Strategic International Business Management Research Paper

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Strategic International Business Management Research Paper

Strategic International Business Management Research Paper


Employees play a crucial role in the success or failure of institutions. Successful businesses worldwide owe much of their triumph to properly treating their employees and effective coordination among them. Employees are more likely to be engaged and motivated in establishments that prioritize their welfare and foster a positive working environment conducive to universal interaction among the workforce (Burgess, 2005, p.325).

Management must fulfill several essential roles to ensure sustained high performance and achievement among staff. This paper examines relevant leadership, motivation, and change management theories to elucidate how managers in modern workplace settings characterized by diversity of experience and culture can inspire their employees.

It also explores techniques for handling diversity, particularly in multicultural environments, and strategies for promoting professionalism and ethos in a managerial context.

Using Leadership to Motivate Employees

The impact of leaders on every business has significant implications for employees. Leaders shape the attitudes and morale of the workforce, with coercive leaders often dampening enthusiasm and engagement (Landis, Hill, & Harvey, 2014, p.97). Leadership theories such as trait, behavioral, and contingency models are crucial to motivate employees effectively.

Trait Theory

The trait theory posits that leaders’ characteristics are key to success. Administrators with drive, integrity, empathy, and self-confidence will likely excel in their roles (Latham, 2015, p.107). As a manager, fostering trustworthiness, openness, and empathy in interactions with employees and demonstrating self-assurance can strengthen staff confidence and serve as positive examples for their development.

Behavioral Theory

The behavioral theory focuses on actions rather than inherent traits. Managers are encouraged to promote team development to foster cooperation and improve morale (Olafsen et al., 2015, p.447). Encouraging inclusivity and democratic decision-making can enhance employee engagement and productivity.

Contingency Theory

The contingency model emphasizes understanding employees’ needs and tailoring management approaches accordingly (Latham, 2014, p.108). Training, support, and resources based on job requirements can enhance employee proficiency and satisfaction. Creating a supportive culture and recognizing employee contributions can also boost morale and motivation.

Motivating Employees Using Motivation Theories

Motivation theories seek to explain what drives people’s behavior. Expectancy theory suggests that individuals choose behaviors based on anticipated outcomes (Cerasoli, Nicklin, & Ford, 2014, p.980). In practice, rewards tied to performance outcomes can motivate employees to exert effort.

Application of Expectancy Theory and Other Motivation Models

Managers may face resistance from employees concerned about the impact on their rewards when implementing new initiatives (Maruping et al., 2017, p.625). Using innovative compensation techniques and linking incentives to performance objectives can mitigate resistance and motivate employees to excel. Additionally, providing development opportunities and recognition can fulfill employees’ needs for achievement and contribute to organizational success.

Change Management Theories and Their Application in Motivating Workers

Change is inevitable in organizations, and effective change management is essential for maintaining employee motivation. Kotter’s 8-step model emphasizes creating urgency, building a coalition, and communicating a clear vision for change (Ng & Kee, 2013, p.42). Involving employees in the change process, addressing obstacles, and celebrating short-term wins can motivate them to achieve organizational goals.

Managing Diversity and its Effective Application in a Cross-Cultural Context

Diversity management is crucial for fostering inclusion and maximizing employee motivation. Cox and Adler’s models emphasize valuing diversity, fostering inclusion, and addressing cultural biases (Lozano & Escrich, 2017, p.679). Creating a pluralistic workplace where all employees feel valued and respected can enhance morale and motivation.

Promoting Professionalism and Ethos to Motivate Workers

Ethics and professionalism are foundational to employee motivation and organizational success. Maslow’s hierarchy of needs highlights the importance of meeting employees’ basic needs and fostering a culture of trust and collaboration (Guillén, Ferrero, & Hoffman, 2015, p.803).

Effective communication, empowerment, and recognition of employee contributions can promote ethical behavior and professionalism, enhancing employee motivation and organizational performance.


Motivating employees is essential for organizational success and requires a multifaceted approach. Effective leadership, motivation, change management, diversity management, and promoting professionalism and ethos are key strategies for inspiring and engaging employees.

By understanding and addressing employees’ needs, fostering inclusivity, and promoting a positive work culture, managers can create environments where employees feel valued, motivated, and committed to achieving organizational goals.