Section 2 Challenging Theories

Introduction

The use of proper theories in business helps the company to understand the way they are to manage their behaviours, events and situation within the firm to reach productivity. Thus, in this essay critical appraisal challenging two established theories for addressing the identified issues in Farah Experiences LLC is provided.

Game Theory

The Game theory is seen to act as a model of an interactive situation between or among rational players. The crucial part of game theory is that payoff of one of the player is contingent on the strategy implemented by the other players (Do et al. 2017). This means that the payoff would be changed based on the strategy implemented by other players. According to this theory, to deal with the issue of cybersecurity while offering online tickets of Ferrari World by Farah Experiences LLC they are to install security services as a strategy to ensure that no personal information of the buyers is shared in any way with others expect them. Thus, the strategy would be to erase the information of the bank transfers made by the buyers while buying online to secure the data are not used to cause fraud. As mentioned by Nagurney et al. (2017), game theory helps in understanding the preferences and identities of the player. This is helpful to develop strategies for cybersecurity as the organisation know on the basis on which factors they are to create security to avoid fraudulent issues. Thus, Farah Experiences LLC needs to recruit cybersecurity personals to identify the identities and preferences of the scammers which would then be used to develop strategies to block them avoiding creating any further frauds. As argued by Chung et al. (2016), lack of concept regarding the identity and preference of the scammers leads organisation to develop hindered strategies that fail to provide cybersecurity. This is because the key reason for the fraud and who is executing it cannot be identified to develop proper measures. Thus, the theory is going to help Farah Experiences LLC to avoid online fraud while they sell tickets through the internet.

Motivation-Hygiene theory

The motivation-hygiene theory was proposed by Herzberg according to which the motivation (recognition, achievement, promotion, growth, work itself, responsibility) and hygiene (pay and benefits, physical environment, status, job security, salary, supervision, cooperation, company policy) factors are to be successfully fulfilled to influence the employees to work with efficiency and retain with the organisation (Yeboah and Abdulai, 2016). In case of Farah Experiences LLC, it is seen that one of the key issue being faced by them in switching of job by the skilled as well as unskilled migrant workers who are the key employees in the organisation and the business. This is evident as Farah Experiences LLC is located in Abu Dhabi where 96% of the workers are migrants in nature who are either skilled or unskilled in nature (gulfmigration.org, 2018).

According to motivation-hygiene theory, to influence the workers to get retained within the organisation they are to be provided proper recognition, promotion and growth in the form of motivation (Ahmad and Salam, 2018). As mentioned by Hee et al. (2018), fair recognition makes the employees feel valued by the organisation as the fair growth and promotion leads the employees to have better career and earning opportunities. Thus, Farah Experiences LLC by providing and ensuring effective recognition, growth and promotion for the employees would be able to reduce switching of jobs, in turn, helping them to maintain proper human resource required for their productivity. This is because fair promotion and growth of the employees in Farah Experiences LLC would make the staffs feel their work efforts are properly valued in turn making them feel motivated to work in qualitative way and retain with the firm. As argued by Martinson and De Leon (2018), lack of recognition makes the employees feel their work efforts are not properly valued. This result the employees to feel lack of motivation to work and retain with the organisation as they feel useless. Moreover, without growth and promotion, the employees feel their career cannot be uplifted and thus orient to switch jobs to get better growth in other organisations (Jovanović and Božilović, 2017). Therefore, the recognition and growth of the employees would help Farah Experiences LLC to avoid job switching as they would be able to assure better future for the employees while working with the organisation.

The motivation-hygiene theory informs that the workers can be retained within the organisation if they are provided proper pay benefits and salary as per industry standards (Nagar and Sharma, 2016). As asserted by Al-Damoe et al. (2015), proper salary and benefits makes the employees become economically stable which leads them understand that the organisation values their work effort. This result the employees to remain retained within the organisation as they feel their needs are properly fulfilled and they are offered proper respect for their work effort. Thus, Farah Experiences LLC requires reframing their salary structure for the employees so that the migrant workers are provided salary and benefits as per minimum industry standards. As criticised by Ramadhan (2015), employees feel demotivated to work if they are not provided minimum salary as per industry standards. This is because they feel they are not properly remunerated at work and are being extorted. Thus, Farah Experiences LLC by providing minimum salary to the workers would be able to show value and respect towards them making them develop morale to retain within the organisation.

The Herzberg motivation-hygiene theory informs that job security is one of the key for the employees to remain retained and execute tasks with proper effort for the organisation (Ahmad, 2015). As stated by Newman et al. (2019), job security makes the employees have peace of mind that they are in a long-term position to effectively achieve their career goals and financial situations. This means job security acts to makes the employees develop stable thinking that they are in safe hands. As argued by De Meulenaere et al. (2016), lack of job security makes the employees feel uncertain about their future. This makes them think of switching job to find better opportunity of stabilisation. Thus, Farah Experiences LLC require to ensure job security to the migrant workers so that the workers develop mental stability to work with effort for the organisation without thinking of switching job to find better opportunity and stability in life and work. The theory informs that proper supervision of the employees who are unskilled in nature is required to assist and inform them way and knowledge to becoming skilled at work in a better way within the organisation, in turn, providing better productivity (Marshall et al. 2015). Thus, Farah Experiences LLC need to execute supervision of employees so that they are able to make their unskilled workers even skilled to work with efficiency resolving their issues with human resource needed for productivity.

Conclusion

The above discussion informs that developing strategies by understanding the preferences and identify of the scammer Farah Experiences LLC can resolve issues with cybersecurity. The use of Herzberg motivation-hygiene theory would be helpful for the organisation to resolve human resource issues of switching of jobs, turnover and unskilled migrant workers.

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