Discourse Analysis report on The Influence of Employee Motivation on Employee Mental Wellbeing
Abstract
Discourse analysis is an essential aspect of understanding different systems and procedures within a specific community. In analyzing the study conducted by Mansur Kayode titled How Employee Motivation Influences Employee Mental Wellbeing this report adopts the Foucauldian discourse analysis approach. The primary focus of this approach is to amplify the existing power relationship between the stakeholders involved in a particular discourse community, which makes it ideal for this task. Though the approach faces the challenge of a lack of standardization of the appropriate framework, the report utilizes the six-step framework proposed by Willing (2008). Self-fulfillment and self-actualization as essential elements that enhance the motivational levels among employees and help them achieve psychological wellbeing. Similarly, there are several opportunities created for the subjects involved in this discourse including the chance to enhance skills and levels of expertise among employees and the opportunity to enhance organizational performance among companies.
Contents
Foucauldian discourse analysis. 4
Why Foucauldian analysis in this context 5
Part B: Application of Foucauldian discourse analysis. 6
Stage one: constructing the discursive object 6
Stage two: location of the various construction within the wider discourses. 7
Stage three: establishing the gains from constructing the discursive object in an explicit manner. 9
Stage five: establishing the opportunities presented to the subjects. 11
Stage six: an exploration of the link between the discourse and subjectivity. 12
Discourse Analysis report on The Influence of Employee Motivation on Employee Mental Wellbeing
Part A
Introduction
The mental wellbeing of individuals within the society constitutes the general wellbeing of the society. The wellbeing of an individual is gauged through psychological wellbeing, emotional wellbeing, and physical wellbeing. Shahzadi, Javed, Pirzada Nasreen & Khanam (2014), observe that emotional wellbeing is influenced by the physical wellbeing of an individual together with their psychological wellbeing. In consideration of these, the existing procedures and systems within an organization have a significant influence on the mental health of an individual employee. Systems and procedures aligned to motivate an individual employee can be effective or ineffective considering the existing environment at the workplace. Lăzăroiu (2015), also observed that employee motivation is essential in ensuring the general wellbeing of an employee, which pushes them to ensure they meet the goals and objectives set out to be met within an organization. In the realization of optimal employee motivation both the firm and the greater society gain. The firm gain by effective performance and enhanced competition level while the society realizes the objective of public health that relates to individual and societal wellbeing (Ganta, 2014). In consideration of all these, it is quite essential to perform a discourse analysis of how employee motivation influences their mental wellbeing.
The existing flexibility of discourse analysis allows an individual to select different methods to perform such an analysis through the consideration of the epistemological framework from which the context to be analyzed is drawn. Some of the available methodologies used in performing a discourse analysis include semiotic analysis, discursive psychological analysis, and Foucauldian analysis (Kaselionyte & Gumley, 2019). The semiotic analysis primarily focuses on the expression of culture, phenomena, and practices within the society through the use of signs (Adegbembo & MacQuarrie, 2017). On the other hand, the discursive psychological analysis focuses on the existing psychological themes within a specific literature material in presenting the discourse within the community involved (Fairclough & Wodak, 1997). Similarly, Foucauldian analysis concentrates on the representation of power relations within the community involved through the practices and language used within the discourse community (Reed, 2000; Waitt, 2005; Han, 2015). This report is set to use Foucauldian analysis in ensuring an effective and well-structured analysis of the influence of employee motivation on employee mental wellbeing.
Foucauldian discourse analysis
The primary focus in this approach as identified earlier is to amplify the existing power relationship between the stakeholders involved in a particular discourse community (Arribas-Ayllon & Walkerdine, 2008). The power construct is derived from the systems, procedures, and languages used among the stakeholders involved. Similarly, the different behaviors exhibited by the stakeholders involved are also considered when using the Foucauldian analysis approach. The existing power relations are analyzed on the basis of how it is used in governing a social group. Sharp & Richardson (2001), asserted that the Foucauldian analysis approach considers how sources of power influence the effectiveness of different systems and procedures in the society (Van Dijk, 2001; Waitt, 2010). Through this, the researcher involved in a community discourse analysis tries to establish how individuals perceive the systems and procedures within their environment as well as how such influences their interaction with the institutions and ideological framework they are attached to (Graham, 2005).
