohiuddin, Boronico, & Maasher, 2016). This means that the research results are reliable in answering the question of motivation.

The survey had its limitations too. The first limitation is the sample size which consisted of only 210 participants taken from five different architectural companies in Saudi Arabia. The total size of the sample can be said to be very small for generalization purposes. Another limitation is the fact that the sample size was limited to the privately owned companies in Saudi Arabia that might practice creativity in a different way compared to the state-owned organizations. The third limitation is based on the fact that the findings were closely associated with...