Organizational Behavior Perspectives

Organizational Behavior Perspectives

​T-Mobile company is a provider of the wireless network in the United States (US), and it is largely owned by German Telecommunications. The corporation uses its subsidiaries, Metro by T-Mobile and T-Mobile, to provide data and wireless services in America (T-Mobile, 2020). The company is among the largest wireless providers in the US, and it is a network hostof many mobile virtual network operators in the region (United States Securities and Exchange Commission [SEC], 2018). T-Mobile offers Sprint SIM card services, even though the company’s services like Sprint and T-Mobile accounts are managed by people in other companies (T-Mobile, 2020). The corporation’s area of distribution is wide and it offers specific goods and services. 

T-Mobile’s Operations Summary

​The company formed as a subsidiary of Western Wireless or the Western Wireless Corporation in 1994 as Voice Stream or Voice Stream Wireless Company as a Delaware corporation. Deutsche Telekom (DT) acquired Western Wireless after its separation from Voice Stream in 1999 (SEC, 2018). In 2002, thecompany was later renamed T-Mobile USA Incorporation. However, Metro Communications Corporation and T-Mobile USA merged in 2013 to form a Delaware Corporation of T-Mobile US (SEC, 2018). In this regard, all financial statements of the company represent statements of the two merged companies. 

​T-Mobile earns revenue by providing wireless services to its more than 80 million wholesale, prepaid, and postpaid customers. The company also provides accessories and wireless devices to its customers through its customer care channels, website, owned and operated stores, and across its flagship brands (SEC, 2018). The company’s business strategy includes expanding networks, compensating employees, providing a full range of devices, and retaining a base of loyal customers (SEC, 2018). The company increased competition and accelerated innovation in broadband industries, video, and wireless in the US. 

​While T-Mobile is the largest prepaid service provider in the US, it is the third-largest postpaid service plans provider. The company’s national carrier competitors include Sprint, Verizon Communications, and AT&T company (SEC, 2018). However, other competing regional mobile virtual network operators are Charter Communications, Comcast Corporation, and TracFone Wireless company (SEC, 2018). Nevertheless, T-Mobile’s other competitors include companies that use alternative services or technologies to provide similar telecommunications like data, messaging, and voice services. 

​According to the company’s 2020 financial reports, it is the largest wireless provider in the US after overtaking A&T. Besides, the report notes that T-Mobile continues to offer industry-leading customer growth with over one million new customer additions in the second quarter of 2020 (T-Mobile, 2020). The company’s total customer base by the end of the business period was over 98 million customers with over 13 billion USD service revenues and over 17 billion USD total revenues (T-Mobile, 2020). Moreover, according to T-Mobile (2020), the company is currently the largest 5G network provider spanning 1.3 million square miles and more than 250 million customers in the US. Accordingly, T-Mobile overtook AT&T company by customer base amid an unprecedented economic and social climate in America. 

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Analysis: Job Motivation

Extrinsic and Intrinsic Factors That Affect Job Motivation

Like other multinationals, extrinsic factors may affect T-Mobile’s employee motivation from outside the workplace and include development, training, job satisfaction, appraisals, and motivation. However, Nyambegera and Gicheru (2016) agree that effective dissemination of information, organizational information management, and job enrichment are extrinsic factors that greatly influence employee motivation (28). Job enrichment, for example, increases workers’ responsibilities, and they increase their performance since they become more efficient (28). Similarly, organizational information management may influence workers’ ease of access to information and theyfeel a sense of belonging. Accordingly, Nyambegera and Gicheru note that workers feel motivated and are better placed to enhance teamwork and trust (28). Furthermore, extrinsic factors motivate employees to achieve set objectives and perform more efficiently. 

On the other hand, intrinsic factors motivate workers to achieve their intrinsic needs by performing well at work. The factors include employees’ perception about their contribution towards the company’s growth, skill development, view of the job, skill requirement, and organization’s appreciation of employees (Nyambegera & Gicheru 29). Notably, employee recognition enhances their motivation and overall job satisfaction (29). Workers usually contribute to organizational achievement when they feel appreciated or recognized.Furthermore, Nyambegera and Gicheru note that training provides avenues for workers’ growth and increases theiremployability, skills, and knowledge. Accordingly, training ensures employee retention, trust, and motivation in the corporation. 

Consequences of Low Job Motivation

​Furthermore, low job motivation may have adverse effects on T-Mobile’s performance. The company may suffer both internal and external consequences which impair its operations. For instance, lowly motivated workers exhibit poor customer service and a negative attitude (Leonard, 2019). Accordingly, low morale adversely affects client interactions and may reduce teamwork. Moreover, poor employee motivation reduces a firm’s general morale and productivity. Notably, happy employees outperform the unhappy ones and managers should uplift workers’ morale (Leonard, 2019). Nonetheless, low motivation yields hatred of work and haughtiness. Employees’ unruly behaviors and low self-confidence can compromise their performance (Leonard, 2019). The author also notes that job insecurity is a major consequence of poor job motivation and people who fear losing their jobs may negatively influence their coworkers lowering their morale. 

​In summation, T-Mobile’s area of distribution is wide and it offers specific goods and services. The company is among the top telecommunications service producers in the US and it has acquired its status through strategic mergers. According to T-Mobile’s financial reports, the company has expanded its customer base to overtake its rivals and became the largest wireless provider in America. However, extrinsic and intrinsic factors that affect multinationals’ job motivation also affect T-Mobile. For instance, training, appraisals, skill development, and skill requirement determine employees’ morale and job motivation. Similarly, internal and external consequences of job motivation among huge corporations also affect T-Mobile.  For example, poor customer service, low morale, bad attitude, and job insecurity result when employees are poorly motivated. Therefore, employee motivation determines a company’s wellness.

References

Leonard, K. (2019). Consequences of No Employee Motivation. Hearst newspapers, LLC. Retrieved 18 April 2021, from https://smallbusiness.chron.com/consequences-employee-motivation-41238.html.

Nyambegera, S., & Gicheru, C. (2016). Extrinsic and intrinsic factors influencing employee motivation. International Journal of Business and Social Research, 6(9), 28-29. Retrieved 18 April 2021, from.

T-Mobile. (2020). T-Mobile Overtakes AT&T as America’s #2 Wireless Provider and Continues to Deliver Industry-Leading Customer Growth with Strong Financial Results in Q2 2020. Investor.t-mobile.com. Retrieved 18 April 2021, from https://investor.t-mobile.com/news-and-events/t-mobile-us-press-releases/press-release-details/2020/T-Mobile-Overtakes-ATT-as-Americas-2-Wireless-Provider-and-Continues-to-Deliver-Industry-Leading-Customer-Growth-with-Strong-Financial-Results-in-Q2-2020/default.aspx.

United States Securities and Exchange Commission. (2018). Document. Sec.gov. Retrieved 18 April 2021, from https://www.sec.gov/Archives/edgar/data/1283699/000128369919000015/tmus12312018form10-k.htm.