ACEstar: Company Overview
Discuss about the Linking Employee Motivation And Org Performance.
ACEstar is an organization that was founded in the year 2008. The company has been offering quality Information Technology (IT) products and services and has been able to excel over the years to date. The company is known due to its strong culture and determination to meet the customer expectation that makes the organization services to be modified from time to time-based 0n the customers demand. In the exhibition of its product and the strength of the organization is that it has been able to demonstrate a high level of uniqueness in its service provision and stand out of competition from other companies. According to (Miller, Washington, & Associates, 2016) organizations that are successful always seek to provide quality products and services that meet the needs of the client and have some value addition that distinguishes the product from other companies. The company is based in Malaysia and offers its services to the extensive citizens of the country.
The company has undergone a series of growth at a faster rate, and at present, it is said to be among the leading organizations in the supply of IT services and products. The products are distributed mainly within Malaysia, and their quality has led to most people preferring their products to those of the other company. Its customer base is large enough, and the market share relative to the other organizations is also high. The organization has also expanded its operations to incorporate software development and cloud infrastructure services. Other services that have been included to attract more clients due to the expansion of the enterprise include; virtual reality solution, hot desktop hosting marketing cloud services and virtual learning as well as meetings.
The company operations are organized to achieve the organizational mission which is to empower the visionary, the proverbial name ACEstar as the particular brand when it comes to corporate IT solutions. In the bid to achieve this mission the company has been successful in most of its operations. For instance, it has been able to deliver more than 12000 seats of adobe creative cloud licensing within Malaysia, and this has acted like a complete solution to the creative industries such as design and animation productions amongst others. Cloud services have enhanced the performance of many businesses in the world and have helped them hop out of the major problems. According to (Turban, Strauss, & Lai, 2016) data management is amongst the newest developments that are useful for any organization that deals with data. Knowledge of this technology has a significance in ensuring a smooth flow of activities in the organization.
Achievements and Growth
The leadership of ACEstar is headed by a chief executive officer who is self-motivated having grown from a poor background to a successful entrepreneur (Acestar, CEO PROFILE, 2012). The organization’s staff are motivated by the mission of the organization as well as the inspirational story of their leader. The organization, therefore, operates under a self-motivated team that works hard and contribute to the success of the organization. In the enterprise, there is no high turnover rate due to the employee satisfaction with the working status. The enormous profit emerging from this business and the need to maintain and nurture skills and innovation within the organization results in competitive payment of the employees to prevent them from leaving the organization for a better offer. According to (C?anc?ar & Podmenik, 2016)satisfied employees will always want to be associated with the organization and will deliver high-quality services to the clients due to staff motivation. The organization has employed this principle to manage their employees and ensure they stick to the enterprise.
ACEstar as a learning organization incorporates different components of organizational learning. For instance, it incorporates the concept of having a shared vision among all the employees. The vision of the organization is to transform the entire IT services industry to help the traditional SME business owner as these entities are often the ones impacted by “New Economy” trends such led by companies like Google, Facebook, and Amazon (Acestar, Welcome to Acerstar, 2012). The realization of this vision guides the operations and the position of each person in the industry the organization also links the vision to the mission as well as the employees’ actions. The other concept employed by the institution is the idea of personal mastery. In this concept, the organization encourages its staff to develop their vision in the organization in the light of the broader vision of the organization and achieve them. The employees develop their objectives within the organization and challenge their ability to achieve these objectives. In the wider perspective, however, the main organizational goal forms the basis for the objectives. All the concepts developed from one point are linked to the other and contribute to the achievement of the wider goal.
The main driving factor of the organizational learning in play with ACEstar Company is the mental model. In this model, the employees have been given a perspective that their thoughts are incorporated into the organization. The leadership style has encouraged the development of innovation in the organization, and more employees are becoming affiliated with the organization. There is a general feeling that the employees are part of the organization. The idea has led to most people employing creativity and feeling motivation and satisfaction with the operations of the organization (Lee & Raschke, 2016). Every member is given the feeling that they belong to the organization and that their success is the success of the entire institution.
Organizational Mission
Support of the employee’s innovations and ideas that contribute to the success of the organization acts as a method of empowerment of the people in this institution to enhance their performance and improve productivity which favors the development of the organization (C.H., X., S.J., J.D., & M, 2016). When employees are given a high job depth, they tend to perform better. They feel free to form their goals and objectives for each day in the light of the companies strategy and culture. The cumulative effect of the goals development and personal challenges to meet the set objective enhances the organizational development to arrive at a permanent solution.
At ACEstar, the employees are affiliated with the enterprise, and most of them are becoming creative in the realization that they can be part of the organization. All ideas realized from any source are incorporated into the organizational products. No idea is perceived to be wrong, and therefore this gives the employees the freedom to share their ideas with the management for inclusion. There is a high sense of unity which has been the major secret behind the success of ACEstar. The employee turnover rate has been maintained to be too low which can be attributed to positive policies of development.
