3.2.2. McGregor’s Theory X and Theory Y
In McGregor’s theory he mentioned that “if you treated people as responsible and self-motivated thus they will act in a responsible and motivated manner” (Torrington et al 2002 page 343)
Theory X would limit subordinates ability to exercise discretion and use incentive schemes and penalties as primary inducements for increased effort. Theory X states that the average human being has inherent dislike of work, and will avoid it if possible since people dislike working they must be coerced, threatened and otherwise punished most employees seek to avoid responsibility and will look for formal guidance, direction and authority at every opportunity. Most employees regard security as more important than ambition
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Most of the employers use this technique to get employee excited about the rewards is to give them an extensive enough choice of merchandise or gift cards so there will be something to charm to every person (Nelson, 2006). That is why most points-based incentive plans allow participants to select from a catalog of options. Also noted, although colleagues recognition programs are often mixed with reward programs they retain a diverse purpose overall. They are intended to deliver psychological rewards or a monetary advantage. Even though many elements of scheming and retaining reward and recognition systems are the same, it is useful to keep this dissimilarity in our thought, especially for small business holders were involved in motivating staffs while retain costs low (Henneman, …show more content…
As the theorist Abraham Maslow stated in his famous hierarchy of needs, according to Henneman (2001) “two of the most valuable psychological needs are the need to be appreciated and to feel belonged.” These needs are met through personal recognition, which is displayed by showing your appreciation. It is scientifically proven that when people feel appreciated or loved, the body creates Oxytocin, which makes us perform better at work. We can make our Colleagues feel this way through a handshake or a pat on the back. Always remember that the purpose of recognition is to inspire Colleagues to strive for a higher level of personal performance, to make them feel inspired to do more. Have you said thank you to anyone today? Next time you see a colleague doing a good job, take a minute and thank them openly, it doesn’t cost anything but you will encourage
Essay Outline Topic: Sometimes you need extra motivation to accomplish something in life (Quitter’s Inc.). Introduction: Opening Statement: Have you ever experienced a scenario in your life where you were supposed to do something but had not found the motivation, so you just left it and did not care about it although it could potentially hurt you or someone else? One always encounters unmotivated people in life. If people are unmotivated to do something they sometimes need a push that will motivate them and get them on their feet.
Critical Thinking Answer The two recognition and reward programs that I would like to participate are Employee attendance and employee empowerment. Based on an employee attendance reward, it makes the company feels s/he cares about his or her job. Also it helps the employee protect his or her job. However, the employee empowerment makes the employee feels s/he has been trusted by the organization.
All rewards will include both monetary and public recognition. By providing average level performers both nonmonetary and monetary rewards at each level will make use of social pressure to motivate those still not
When employees see they are valuable to the company and they are secure it gives them confidence and in return they give their loyalty to the
Carnegie argued, as humans, we are “creatures of emotion, creatures bristling with prejudices and motivated by pride and vanity” (1981, p. 13). In our careers, or life in general, we must begin with praise and honest appreciation. Praising ones improvements can encourage them to do better, which in turn can make others happy about doing the thing you suggest, which are two principles of this section. For example, if someone in the workplace improves on their task, praising them of a job well done can encourage them to continue their efforts, and happier, more eager to finish a task if asked of them because they are in a much happier state of mind from your appraisal. People are driven from their pride and sense of importance.
INTRODUCTION “The moment you make a mistake in pricing, you 're eating into your reputation or your profits.” - Katharine Paine The above quote from the founder of KDPaine & Partners LLC and The Delahaye Group is quite apt. Pricing is quite often ignored by executives & leads to people not understanding how it can change the competitive game in an industry.
Jessie Townsend May 3rd, 2016 Prof. Allen Wong ASOC283 Why Kids Get Life The documentary “When Kids Get Life” delves into four cases involving juveniles who are serving life without parole in Colorado prisons. All of these juveniles are serving this time due to first degree murder among other charges they have received. The ages of these juveniles at the time of their crimes range from fifteen to seventeen and all of them still currently remain incarcerated. By applying different delinquency theories to each case, there is a chance that one could explain or even rationalize why these juveniles committed the crimes that they did.
But when it comes to workplace interactions, our generous qualities don’t always shine through. But most of us actually spend the majority of our waking hours at work. This means that the way we interact with our co-workers during work period is a fundamental part of who we are. We should not reserve our giver values solely for our personal lives. We should also apply it to our professional environment because this is also critical in making good friends.
For example, Walmart offers personalized gifts, vacations, theatre or sports tickets or gift cards to reward employee-of-the-month. These nonmonetary awards are very effective because it can make employees feel appreciated for their effort and contribution while underscoring a company value at the same
Brandon, a fifth year employee at a local McDonald’s that I visited, showed perseverance to make sure that everything ran efficiently in the restaurant. After receiving outstanding service while ordering my large drink, I sat down at a table in the back and watched him for an hour, taking mental notes as he took physical notes of customer’s orders. Sometimes he took multiple orders at a time; they were understaffed. I studied him and how he worked. I found that he used a large variety of greetings and not just the typical “welcome to McDonald’s.”
If the organisation succeeds with setting a goal that all the employees in the group feel that they want to contribute to and that they together with the group are able to achieve, the organisation can with help of group rewards decrease unhealthy competition. We believe that group based reward system are a way to organisation to implement team spirit as a part of the workday. The most expressed advantage with using a team based reward system is that it promotes cooperation between the employees in an organisation. One common reason for an organisation to choose to reward on a group level can be because if the work is being done in group it is easier to reward the group as
For employees, things that aren’t intrinsically interesting requires extrinsic rewards to motivate. Employees can be motivated by extrinsic rewards such as additional monetary compensation, gifts, gift cards, or other monetary rewards. These types of rewards could lead to improved performance and higher motivation. It would also motivate a worker, but only satisfies the person’s lower-level needs. The flip side to this type of motivation stimuli, employees will want the same or better reward to maintain the same level of motivation and performance outcomes.
INTRODUCTION Adapted from the course module notes, there are two categories of theories and techniques in job design to motivate employees: 1. Content theories by Maslow, McClelland, Herzberg and Alderfer. 2. Process theories such as Job Rotation, Job Enlargement and Enrichment; Herzberg’s Two-Factor Theory, The Hackman and Oldham Model and Empowerment.
They have the ability to work the best from the people they manage through encouragement and their personal charisma. He believed that if people are treated as self motivated, they will act in this way. Based on McGregor's theory, Apples management style is a participative management style based on the theory Y, it is able to motivate its employees to achieve the best. Reward and Punishment Reward and Punishment is an important element of an organization.
The power of decision-making rests in the management that is able to apply human talents and capacities to the organizational objectives. Additionally, the reorganization of work provides a more challenging opportunities to direct the efforts of the behavior and needs of both individuals and the organizations. McGregor argued, “Only human management that as confidence in human capacities and is itself directed toward organizational objectives rather than toward the preservation of personal power can grasp the implications of this emerging theory” (p. 160). Compare and contrast in three sentences from the reading to the tenets that are fundamental to the Classical School of Thought.