Personal application. While speaking with Marc, I brought up the topic of motivation and behavior he employs goal setting theory along with parts of equity theory. In his job function many of the goals set for his department are set by upper management. His use of goal setting theory, he will set a goal that his employees feel are unattainable. However, his experience suggests that when he places goals that are higher, his employee’s performance improves. Interestingly, he admits that he will lower the goal once he notices the performance is exceeding the organizational goals. When he lowers the expectations, it continues to motivate the employees because they now feel their goal is attainable and continue to work hard to feel successful. He indicates that many of the employees also feel that he is listening to them and adjusting their goals accordingly. There are some of his subordinates that raise concerns that others are not doing as much as they are. In order to ensure those employees feel he is being equitable, he makes them aware of how he determines what employees are responsible for certain tasks. “As a result, subordinates would be more likely to be affected by managerial motivation and strive to emulate it.” (Coget, 2011). A manager that is motivating and shows support towards their employees has the power to motivate them to accomplish tasks that they may feel are unrealistic. With regard to behavior he takes note of his employees personalities and assigns tasks and priorities based upon that. He noted that one particular employee has interest in leading and shows exceptional performance, and he, therefore, provides the employee with additional tasks. The insight he has given me is valuable because it shows...
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...ur life or in your career, we need to be flexible and adjust to these changes. We must also continually learn and try to understand people, new concepts and think outside the box, because, as Marc said, if we do not take risks, if we do not fail, then we do not succeed.
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“A manager manages using authority-or the right to get others to do things by virtue of their positional power. While a leader leads through the ability to influence other people to do things using a certain degree of personal power or charisma” (McLean, 2005, p. 16). By definition, leadership is about influence. Therefore, it is impossible to discuss the theme of leadership without including followers or to try to explain the idea of team building without explaining the influence of a leader. While each concept is unique, both have a direct affect on the other. A leader is not a leader without someone following him or her and a team will always develop a leader whether indirectly or directly appointed. However, leadership and team building are much like the preverbal chicken and egg; and many theories have developed over several years trying to explain the influence on each other and the successful development of teams and leaders.
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There is no shortage of motivational theories, just as there is none for leadership theories; however there are a few particularly important ones. It is interesting to note that even some of the most notable ideas of motivation are nothing more than untested hypotheses with simple anecdotal observations as a backbone that has served for years of...
Employee motivation has always been a central problem in the workplace, and, as an individual in a supervisory position, it becomes one’s duty to understand and institute systems that ensure the proper motivation of your subordinates. Proper motivation of employees can ensure high productivity and successful workflow, while low worker motivation can result in absenteeism, decreased productivity rates, and turnover. A large body of research has been produced regarding motivation, and much of this research is applicable to the workplace. Due to the nature of man, motivation varies from individual to individual, and, because of this, there is no one system that is the best for ensuring worker motivation in every organizational situation, and, as a product, many theories have been created to outline what drives people to satisfactorily complete their work tasks. Throughout the course of this document, the three main types of these motivational theories will be outlined and examples of each, as well as how these theories can be used to further strengthen and sustain worker motivation....
The function of manager is to complete a task on time. The task or project may be very simple or vastly complex and technically challenging. Where, a manager must find ways to motivate the people working on the task. In order to understand how to motivate the people, a manager must also understand the difference between the management and the leadership. An understanding of the motivation methods, including the traditional theories from the early to mid 21st century to more modern theories of motivation, is ...
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