How to Keep a Workforce Motivated at Crossroads

Structural Change and Employee Motivation
Kamlesh Kumar Maurya, HR Consultant, India
The most important thing is to analyze the importance of the change by top management. After that its necessity and importance must be communicated clearly to the employees.
In case a change is related to behavioral change, it must happen gradually.
And if the change is not important, then in my opinion it should not be tried at all, otherwise it may cause great mental separation.

How to Keep a Workforce Motivated at Crossroads
Rahmat Samad, Student (Other), Malaysia
I agree with you that it is difficult to motivate if there are a lot of changes in the organisations values, collectivism, consistency, etc.
But what we can do is to develop an intrinsic motivation among them that will help them to cure their frustration..

How to Keep a Workforce Motivated at Crossroads
Toyin Babs-Enoch, Entrepreneur, Nigeria
The process of transition or transformation is aways a very difficult one for both the management team and workforce in any organization. There can never be a 100% motivation or acceptance of the new methods considering the different backgrounds and mental attitudes of people that constitute the organization. A considerable degree of motivation can however be achieved when people see the rationale behind the various changes taking place, and going further by engaging in controlled participatory management at departmental levels.
Such feeling of recognition by management helps to reduce the tension.

Motivation Theory
mahlomaholo, Student (Other), South Africa
I think Herzberg forgot to include training in his hygiene factors. However, it is very true that lack of quality supervision is unhealthy for any employee.