Willing (2008), advanced a six-step approach in performing a well-structured Foucauldian discourse analysis (FDA). The first step in this process involves the identification of the ways in which the discourse object is being constructed. This can include languages used in describing the discursive object like important, significant, and undesirable among other terms (Johnstone, 2018). The second stage involves locating other discursive objects within the wider scope of the discourse community involved. The third stage involves establishing what is gained from constructing the discursive object as well as the function of such construction. Graham (2011), termed this as the action stage as it defines the reason for conducting the analysis. The fourth stage is the positioning stage that involves a close examination of the subject position offered by the construction of the discursive object as well as other available options to the researcher. The fifth phase is the practice stage which involves establishing the subject position and how such can close down or open opportunities for effective actions. The last stage involves the exploration of how discourse and subjectivity are linked. In this, Liao & Markula (2009), advances that discourses shape an individual’s perception and view as well as how they interact with their environment. The stage involves how the position of an individual can influence their feelings, experience, and thoughts (Worthman & Troiano, 2019).
Why Foucauldian analysis in this context
Foucauldian analysis forms one of the most viable and fruitful methodologies that can be used in studying how employee motivation influences their wellbeing. Employee motivation involves a power construct between the management and the employee in practical terms. How the two subjects play their cards with the available systems and procedures within an individual organization always impacts the level of an individual employee’s motivation and consequently their general wellbeing. Kuranchie-Mensah & Amponsah-Tawiah (2016), observed that an organization’s management has a significant influence on the level of motivation among its employees considering that the management has the power of structuring the systems and procedures within the organization. Naile & Selesho (2014), also asserts that the general wellbeing of an individual includes the effectiveness and efficiency of work-related activities in generating an inner feeling of contentedness. In consideration of all these Foucauldian analyses is the best approach to be used in analyzing this text involved in this case.
Though the approach offers an opportunity for effective analysis, there is no standardization of the process to be used in conducting such an analysis (Vighi & Feldner, 2007). This always presents ambiguity on the best framework that can be utilized in performing such an analysis. The ambiguity element in the FDA approach framework presents questions relating to being creative without being ambiguous during an analysis among researchers. Sutherland, LaMarre, Rice, Hardt & Jeffrey (2016), also assert that the ambiguity involved in the FDA approach results in opacity hence ineffective analysis. Similarly, Van Ness, Miller, Negash & Morgan (2017), observe that it is quite difficult to avoid the “positivist trap” when analyzing works informed by a Foucault hence can be biased in some instances.
Part B: Application of Foucauldian discourse analysis
Stage one: constructing the discursive object
The literature material presented by Mansur Kayode titled The Influence of Employee Motivation on Employee Mental Wellbeing identifies that employee motivation has a significant impact on an employee’s psychological wellbeing. Results from the study reveal that employee motivation is essential in achieving self-fulfillment, which helps in realizing psychological wellbeing through self-balance. Similarly, motivation can increase an individual employee’s personal commitment to an organization. Additionally, self-actualization realized from proper motivational incentives is essential in realizing the mental wellbeing of an individual employee.
Aithal (2016) and Gabriel, Moran & Gregory (2014), advances that self-actualization and self-fulfillment are a critical element in fostering innovative spirit in an organization. Innovation is essential in ensuring effective competition and proper performance in the highly volatile business environment in the contemporary world. Similarly, Sung & Choi (2014) and Amabile & Pratt (2016), asserts that the key to innovation within an individual organization heavily lies on promoting self-actualization and self-fulfillment, which also helps in realizing optimal mental health among employees.
Stage two: location of the various construction within the wider discourses
Mansur Kayode identifies two methods utilized by most organizations in motivating their employees these include financial motivational techniques and non-financial motivational techniques. Financial motivational techniques are those that involve the use of financial incentives to psyche individual employees into optimal performance to realize the goals and objectives of an organization. They may include commissions, profit-sharing in the form of bonuses, and increased salary among others. This motivational strategy an organization has to be careful not to overspend as this can result in losses. On the other hand, non-financial motivational techniques involve the use of other strategies that do not pertain to financial incentives in motivating individual employees. They include strategies like job sharing and job rotation.
