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1. https://techcrunch.com/2012/10/20/zuckerberg-facebook-started-out-as-a-hobby-and-a-project-not-a-company/amp/

2. https://www.telegraph.co.uk/technology/0/owns-facebook-created/

3. https://pure.sfi.dk/ws/files/383034/10967494.2015.pdf

4. https://www.inc.com/bill-murphy-jr/5-ways-facebook-gets-the-most-out-of-millennial-employees.html

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1. Muhammad Ehsan Bin Hassa / 1171201906

2. Wan Danieall Hakim Bin Ishak / 1171202101

3. Inam Hussain Bin Mohd Amir / 1171100445

4. Lee Jee Yik / 1171201361

5. Chong Jian Yang / 1161202546

6. Muhammad Faid Adil Bin Yusoff / 1171201891

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i. Explain the relationship between motivation and controlling.

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i. Explain the relationship between motivation and controlling.

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a. Managers who enforce a given command system using ‘‘hard’’ actions seek to change behavior by involuntary means; e.g., by monitoring and sanctioning. This reduces employees’ self-determination, and the effect might be a shift to extrinsic motivation and the undermining of intrinsic motivation. The argument is that when employees pay more attention to these external interventions rather than their own enjoyment of the activity, they think that their participation in the activity is the result of the external requirements rather than their own internal enjoyment, and this reduces their actual enjoyment. This mechanism is also called the over justification effect (Tang and Hall 1995)

b. As managers’ enforcement actions can affect employees’ experiences of self-determination, such actions are likely important for both employee perceptions and employee intrinsic motivation. According to self-determination theory, satisfaction of the individual’s needs for autonomy, competence, and relatedness is necessary for upholding autonomous types of motivation such as intrinsic motivation (Deci and Ryan 2000; Ryan and Deci 2002)

c. However, as employee perceptions of a command system determine the direction of the  crowding effect (decreasing or increasing intrinsic motivation), the effect of a command system on employee intrinsic motivation and performance depends on these perceptions (Andersen and Pallesen 2008; Jacobsen and Andersen 2014)

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ii. Find a company and write about the company background.

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ii. Find a company and write about the company background.

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The origins of Facebook have been in dispute ever since when Mark Zuckerberg , 23 , founded Facebook while studying psychology at Harvard University. An ardent computer programmer, Mr Zuckerberg had already developed a number of social-networking websites for fellow students, including Coursematch, which allowed users to view people taking their degree. He put his computer abilities to good use by hacking into Harvard's security network. Suprisingly enough, he had initially created the site as a type of "hot or not" game for fellow students.  Facemash , a site developed by Mark Zuckerberg opened on October 28, 2003, and closed a few days later, after it was shut down by Harvard exces.  However, in February 2004 Mr Zuckerberg launched "The facebook", as it was originally known as.

Furthermore, membership was limited to Harvard students only at that time. Eventually, Zuckerberg recruited a few of his fellow students to help develop the website. Within a short period of time, 1,200 Harvard students had signed up, and after one month, over half of the undergraduate population had a profile.

Moreover, in September 2006, the network was stretched beyond educational institutions to anyone with a registered email address. The site remains free to join and makes a profit through advertising revenue. In addition , Facebook announced that anyone who is  at least 13 years old and has a valid email address could join. Furthermore, the site's features have continued to develop during 2007. Users can now give gifts to friends, post free

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iii. Based on the company chosen, identify what are the techniques use to motivate their employees?

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iii. Based on the company chosen, identify what are the techniques use to motivate their employees?

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a. Offer truly meaningful work

The developing of the work that it sounds meaningful. The benefits working at Facebook is can let the employees make decision in part what meaningful work task and not just the company. Facebook will give the permission to new staffs to choose their team, according the following choice in part that employees trust themselves will have the better meaningful motivation and more involve on organizational needs. This skill of motivate that Facebook organization can let employees be more confidence doing their job task.

b. Encourage use of talents and strengths

Most of the company leadership and management work about last 20 years come out the advantages of using staff strengths. But, if the company’s mediocrity leadership emerges from the priorities of the current crisis. This can go out the window. Facebook not have the things of stress that smaller companies have compare with other company. Instead of allowing employees to create their own roles instead of forcing them into pre-existing roles, this makes them more appealing employers for millennials.

c. Provide supportive leadership

Facebook forms leadership to increase employees motivation using interview with their knowledge with some survey and sharing self-experience to increase motivate for their employee. For example, the employee get sense of direction from their leader to complete to goal for a team, it let many employee have the motivation to do their work and focus on a project.

d. Encourage teamwork

Teamwork is important for a group or team between their teammates. They need to trust each other and reach their goals together with a team. They need to create strategy together and setting with member for some project or a job. For example, a football match with their teamwork so they get to reach their goals, but they can’t win without their teamwork. So teamwork also very important to setting Facebook with their employees.

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iv. Identify THREE (3) motivation impacts towards the company or employee

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iv. Identify THREE (3) motivation impacts towards the company or employee

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a. Achievement

Achievements are things Facebook employees did which to add value, made a tangible or noticeable difference and contributed to the business of the organisation. They are not skills you learned, abilities you developed, knowledge you gained or awards you won. If you express an achievement as "Reviewed and restructured the company's sales force", this does not provide much useful information to the reader. Example for Facebook , For the full 2015 year, Facebook reached $17.93 billion in revenue, up a remarkable 44%  from $12.466 billion in 2014. Mobile continued to increase its share of the Facebook revenue pie, accounting for 80% of the company’s total advertising revenue in the fourth quarter of 2015, up from 69% in the fourth quarter of 2014. Heading into 2016 it’s clear that consumers have shifted to mobile and businesses know they need to catch up. Marketers now realize that if they want to reach their customers where they are – mobile is essential.

b. Advancement

Employee advancement isn't always a formal promotion, although many times it is an official transfer from one position to another. Advancement also can be a lateral move, such as a litigation attorney making a lateral move from one law firm to another. Generally, a lateral move of this type presents some benefit to the lawyer who's likely on a partnership track. Therefore, even lateral moves are part of employee advancement. Advancement forces performance employees who move upward or laterally have an obligation to their employers to prove they are worthy of the promotion or demonstrate their skills with another employer.

c. Recognition

The recognition is a process of giving an employee within an organization .The first motivation impacts towards employees are recognized. Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued by others. When employees and their work are valued, their satisfaction and productivity rise, so they are motivated to improve or maintain their good work. For example, Mark Zuckerberg is breaking down the barriers between the executives and other employees. Zuckerberg’s office has glass walls, he wants his employees to be able to approach him. Making people feel like equals is a great way to show that you value them.As employee performs well the company gets better returns  and the managers are happy with the work performed. It also gives them better safety records and fewer accidents on their job.

d. Growth

Next, Growth also is one of the motivation Impacts towards employees. Financial rewards plays an very important role on employees performance because rewards could determine how productive an employee is and motivate and control the performance as well. Financial reward is considered as the most functional tool for managers to motivate employees to move successfully and influence their behavior to achieve greater organization goals. On the other hands, failure in financial rewards would influence the effectiveness of skilled employees to be motivated if they are not being motivated. For example, Facebook provide a four months of paid time off for new mothers and fathers within the first year of a child’s birth or adoption. Then, professional growth opportunities are as important to ambitious and employees as opportunities for advancement. Training to improve skills and gain advanced knowledge, opportunities to work on special projects, assignment to lead teams and work on committees are an important part of a building and sustaining engagement.