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Strengths and weaknesses of McClelland’s acquired needs theory and expectancy theory
Relevance of ethical decision making in business
Relevance of ethical decision making in business
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Dick Solomon’s pursuit to motivate the waitress while dining exemplifies his negligence of formal dining etiquette, and unreasonable attempts of motivating his waitress. McClelland’s Acquired Needs Theory, and the Expectancy Theory best represent Dick’s unsuccessful attempts of motivating the waitress. The Acquired Needs Theory states that “An individual’s specific needs are acquired over time and are shaped by one’s life experiences.”(NetMBA). There are three needs classified under this theory: Achievement, Affiliation, and Power. One’s motivation in particular circumstances are influenced by the three needs. Achievement stems from a desire to accomplish goals from personal effort, as results are based off of one’s efforts. Motivation is stemmed by the desire to achieve goals in the workplace. In this particular case, the waitress has a predetermined goal: to provide great service in order to receive a great tip. Dick believes that placing money on the table will incentivize the waitress, creating motivation for him to receive outstanding service. The waitress is aware that her motivation is to meet Dick’s needs, so both of them can leave at the end of the night satisfied. The need for affiliation is commonly seen in the workplace. Employees who seek affiliation adapt easily to norms in the workplace, and, at all costs, aim to avoid conflict. Furthermore, those pursuing affiliation work well in customer service. Dick is unsuccessful with avoiding conflict between him and the waitress. As seen in the video, she becomes uncomfortable and concerned with every move she makes. The waitress seeks to avoid conflict by being polite to Dick and waitressing regardless of his impolite manners. The waitress acts professional and exemplifies ...
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...ced their unethical behavior outside of the restaurant, firstly the Equity Theory applies to Harry’s influence to join Tommy collecting change. His motivation stemmed from the fairness in the situation, and the input-to-outcome ratio compared to his referent. The Reinforcement Theory influenced the brothers curiosity of how much money they could make, not thinking about the negative consequences from their behavior. When Tommy, Harry, and Dick were later seen at home, Dick was furious about his son’s receiving spare change. Tommy explained that it was by fault, however once they saw the outcome of receiving the change, they became motivated. Their explanation to Dick reinforced that he must realize that tipping incentivizes employees, it’s a reward for good service. Tipping employees motivates them to work harder, providing the customer with better service as well.
Although Susanna Kaysen’s rebellious and self-harming actions of coping with her psychosis are viewed by some critics as pushing the boundary of sanity, many people have a form of a “borderline personality” that they must accept and individually work towards understanding in order to release themselves from the confines of their disorder. Kaysen commits to a journey of self-discovery, which ultimately allows her to accept and understand herself and her psychosis.
180). Based on Professor Houston’s lectures, employees keep a mental ledger of the outcomes or rewards they get from their job duties (Houston, 2016). Sunbreak Express employees have the opportunity to earn tips from their satisfied customers. The reason this follows the equity theory is because Daniel Cone evenly distributes the tips of the day to all the employees including himself. This is an example of the equality principle. Daniel believes that evenly distributing all of the tips to his employees creates an equal sense of accomplishment from all of his employees. When all employees perceives themselves as equals, there is no further action required according to the equity
Applying the principles of Henderson’s need theory to the leadership concentration, specifically the quality and risk management roles, occurs routinely however the relationship to the need theory is not often mentioned. When reviewing cases for quality and risk management, one can typically reduce the issue to failure in communication or in meeting a patient’s needs which are part of the fourteen basic human needs of Henderson’s need theory. When one fails to meet those needs, one will typically find an issue that is reportable via a variance, complaint, grievance, or to a governing and accrediting body. The goal as nurse leaders is to provide care that is consistent with the needs of the patient
It 's important for employees to know that their suggestions are being listened to, and should be given ways to improve themselves accordingly. This theory expresses that when a lower need is fulfilled, it 's no longer a strong motivator and consequently the interest in the following higher need gets to be overwhelming and the individual 's consideration is turned towards fulfilling this higher
Having known that adults are supposed to be self-directed, internally motivated and goal-oriented in the learning process, it is believed that Expectancy-Value Theory proposed by Wigfiled and his colleagues might be fruitful in explaining adults’ learning motivation in this case study.
At the beginning of this paper I mentioned that there are eight stages in the psychosocial development theory starting with trust vs. mistrust. This stage begins at birth to one year of age. This is when I should have formed a trust with my primary caregiver or caregivers. My dad was absent most of this stage, so my mother was my primary caregiver. Since she never taught me good behavior, right from wrong, and was uncaring when I was born, I did not feel safe or secure around her. I was told through family members that she was unable to hold me without me screaming all the time, and that the doctor said I suffered from anxiety at infancy because I could feel the tension of my mother’s stress, anger, and anxiety towards me. The beginning of me learning to mistrust, and feeling
Attachment is described as the close emotional bond between two people and Attachment Theory (AT) generally concentrates on the early bonds in a person’s development as well as the effects that these bonds have on later socio-emotional development. While emphasis on attachment as an antecedent for future behavior and personality has decreased somewhat in recent years, it is interesting to note that the DSM IV-TR includes a “reactive attachment disorder” which it states is caused when extreme circumstances prevent proper attachment development.