Non-financial incentive forms the most effective method of motivating employees compared to financial techniques (Ahmad, Abbas, Latif & Rasheed, 2014). One of the reasons for this is that financial techniques like piece work and commission result in additional pressures to an individual employee while they try to maximize their income. This results in mental torture and stressful conditions that affect their psychological wellbeing. Secondly, non-financial incentives like job rotation and job sharing allow individual employees to enhance their skillset and level of expertise by learning from fellow employees and from new working environments and duties (Njoroge & Yazdanifard, 2014). This further enhances their self-fulfillment and consequently motivate them while they realize optimal mental health and general wellbeing. Non-financial motivational techniques also allow individual employees to align their goals and objectives to those of an organization, which prompts both subjects to work together in realizing their goals and objectives. Abbah (2014), also observes that while financial motivational techniques are channeled to enhance the performance of an individual employee and ignore the emotional aspect, non-financial motivational techniques are constructed to realize the emotional well-being of individual employees. Through this, non-financial motivational techniques are quite effective in realizing the mental wellbeing of individual employees.
Khuong & Hoang (2015), also asserts that the use of strategic human resource management (SHRM) is essential in ensuring optimal motivation among individual employees in the contemporary world. SHRM utilizes both financial and non-financial techniques in ensuring employees are motivated. The financial aspect come in the form of proper remuneration system that recognizes the different skills and level of expertise among individual employees (Yousaf, Latif, Aslam & Saddiqui, 2014). Similarly, the different procedures and systems involved in SHRM in the form of proper workplace planning, allows an organization to predict its current and future human resource needs, which is essential in enhancing the competency levels among employees (Kennett & Lomas, 2015). Through this, the organization can avail robust training regime that allows an individual to acquire viable skills and expertise that can help them respond to the various changes involved in the contemporary world’s business environment (Funk, 2014).
Another planning framework like work-life balance is essential ensuring employees workplace duties are equally balanced with their private life (Hollenbeck & Jamieson, 2015). This ensures they receive ample time to be with their families and interact with their social environment; hence acquire self-fulfillment and consequently proper mental health. Sikora & Ferris (2014), assert that teamwork is also essential in ensuring individual employees are motivated considering that it gives an individual employee a sense of belonging and a platform to create confidants to whom they can reach whenever they are disturbed emotionally.
Stage three: establishing the gains from constructing the discursive object in an explicit manner
Constructing employee motivation as an essential aspect of ensuring optimal mental health among employees illustrates the power that individual organizations have in ensuring proper performance within their ranks. Through this, it always imperative that individual organizations from different sectors and industries ensure their employees are properly motivated for effective performance (Ettlie, Groves, Vance & Hess, 2014). Though motivational techniques can be channeled through the use of financial incentives that largely ignore the emotional aspect of an individual employee it is always recommended to generate an employee’s self-fulfillment and self-actualization to enhance their competency levels in the highly volatile contemporary business environment.
Hardcastle, Fortier, Blake & Hagger (2017), also observes that the intense competition witnessed in the contemporary world’s business that demands high competency levels among individual employees to guarantee effective organizational performance is driven by constant innovation and invention. Organizations need to respond not by pressurizing employees to enhance their competency levels as this always results in mental pressures that consequently cause ineffective performance, but through the creation of a supportive workplace environment that can ensure individual employees realizes their full potential through self-actualization and self-fulfillment. These two elements as identified by Festinger, Dugosh, Marlowe & Clements (2014), are essential in helping an employee realize their innovative dream that can positively impact the systems and procedures within an organization if properly channeled and executed. All these support the advancement placed by Mansur Kayode relating to the essence of motivating an employee to realize optimal mental health among employees.
Stage four: close examination of the subjects’ position as illustrated by the construction of the discursive object
Constructing employee motivation to be essential in ensuring the mental health of individual employees positions individual organizations to have the power of impacting the general wellbeing of an individual employee. It illustrates that the employees derive more benefits from their relationship with their employees than the benefits that employers always derive from their employees. Without the financial incentives offered to employees either as motivational bonuses or as recognition of their efforts to the company individual employees would be struggling to meet their bills as well as meeting their basic needs such as food, shelter, and clothing (Catania, 2014). This would mean employees would be plunged into stressful conditions that would impact their psychological wellbeing. Similarly, the close relationships individuals employees always forge from the teams within an organization always allow them to share confidential situations that impact their psychological wellbeing (Bailey, Mankin, Kelliher & Garavan, 2018). Through this, they get emotionally relieved and consequently realize mental wellbeing.
