Question Tag: Motivation

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b. Explain briefly THREE implications of expectancy theory for management. (6 Marks)

  • Motivational Effort: Expectancy theory suggests that employees will put in more effort when they believe their effort will lead to desirable outcomes. Management should ensure that employees understand how their performance is linked to rewards.
  • Clear Goals and Feedback: Managers should set clear, achievable goals and provide regular feedback on progress. Employees need to feel confident that their efforts will lead to successful performance and that management will recognize their contributions.
  • Fair and Valuable Rewards: To maintain motivation, management must ensure that rewards are perceived as fair, valuable, and aligned with the employee’s personal goals and efforts.

According to McClelland motivation theory, a N-ach person seeks:
A. Authority
B. Achievement
C. Power
D. Affiliation
E. Effort

Answer:
B. Achievement

Explanation:
McClelland’s motivation theory identifies different needs that drive human behavior. A person with a high need for achievement (N-ach)

JB Investments Holding Ltd (JB) is a multinational company that is committed to a policy of expansion into African countries. JB finances foreign projects with loans obtained in the currency in which project cash flows are received. JB financed an operation in Liberia with a syndicated loan of $20 million. Currently, the loan has three years to maturity. The loan requires semiannual interest payments at a fixed rate of 6.5% per annum, but JB prefers a floating interest rate as the pattern of cash flows from the Liberian project has changed.

The Finance Director talked to the creditors about JB’s preference for a floating interest rate. The creditors have agreed to accept a floating rate of LIBOR plus 200 basis points over the remaining three years of the loan term. However, the Finance Director feels that this rate is rather too high considering JB’s credit rating. She is therefore considering two alternatives for managing the interest rate risk exposure.

Alternative 1: Coupon swap with a bank
Engage in a coupon swap with UT Bank through which JB trades-in its fixed rate interest payments obligation for floating rate interest payments. The table below presents UT Bank’s bid and ask quotes for fixed dollar coupon rates:

Loan term to maturity Bid Ask Treasury note (TN) rate
2 years 2-year TN rate + 30 basis points 2-year TN rate + 40 basis points 5.3%
3 years 3-year TN rate + 35 basis points 3-year TN rate + 50 basis points 5.9%
4 years 4-year TN rate + 40 basis points 4-year TN rate + 60 basis points 6.7%
5 years 5-year TN rate + 45 basis points 5-year TN rate + 70 basis points 7.8%

Floating rate quotation: Floating rates are pegged at 6-month dollar LIBOR plus 100 basis points.

Alternative 2: Coupon swap with another multinational company
Engage in a coupon swap with McEwen Ltd, a multinational company that has a floating rate dollar debt but prefers fixed coupon payments. The interest rate on McEwen’s dollar debt is LIBOR plus 150 basis points but it can borrow fixed rate dollars at 8%. Assume JB can borrow floating rate dollars at LIBOR plus 200 basis points.

Required:
(a)
i) Discuss TWO (2) advantages and TWO (2) disadvantages of hedging interest rate risk with an interest rate swap. (4 marks)
ii) Based on the restructuring deal with the creditors and the two interest rate swap alternatives, recommend a hedging strategy for interest payments on the $20 million debt. Support your recommendation with relevant computations. (10 marks)

(b) The Board of Directors of JB Investments Holdings Ltd is considering a transfer pricing policy for the transfer of goods and services among the company and its foreign subsidiaries.
Required:
Explain THREE (3) internal factors (motivations) for transfer pricing, which the board should consider in formulating a transfer pricing policy for the company. (6 marks)
(Total = 20 marks)

(a) Interest risk management
i) Advantages of hedging interest rate risk with interest rate swap:

  • Leveraging on relative borrowing advantage: Swaps allow companies to mutually benefit from their relative borrowing advantage by borrowing in markets where they get the best deal and then swapping for the loan type they actually prefer.
  • Flexibility and convenience: Swaps are more flexible than other derivatives like futures and options. They can be arranged in any size and reversed if necessary.