ACEstar organization has also successfully utilized the team learning the concept of a learning organization. In this sector, the organization in the reporting of its success recognizes the collective action of the entire staff. The main linking factor to the organization is the institutional mission. All the personal goals are linked in a way to the mission. The mission of the organization should be achieved through whichever means, and it takes the effort of more than one department to achieve big (Boxall & Purcell, 2015). In the other concept is that the mission can serve to give the organization a sense of direction and it is the central tool upon which all the other services taking place in the organization are based. ACEstar collective thinking is brought about by the need to meet the mission.
The collective learning procedure begins at the induction whereby each employee is taken through the mission of the organization and informed about the current strategies being used in the organization. This has been formed as the organizational culture that has held for a long period. The organizational culture also involves acceptance of one’s abilities and innovations that are introduced into the institution without discrimination. Positive cultures are developed and ensure the success of any enterprise. The organizational culture also involves acceptance of any innovation in the field of information technology that is suitable for the organizational products. Once the innovation has been found the inventor is given certification by the organization and becomes one of the product developers. This is a positive leadership style that encourages the employees to employ their discoveries in developing the organization and its products.
Employee Motivation and Satisfaction
From this perspective, it is evident that ACEstar has incorporated all the aspects of a learning organization as staged by (Senge, 2014). The incorporation of all the four perspectives contributes to the major concept of the systematic thinking. Systems thinking allows for the coordination of all types of instrument and including them into the leadership plan. The systems are thinking, in this case, has been included since it takes into account the need to recognize the importance of personal goals and to compete against one’s objectives. It also has a constructive mental notion that has been successful in encouraging creativity and encouraging the employees to feel like they are affiliated with the organization thereby increasing their motivation. Ultimately there is the concept of team learning which is driven forward by the organization’s mission and the interrelatedness between different sectors of the organization which is coordinated towards success.
The organizational learning has resulted in tangible benefits to the organization; for instance, the organization has been ranked among the main suppliers of its products in Malaysia (Acestar, Welcome to Acerstar, 2012). The products delivered by this organization are of high quality, and the skills developed present high level of creativity. Despite the high-quality products, the employees in the organization are satisfied, and this is reflected in the low turnover rate. Information Resources Management Association, (2012) stated that the main reason for a high turnover rate is due to employees being dissatisfied with the management system. However with a higher job depth employees become more responsible and happy. Organizations leadership and performance have also been easy to manage due to the presence of simple methods of incorporation of the ideas through an understanding of the employee’s needs. Employees feeling of affiliation to the organization has improved the public image of the organization significantly. A positive image leads to a successful organization whereas a negative image causes adverse effects and alters consumers mind (MacNamara, 2016). Satisfied employees will portray a positive organizational image to the public.
A typical lesson that one can learn from the organization of ACEstar is that the need to develop a successful organization lies in the ability and satisfaction of the employees. Linking different sectors in the employment and making the employees have a sense of attachment to the organization is a key concept to the achievement of organizational goals. Giving the employees a high job depth is a key undertaking to ensuring the organization creativity and positive development (Huei & Mansor, 2014). The development of the organization, therefore, is based on the leadership styles and principles. However, freedom for the employees, their motivation, and nurturing their creativity can help drive the organizational mission towards achieving the ultimate vision.
References
ACEstar. (2012, February 12). CEO PROFILE. Retrieved May 15, 2018
ACEstar. (2012, February 12). Welcome to Acerstar. Retrieved May 15, 2018
Boxall, P., & Purcell, J. (2015). Strategy and Human Resource Management. Basingstoke: Palgrave Macmillan.
C.H., A., X., B., S.J., P., J.D., S., & M, V. (2016). Reward management: Linking employee motivation and organizational performance. Journal of Personnel Psychology, 6(3), 57-60.
C?anc?ar, I., & Podmenik, D. (2016). Youth unemployment : should we detect talents and develop career paths earlier? Knowledge and learning: global empowerment, Str, 443-447.
Huei, T. Y., & Mansor, N. N. (2014). Role of OCB and demographic factors in the relationship between motivation and employee performance. Tan Yew Huei; Nur Naha Abu Mansor; Huam Hon Tat. Role of OCB and demographic factors in the relationship between motivation and employee performance, 10(3), 425-44.
Information Resources Management Association. (2012). Human resources management: concepts, methodologies, tools, and applications. Hershey, Pa: IGI Global (701 E. Chocolate Avenue, Hershey, Pennsylvania.
Lee, M. T., & Raschke, R. L. (2016). Understanding employee motivation and organizational performance: Arguments for a set-theoretic approach. Journal of Innovation & Knowledge, 1(3), 162-169.
MacNamara, J. (2016). Public Relations. Norman: Pearson Australia Pty Ltd.
Miller, R. K., Washington, K. D., & Associates, R. K. (2016). Consumer marketing 2016-2017. Loganville, GA: Richard K. Miller & Associates.
Senge, P. M. (2014). The fifth discipline: the art & practice of the learning organization. Business Book Summaries.
Turban, E., Strauss, J., & Lai, L. (2016). Social Commerce: Marketing, Technology, and Management. Cham: Springer.
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