On the same note, the realization of mental wellbeing through self-actualization and self-fulfillment also gives individual employees power over the effective performance of an organization. Enhancing the competency levels of an individual employee through training and development helps organizations to realize effective performance (Alrabai, 2014). Similarly, the creation of a conducive environment that allows employees to realize self-fulfillment and self-actualization is also essential in helping individual employees advance their innovative skills that enhances a company’s performance in the highly competitive contemporary world’s business environment. Gagneur, Lemaître, Gosselin, Farrands, Carrier, Petit & De Wals (2018), asserts that though a company can have in place well-structured systems and procedures as well as sophisticated and most advanced equipment, employees still holds the key to its successful competition since these cannot function without being operated by the employees. This also illustrates the need for individual organizations to motivate their employees through job sharing, job rotation, and enhanced training and development.
Stage five: establishing the opportunities presented to the subjects
There are several opportunities presented to both employees and organizations by constructing employee motivation as an essential element in enhancing employees’ mental wellbeing. It creates opportunities for employees to demand favorable workplace conditions that can enhance their motivation to ensure positive organizational performances that can enhance their competitiveness in the highly volatile contemporary world’s business environment (Palacios-Marqués, Merigó & Soto-Acosta, 2015). Similarly, it creates opportunities for employees to advance their individual ideas while they try to achieve self-actualization and self-realization within the organization. It also presents the opportunity for individual employees to enhance their skills and level of expertise from the training provided by companies.
Companies also enjoy the opportunity of building a highly competent and agile workforce that can effectively navigate around the challenges presented by emerging issues at the workplace (Wineman, Hwang, Kabo, Owen-Smith & Davis, 2014; Aryanto, Fontana & Afiff, 2015). They also have the opportunity to create a culture of high-quality performance from their employees. However, with the view of creating a conducive workplace environment that fosters an individual employee’s psychological wellbeing organizations have to ensure they hire only employees that will be compatible with the existing workforce in relation to age, race, gender, and cultural alignment. This denies the organization an opportunity to foster workplace diversity. Hardcastle (2015) and Cox, Klinger & Fadardi (2015), asserts that workplace diversity is a key ingredient in fostering innovation within an individual company. And considering the essence of having an innovative culture in an organization, a company can realize ineffective competition within its environment.
Stage six: an exploration of the link between the discourse and subjectivity
Through all these, employee mental wellbeing can be viewed to be subjected to the strategies developed by an individual organization to help it foster effective competition within its environment. An organization that values innovation will create an environment that fosters self-actualization and self-fulfillment that can enable individual employees to advance their innovative ideas (Cano-Kollmann, Hannigan & Mudambi, 2018). This will ensure individual employees are motivated to perform their duties and hence realize their psychological wellbeing (Kramar, 2014). Similarly, an organization that is performance-oriented can choose to utilize financial motivational techniques like piece work and commission that ultimately exert more pressure on an individual employee to maximize their earnings. As identified by Jackson, Schuler & Jiang (2014), this will result in stressful situations that will ultimately impact the psychological wellbeing of an individual employee. On the same note, the effective performance of an organization is also subjected to the level of performance of an individual employee. All these create a power construct between an employee and companies.
Conclusion
Self-fulfillment and self-actualization are essential elements in realizing optimal employee motivation that can result in effective organizational performance as well as the psychological wellbeing of individual employees. Though organizations are perceived to hold significant power in relation to the mental wellbeing of individual employees, these two subjects mutually benefit from their relationship. Additionally, there are several opportunities created for the subjects involved in this discourse including the chance to enhance skills and levels of expertise among employees and the opportunity to enhance organizational performance among companies. However, in a bid to create a conducive workplace environment that supports self-enrichment individual organizations can be denied the opportunity of fostering workplace diversity as a result of the power construct that results in this relationship. The mental wellbeing of an individual employee is subjected to the strategies utilized by an individual organization. Similarly, the effective performance of an organization is also subjected to the level of performance of an individual employee. The power construct between an employee and an organization always results in opportunities for both parties involved, essentially with a view of creating value. Employee motivation is imperative for ensuring the mental wellbeing of individual employees in an organization.
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