Disadvantages of hedging interest rate risk with interest rate swap:

  • Counterparty risk: One party may default on the swap, leaving the other party to bear its obligations. This problem can be mitigated with an intermediary, but that increases transaction costs.
  • Lack of liquidity: Swaps are not traded in open secondary markets, making it difficult to liquidate a swap contract if needed.

ii) Recommended interest rate risk hedging strategy
The recommended hedging strategy is the one that presents the lowest net
borrowing cost.
Restructure the existing loan
Under this option, the existing fixed rate dollar loan is structured into a floating rate
dollar loan at LIBOR + 200 basis point

Borrowing cost = LIBOR + 2%

Hedging alternative 1: Engage in interest rate swap with a swap bank
Under this arrangement, JB will get the opportunity to pay floating rate (what it
prefers) at LIBOR + 100 basis points to UT bank (the swap bank) in exchange for
a fixed rate payment (what it does not prefer) at the bid fixed rate, 3-year TN rate
+ 35 basis points. The fixed rate payments from the swap bank will be at the bid
rate as in this case the swap bank will be buying a fixed rate from JB.
JB will still honour its fixed rate obligations to the loan syndicate. With the fixed
rate payments received from the swap bank however, much of this fixed rate
obligation is effectively shifted to the swap bank

Note: Though the diagram above aids analysis of interest payments amongst
the parties involved, it is not a requirement to answering the question. Full
credit should be given to a narrative that explains interest flows even without
a diagram.
Net borrowing cost:

That is if JB hedges the interest rate risk with an interest rate swap with UT bank,
its net borrowing cost would be LIBOR + 125 basis points.

Hedging alternative 2: Engage in interest rate swap with another company
Under this arrangement, the entities will swap currency coupons for the type they
prefer. That is, JB would pay to McEwen the floating rate coupons it prefers and
then receive fixed rate coupons from McEwen. Thus, either entity ends up paying
the interest rate type they prefer.

 

Comment on swap arrangement:

JB would maintain its fixed rate debt, which is at 6.5%; and McEwen keeps its floating rate
debt, which is at LIBOR + 1.5%. And under the swap arrangement, JB pays floating rate
(LIBOR + 1.5%) to McEwen in exchange for a fixed rate (7%). JB then pays 6.5% out of
the fixed interest payment from McEwen to its creditors, and saves 0.5% on the fixed rate
side. On the floating rate side, JB pays LIBOR + 1.5% to McEwen instead of LIBOR + 2%
to creditors if the loan is restructured, and thus saves another 0.5%.
JB effectively ends up paying a floating rate; gains 1%, which reduces its borrowing cost
to LIBOR + 1%
Working:
Take the floating rate that is swapped to be what McEwen could pay under swap (i.e.
LIBOR + 1.5%).
Given that the swap gains are shared equally, the fixed rate that would be swapped is
calculated as under:

Summary:

Recommended hedging strategy
Hedging with interest rate swap with McEwen Ltd is recommended as it present the lowest
net borrowing cost.
JB maintains its fixed rate debt contract with loan syndicate, and engages in a fixed-forfloating interest rate swap with McEwen. Under the swap arrangement, JB pays floating
rate coupons at LIBOR + 1.5% to McEwen in exchange for fixed rate coupons at 7%.
JB then pays 6.5% out of the fixed rate coupons it receives from McEwen to the loan
syndicate. Thus, JB effectively shifts the risk associated with the fixed interest rate
obligation to the counterparty, McEwen.

(b) Internal motivations for transfer pricing

  • Performance Evaluation:
    Transfer pricing can be used to evaluate the performance of different divisions or subsidiaries. By treating them as profit centers, the prices set for inter-company transactions allow management to assess the profitability of each unit and hold them accountable for their financial results.
  • Management Incentives:
    A well-designed transfer pricing system can serve as a motivation for managers by linking their compensation to the financial performance of their divisions. This encourages efficient management and decision-making aligned with the overall goals of the company.
  • Tax and Financing Considerations:
    Transfer pricing allows a company to strategically allocate profits to subsidiaries in jurisdictions with lower tax rates or favorable financial environments, minimizing the overall tax burden and optimizing the company’s cash flow and financing.

Working as a team is always encouraged. Teams combine the skills of different individuals and avoid complex communication between different business functions. Every member of the team can be a powerful motivator and team loyalty can be used to control the performance and behaviour of individuals. In fact, teams make fewer, but better-evaluated, decisions than individuals.

