Assingments % - Organizational Restructuring and Motivational Strategies for Quench bliss

Scenario: In Touchstone 1, you developed a SWOT analysis to fully understand the position of the Quenchbliss soda company in the current market. You should use that analysis to help inform your decisions on this Touchstone. You will continue your role as an Organizational Behavior Consultant to help Quenchbliss leaders grow their organization.
For this Touchstone, we will make the following assumptions:
* Quenchbliss needs to restructure the organization. As noted in the scenario, the company has grown fast and organically.
* Based on the SWOT analysis performed in the Unit 1 Touchstone, Quenchbliss wants to expand into two more countries, Jamaica and the Dominican Republic, in the next 5 years.
* Because they have high turnover, Quenchbliss needs to work on their motivation strategies to keep their people happy and engaged.
Consider the following as you develop your organizational structure:
* Quenchbliss has historically been an organic organization but needs to make mechanistic changes as it expands. Review the content on organizational structures and organizational design.
* Quenchbliss does not have a clear path to promotion, which can be one motivational factor. According to the expectancy theory, showing employees that desirable behavior leads to positive outcomes, like promotions, is important as part of the organizational structure design.
Consider the following questions as you develop your motivational plans:
* How can a manager motivate employees extrinsically but also ensure they are intrinsically motivated?
* Which motivational theory do you think is the most valid and applicable to Quenchbliss’s organization?
Assignment: Develop a slide deck for a presentation for the leadership at Quenchbliss. As an OB expert, your presentation will address how the company can change the organizational structure, provide a graphic on a proposed structure, and also address motivational strategies that are tied to motivational theories.

Struggling with where to start this assignment? Follow this guide to tackle your assignment easily!

To help you structure your slide deck for Quenchbliss’s leadership, I’ll outline the key components of your presentation based on the assumptions provided. This includes recommendations on organizational structure, a proposed graphic, and motivational strategies aligned with relevant motivational theories. Each slide should be succinct yet informative.

Slide 1: Title Slide

Title: “Organizational Restructuring and Motivational Strategies for Quenchbliss”
Subtitle: “Presented by: [Your Name], Organizational Behavior Consultant”
Date: [Insert Date]

Slide 2: Introduction & Objectives

Objective 1: Address the need for restructuring as Quenchbliss expands into new markets (Jamaica and the Dominican Republic).
Objective 2: Discuss motivational strategies to reduce turnover and increase employee engagement.
Objective 3: Propose an organizational structure aligned with Quenchbliss’s expansion goals and growth.

Slide 3: Current Organizational Structure

Overview: Quenchbliss currently operates with an organic structure that is flexible but lacks clear direction and career paths for employees.
Challenge: High employee turnover and lack of clarity in promotion and growth opportunities.
Goal: Transition to a more mechanistic structure while maintaining flexibility for innovation.

Slide 4: Proposed Organizational Structure

Title: Proposed Mechanistic Structure for Quenchbliss
Graphic: Insert a visual of the proposed structure (hierarchical, with clear divisions based on geography and function).
- Top Level: CEO/COO
- Second Level: Country Managers (Jamaica, Dominican Republic)
- Third Level: Marketing, Sales, Operations, HR, and Finance Managers for each country.
- Key Features: Clearly defined roles, centralized decision-making at the top, formalized roles for easier scalability.
Rationale: This structure will streamline decision-making and improve coordination across regions, while still allowing local managers to adapt to market conditions in their respective countries.

Slide 5: Linking Structure to Growth Plans

Expansion Goals: Enter Jamaica and the Dominican Republic over the next 5 years.
Structure Support: The proposed structure supports rapid scaling by centralizing major decisions while empowering regional managers to execute plans locally.
Scalability: As the company expands, this structure ensures flexibility for future regional expansions without sacrificing operational control.

Slide 6: Motivating Employees – Overview

Problem: High turnover rates due to lack of clear promotion paths and engagement.
Solution: Introduce a combination of extrinsic and intrinsic motivators to ensure long-term employee satisfaction.

Slide 7: Extrinsic Motivation Strategies

Promotions & Career Path Development: Create clear paths to promotion, utilizing Expectancy Theory.
- Expectancy Theory: Reward desirable behaviors (high performance) with promotions or bonuses, linking effort to outcomes.
- Incentive Programs: Bonuses, profit-sharing, or stock options tied to the company’s performance and individual contributions.
Workplace Environment: Provide a positive, structured work environment that encourages achievement.
Recognition Programs: Award employees for hitting milestones or achieving sales targets.

Slide 8: Intrinsic Motivation Strategies

Autonomy & Responsibility: Offer employees more autonomy in their roles and opportunities for skill development.
- Empowerment: Employees take ownership of their tasks and projects, boosting intrinsic motivation.
Purpose and Meaning: Connect employees’ work to the broader goals of the company, especially in the context of global expansion and growth.
- Work Alignment: Employees who feel their work aligns with Quenchbliss’s mission are more motivated.
Employee Development Programs: Continuous learning and growth opportunities (e.g., leadership training, mentorship).

Slide 9: Motivational Theory Applied to Quenchbliss

Most Relevant Theory: Expectancy Theory (Vroom)
- Why It Applies: Employees are motivated when they perceive a clear relationship between their efforts and the rewards (promotion, bonuses, recognition).
- Application: Quenchbliss should ensure that high performers are rewarded with promotions and increased responsibilities, demonstrating the connection between effort and reward.
Additional Theory: Self-Determination Theory (Deci & Ryan)
- Why It Applies: Focuses on intrinsic motivation. Quenchbliss needs to foster a work environment that enhances employees’ intrinsic motivation by offering autonomy, mastery, and purpose.
- Application: Employee development programs and aligning work with personal values will help improve employee satisfaction and retention.

Slide 10: Action Plan for Organizational Restructuring

Define Clear Career Paths: Implement clear guidelines for promotions and advancement.
Create New Job Roles: Based on expansion goals, hire region-specific managers.
Introduce Incentive Systems: Develop bonus programs tied to individual and company performance.
Training and Development: Focus on building leadership within the company to prepare employees for the expansion.

Slide 11: Action Plan for Motivational Strategies

Launch a Formal Recognition Program: Award employees for their achievements and reinforce the connection between performance and rewards.
Provide Continuous Learning Opportunities: Offer leadership and development programs for all employees.
Increase Autonomy and Responsibility: Give employees more control over their roles and responsibilities to increase engagement.

Slide 12: Conclusion

Summary: To facilitate growth and reduce turnover, Quenchbliss needs a more structured and hierarchical organization, with clear paths for promotion and motivation strategies that balance extrinsic and intrinsic factors.
Next Steps: Implementing the proposed structure and motivational strategies will set Quenchbliss on a path toward sustained growth, higher employee satisfaction, and successful market expansion.

Slide 13: Q&A

Invite Questions: Open the floor for questions and discussion.

This structure will guide Quenchbliss through its transition to a more effective organization, ensuring it has the right motivational tools in place to retain talent while scaling its operations across new countries.