motivation (how it benefits both the company and the employee) as well as support for your idea specifically.

Motivation
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Abstract
Organizational culture guides all the interactions within the given organization. Therefore, it is essential to recognize the succinct culture that is practiced in every firm. Motivations are the forces that provide the individual with the impetus to establish given goal-driven strategies. The organizational culture is the collective beliefs that influence the relationships in an organization. Therefore, this means that motivation would be integrated into the culture of the given company. Motivating employees should be based on the provision of both financial and non-financial incentives, which will help in adding value to the motivation established. The reduction of stress in the workplace is one element that is shown as integral to the assurance of workers motivation. The involvement of employees in the decision-making process fosters the working relationship between the manager and employees that leads to increased productivity. There is a direct relationship between employee motivation and the organizational efficacy. Any improvement that heightens the motivation of the employees is directly related to the resulting growth witnessed in the organization. Therefore, it is essential to involve the employees in dealing with the various issues that affect them. It is also imperative that every employer identifies the different ways of engaging the employees in improving efficacy and promoting the organizational culture.

Keywords: motivation, organizational culture
Motivation
Every organization determines the organizational culture, which guides all the interactions within the given company. It is essential to recognize the succinct culture that is practiced in every organization. Matkó et al. (2017) define motivation as the forces that provide the individual with the impetus to establish given goal-driven strategies. This one crucial aspect must be considered when making a plan towards the motivation of the employees. Ideally, the organizational culture is the collective beliefs that influence the relationships in an organization. Therefore, this means that motivation would be integrated into the culture of the given organization.
The importance of motivation is closely linked with the overall performance in the given organization. The human desire for motivation is supposed to be dependent on the specific employees in the organization. In fact, Adeogun et al. (2011) argue that different employees have varied demands for their satisfaction. This means that it is incumbent upon the leader to determine the diverse ways in which the employees could be motivated. Motivating employees should be based on the provision of both financial and non-financial incentives, which will help in adding value to the motivation established (Adeogun et al., 2011).
The best form of motivation that is easily implemented is the involvement of the employees. According to Rožman (2017), the reduction of stress in the workplace is one element that is shown as integral in the assurance of motivation of the workers. As a strategy, involving the employees has various aspects to it that all contribute to the success of the goals of motivation.
Different strategies are usually adopted when involving the employees. These plans include their involvement in the decision-making within the organization. By engaging the employees in the decision-making organs of the firm, the employer will develop a working relationship that ensures the overall success of the organization. Matkó et al. (2017) add that this kind of motivation provides both the employees and the management with a sense of entitlement that enhances performance in the organization. Involving the employees in the motivation process is also possible through value creation. Matkó et al. (2017) add that this is the act of rewarding the successful efforts carried out by the employees. These rewards serve as the impetus to keep work act while at the same time acting as a challenge to the other employees as well. Value creation is an involving aspect of motivation that still requires an interaction with the employee (Matkó et al., 2017).
The best strategies that are supposed to be adopted should focus on providing the employee with the required opportunities to grow. The enabling workplace is also vital in the motivation of the employees. The manager can involve the employees in the motivation process through these means.
Rožman et al. (2017) point out the relationship between employee motivation and the organizational efficacy. Any improvement that heightens the motivation of the employees is directly related to the resulting growth witnessed in the organization. Productivity increases among the motivated staff as compared to the less motivated team. Matkó et al. (2017) discuss motivation, as part of the organizational culture, as the element, which promotes the best consumption of resources. Increased quality of output and reduced turnover indicate the increase in motivation among the employee.
In conclusion, the argument by Rožman et al. (2017) still holds considering the relevance of the involvement of the employees in dealing with the various issues that affect them. It is imperative that every employer identifies the different ways of involving the employees to improve efficacy and promote the organizational culture.
References
Adeogun, S. O., Fapojuwo, O. E., & Ajayi, M. T. (2011). Motivation Factors Affecting Employees Job Performance in Selected Agricultural Oil Palm Industries in Edo State, Nigeria. Global Journal of Agricultural Sciences, 10(2), 111-117. Retrieved from
Matkó, A., & Takács, T. (2017). Examination of the relationship between organizational culture and performance. International Review of Applied Sciences and Engineering, 8(1), 99-105. doi:http://dx.doi.org/10.1556/1848.2017.8.1.14
Rožman, M., Treven, S., & Čančer, V. (2017). Motivation and satisfaction of employees in the workplace. Business Systems Research, 8(2), 14-25. doi:http://dx.doi.org/10.1515/bsrj-2017-0013