Required:
Despite all the advantages that are associated with working as a team, state SEVEN (7) potential drawbacks in working as a team. (10 marks)

  1. Unsuitability for All Jobs:
    Team working is not suitable for all jobs, and some tasks may be more efficiently performed by individuals rather than teams.
  2. Delayed Decision-Making:
    The process of reaching a consensus in a team can delay decision-making, and teams may produce a compromise decision rather than the best decision.
  3. Social Pressure:
    The need to maintain social relationships within the team may lead to decisions being influenced by the desire to avoid conflict, rather than what is best for the task.
  4. Conformity and Groupthink:
    Group norms may stifle individual creativity and lead to “groupthink,” where the team consensus prevents the consideration of alternative ideas or critical feedback.
  5. Personality Clashes:
    Differences in personalities and interpersonal conflicts within a team can hinder effective collaboration and reduce the overall performance of the team.
  6. Lack of Individual Recognition:
    The contributions of individual members may go unrecognized in a team setting, leading to lower motivation for those who feel their efforts are not valued.
  7. Difficulties in Coordination:
    Coordinating the work of a team can be challenging, especially if team members have different working styles or priorities, leading to inefficiencies.

(7 points @ 1.43 marks each = 10 marks)

A major consideration for managers and supervisors today is the problem of getting employees motivated by the introduction of new methods, having come to the realization that the use of extrinsic factors like wages and salaries, bonuses, commissions, and other conditions of work do not motivate individuals whose lower-level needs have been largely satisfied.

Required:
i) In reference to the above statement, explain the term motivation.
i) Outline FOUR (4) measures which a manager can adopt in his attempt to motivate employees rather than the use of extrinsic rewards.

i) Motivation:
Motivation refers to the reasons or reasons behind a person’s actions or behavior. It is the internal or external driving force that influences individuals to act in a certain way, often towards achieving specific goals or fulfilling needs. Motivation impacts the general willingness or desire of a person to do something or refrain from doing something.
(2 marks)

ii) Non-Extrinsic Motivational Measures:

  1. Worker Participation:
    Encouraging and allowing employees to take part in decision-making processes within the organization makes them feel valued and important, which can motivate them to contribute their best efforts.
    (2 marks)
  2. Job Redesign:
    Redesigning jobs to expand their scope by adding extra duties or responsibilities, or enriching the job content to make it more interesting and challenging, can increase job satisfaction and motivation.
    (2 marks)
  3. Management Relations:
    Positive relationships between management and employees, characterized by supportive leadership, can motivate employees to exert more effort toward achieving organizational goals.
    (2 marks)
  4. Opportunities for Personal Development:
    Providing employees with opportunities for career growth through promotion, training, and development can motivate them to work harder and achieve set targets.
    (2 marks)

The Head of Human Resources for Heritage Services Ltd has indicated that in recent years the average productivity per worker has declined. An online survey conducted amongst workers revealed very low worker motivation. Following the outcome of the survey, the board sub-committee responsible for human resources has mandated the management to apply the Maslow hierarchy of needs model to ensure that the needs of workers are satisfied at various levels. You have been approached by the management as a consultant for advice.

Required:

Identify and explain to the company’s management the various levels of needs required to meet the motivational needs of workers.

Maslow’s Hierarchy of Needs:

  1. Physiological Needs (Basic Needs):
    These are the needs for food, shelter, clothing, and everything else that is required to stay alive. These needs can be satisfied by money.
  2. Safety/Security Needs:
    Safety needs are the needs for security in work. Individuals want to feel safe against the risk of unemployment and want protection against the consequences of illness or having to retire. These needs can be satisfied by employment legislation and the employer’s arrangements for a pension scheme and for the treatment of employees affected by illness or injury.
  3. Social Needs:
    Social needs are the needs to interact with other people and to be part of a group. At work, social needs can be met by working with other people. However, the way in which work is organized has an important effect on whether the social needs of employees are fully met.
  4. Esteem Needs (Ego Needs):
    Esteem needs are the needs for the esteem of other people and to feel good about one’s own value or importance. Esteem needs can be met by promotion and by the status of the job. However, promotion only offers short-term esteem. In the longer term, individuals get esteem from their work by having some say in how their work is organized.
  5. Self-fulfillment Needs (Self-actualization Needs):
    These are the needs to achieve something worthwhile in life. This need is never fully satisfied. An individual at this level in the hierarchy needs continuing success and achievements.

