Resource 1

Resource Type: Scholarly article from the small business economics journal accessed via the SpringLink database.

The articles discuss the relationship between different organizational structures. It also considers whether there is an optimal organizational structure. There is an optimal organization structure. For organizations, the structure adopted depends on several things including age and number of employers. Though a flat organization system may motivate employees more than the hierarchical system, it may not be viable for big organizations with many employees.

Reference List Citation: Cosh, A., Fu, X., & Hughes, A. (2012). Organization structure and innovation performance in different environments. Small Business Economics, 39(2), 301-317.

In-text Citation:  (Cosh, Fu, Hughes, 2012, p. 310)

Resource 2

The resource is a scholarly article published in the International Journal of Business and Social Science and accessed from the ProQuest database.

The articles review the relationship between work motivation, compensation, and satisfaction. Utilizing the expectancy theory, the article suggests that employees have different expectations and are only motivated when the expectations are met. If an employee is satisfied with the current compensation offered, then the employee will be motivated. The articles concludes that fixed pay is more motivating as opposed to performance based pay.

Reference List Citation : Ghazanfar, F., Chuanmin, S., Khan, M. M., & Bashir, M. (2011). A study of relationship between satisfaction with compensation and work motivation. International Journal of Business and Social Science, 2(1), 120-131.

In-text Citation: (Ghazanfar et al., 2011, p. 130)

Resource 3

Resource Type: The resource is a published book accessed via the Saylor academy database.

In this book, special attention is being paid to chapter 17, which focuses on reward management and employee motivation. The management of compensation packages is significant in ensuring that employees are satisfied with the level of compensation they receive. This ensures that the productivity of the employees is not affected.

Reference List Citation: Price, A. (2011). Human resource management (4th ed., pp. 431-453). Andover: Cengage Learning.

In-text citation: (Price, 2011, p. 440)

Resource 4

Resource Type: The resource is a scholarly article published in the Journal of American Academy of Business and accessed via the Academia.edu database.

The article reviews the different motivation theories providing an explanation unto how motivation affects employee retention. Employee retention is significant in managing talent and increasing productivity. Among the theories presented is the Maslow’s Need Hierarchy Theory, which suggests that employees are motivated by their desire to satisfy their needs.

Reference List Citation: Ramlall, S. (2004). A review of employee motivation theories and their implications for employee retention within organizations. Journal of American Academy of Business, 5(1/2), 52-63.

In-text citation: (Ramlall, 2014, p. 55)

Resource 5

Resource Type: This is an online article published in the Linkedin and accessed from https://www.linkedin.com/pulse/how-great-leaders-use-technology-motivate-employees-sanjeev-verma

This is an online article written by Sanjeev Verma a Divisional Manager at Kaleido Technologies. He outlines how great leaders often use technology to motivate the employees. Technology can motivate employees through increased and efficient communication, collaboration, assessment, and training.

Reference List Citation: Verma, S. (2016). How Great Leaders Use Technology to Motivate Employees. Linkedin. Retrieved 27 October 2016, from https://www.linkedin.com/pulse/how-great-leaders-use-technology-motivate-employees-sanjeev-verma

In-text citation: (Verma, 2016)

Do you need an Original High Quality Academic Custom Essay?