Theory Planned Behavior (TPB) is an expansion of the hypothesis of contemplated activity (Ajzen and Fishbein, 1980; Fishbein and Ajzen, 1975) made vital by the first model's confinements in managing genuine practices over which individuals have fragmented volitional control. TRA works most effectively when connected to genuine practices that are under a man's volitional control. On the off chance that genuine practices are not completely under volitional control, despite the fact that a man might be profoundly energetic by her own particular demeanors and subjective standard, an individual may not really play out the real conduct because of mediating natural conditions. The Theory of Planned Behavior (TPB) was produced to foresee practices in which people have deficient volitional control.
Positive motivation allows employees to be happy while working and also be the most effective worker possible. Hourly employees also have the ability to receive a $1,000 scholarship towards further education. This incentive for lower level workers makes everyone feel valued. Fairness is a part of Chick-Fil-A’s organization and brand. The equity theory shows that people are motivated by fairness. This scholarship equals out the playing field and motivates all workers, regardless of their social status and income. Operators will learn important skills, to improve their abilities while enjoying the get a way. The feeling around the organization is that everyone within the organization is family. This family feel makes all employees motivated towards one common purpose; making Chick-Fil-A the best it can be.
Studying the ability of children to delay gratification has been consistently popular in psychological research. Studies have shown that children with a higher ability to delay gratification go on to have higher self-confidence, better interpersonal skills, higher SAT scores, and are even less at-risk for psychopathy (Kidd, Palmeri, & Aslin, 2012; Sturge-Apple et al., 2016). Various research has attempted to understand why some children are better at delaying gratification that others. Kidd, Palmeri, and Aslin (2012) offered two potential hypotheses for these differences: Deficient capacity and the rational decision-making hypothesis. The researchers found that it was
Described by DuBrin, (2013, p. 306), looking at leader’s roles at enhancing motivation more broadly, Jean Houston, an Atlanta based human recourse consultant, says that managers can engage their workers by seeing them, as whole people and courageous conversations that builds trust and sees what is really going on. Expectancy theory is a good starting point to learning how leaders can apply systematic explanations of motivation, for two main reasons. First, the theory is comprehensive: it incorporates and integrates features of other motivation theories, which include goal theory and behavior modification. Second, it offers the leader many guidelines for initiating and sustaining constructive effort from group members. DuBrin (2013, p. 308),
In the 1960’s and 70’s there was an assumption that attitudes towards behavior is what determined behaviors. This was not true, and there was no evidence to back it up. Martin Fishbein and Icek Azjen conducted research experiments and studies in 1975 about attitudes and behaviors that once again confirmed there was no relationship between those two variables. Fishbein and Azjen said that behavior depends on the intention to participate in a behavior and does not depend on the attitude towards the behavior. This is where the Theory or reasoned Action and Theory of Planned Behaviors came from. These theories say that behavior is based on intention and provided an alternative to the previous belief that behavior is related to attitude. Intention is how likely someone is to participate in a certain behavior. Intention is affected by attitudes, subjective norms, volitional control and behavioral control. These are the four main constructs of the theories. The theories are relatively the same, with the exception of the behavioral control construct. The Theory of Planned Behavior has an extra construct to it which is called behavioral control. This theory is helpful whenever the behavior is not under volitional control.
According to Rothbaum, Rosen, Ujiie, and Uchida (2002), attachment and systems theories have similarities but remarkable differences: Attachment is between individual family relationships and systems affect the entire family, dyad attachments provide protection, care, and security, while the system of the family provides dynamics, structures, roles, communication patterns, boundaries and power differentials. Although attachment theory typically refers to a child-adult relationship and the systems theory focuses on family functioning, the latter is affected by attachment patterns within the family (Rothbaum et al., 2002).
Maslow’s Hierarchy of Needs Theory can explain the manager’s actions. Specifically, the lower-order need Safety. The manager acted out in order to protect the stability of the company and prevent employees from eating food for free. Under Alderfer’s ERG Theory the manager was acting out of protecting his growth needs. As he was attempting to stop a behavior that tarnishes his work record and prevents him from receiving a bonus. Subject to McClelland’s Acquired Needs Theory the manager catered to the Need for Achievement. The manager was attempting to solve a problem with his workers by enacting a new rule. Motivator Factors under Herzberg’s Two-Factor Theory explains the manager’s decision as well. He took action in order to receive recognition
Everyone has their own needs and desires. These desires are genuine and authentic in that it affects everyone emotionally, however social relations and technology play a role in shaping peoples needs and desires. This is thoroughly demonstrated in Sherry Turkle’s work, Alone Together, Leslie Bell’s work Hard to Get, and Ethan Watters work The Mega Marketing of Depression in Japan. Specifically, our needs and desires are authentic in that that Jayanthi and Alicia needed to alter their personalities due to their past, and the children needed an emotional companion and found one with robots, however social relations like the Mega Marketing in Japan that created a need for a specific form of treatment for depression demonstrate that outside sources could play a key role in shaping our needs and desires.