Significance:
The significance of Maslow’s ideas is that they suggest an approach that management should take to improving the motivation of the employees. Management must make sure that lower-level needs are satisfied before they try to motivate employees with initiatives aimed at the satisfaction of higher-level needs.

In a period of financial downturn in the economy with its effect on businesses, organizations most often than not, reduce or cancel the training budget. Everest Ltd. is faced with a decision on whether to reduce or cancel its training budget.

Required:
Explain FOUR (4) objectives of training and development in a business organization for which the training budget should not suffer because of economic downturn. (10 marks)

Objectives of Training and Development:

  1. Skill and Competency Development: Training and development help employees to develop their personal and organizational skills and competencies. By improving employees’ capabilities, the organization ensures that its workforce is well-equipped to handle current and future challenges, making it more competitive.
  2. Performance Improvement: One of the primary objectives of training and development is to correct performance deficiencies. When employees’ performance gaps, often identified through appraisals, are addressed through targeted training, the workforce becomes more effective and efficient, leading to improved overall organizational performance.
  3. Employee Motivation: Training and development serve as a motivation tool for employees. When employees receive regular training, their morale and job satisfaction increase, making them more likely to put in greater effort and contribute positively to the organization, even during challenging economic times.
  4. Change Management: Training and development are crucial for preparing employees to adapt to changes within the organization. When employees are well-trained, they are less likely to resist changes and are better equipped to embrace new processes, technologies, or organizational shifts.
  5. Retention and Loyalty: Investment in training and development demonstrates the organization’s commitment to its employees, leading to higher retention rates and employee loyalty. Employees are more likely to stay with an organization that invests in their professional growth.
  6. Attraction of Talent: Organizations that are known for their strong training and development programs are more attractive to potential employees. This reputation helps the organization to attract top talent during recruitment, even in a competitive market.

Normu Ltd develops accounting software for small and medium-sized firms. The company, for the past five years of its operations, has operated with a simple form structure with most decisions being taken by the founder. Currently, the company’s market base, as well as its product range, has significantly increased. The company now develops and sells accounting software to large organizations and businesses, resulting in a modification of its existing simple form structure to a decentralized structure where decision-making powers are assigned to branch managers.

Required:
Explain FIVE (5) benefits the company would derive from this new structure.

Benefits of Decentralization:

  1. Improves Decision Making: Decentralization facilitates improved decision-making at the branch levels of the company, as decisions can be made without waiting for approval from the headquarters.
  2. Improved Strategic Decisions: The practice of decentralization enables central management to shift routine decisions to lower-level management, allowing them to focus on strategic decisions and activities.
  3. Improved Communication: Decentralization increases operational flexibility and reduces communication deadlocks between the headquarters and branches, allowing managers to make decisions quickly at the point of occurrence.
  4. Increased Motivation: Decentralization increases the motivational level of branch managers and employees by involving them in decisions and issues that affect them directly.
  5. Source of Training: Decentralization serves as a training ground for managers at the branches, helping them acquire the skills, knowledge, and abilities necessary for efficient operations.
  6. Executive Relief: Decentralization allows top executives to free themselves from time-consuming detailed routine work, enabling them to focus on more critical tasks.
  7. Quicker Decisions: Decentralization allows for quicker decision-making at the branch levels, reducing delays and enabling faster responses to local issues.

State FIVE reasons you believe it would be in the interest of every organization to remunerate its employees well.

i) To increase productivity: When the organization remunerates its employees well, they will have the desire to give the best of their efforts, resulting in increased productivity.

ii) Attract talents: When an organization is noted for remunerating its employees well, it helps in attracting highly talented people to work in that organization.

iii) Cost Control: Remunerating employees well will help the organization to control its operational costs because of the high retention rate of the workforce.

iv) To motivate employees: When employees are remunerated adequately, it signals to them some sense of fairness, which will increase their motivational level to enhance commitment and productivity.

v) Reduces Trade Union Agitations: When employees are adequately remunerated, it reduces the agitations of trade unions in the organization.

vi) Provide economic security: When employees are adequately remunerated, it helps them to gain economic security because they can make savings and also invest part of their salaries to cater for them during retirement.