Question.4187 - Unit 2 - Discussion Board (75 points) Due: Thu, Jan 16 |Printer Friendly Version Description Primary Discussion Response is due by Thursday (11:59:59pm Central), Peer Responses are due by Saturday (11:59:59pm Central). Review the Specialty Metalworking Company Case Study before proceeding with the following scenario. Scenario: Al Waysright, a Project Engineer for Metallico, joined the team earlier this year. He had met Win Easily from Project Management Consultants during the interview sessions and was looking forward to working under him. Al’s team members seemed warm and friendly and comfortable with their work. He had acquainted himself with his team members quite well. Out of curiosity, Al causally asked one of the team members about Mr. Easily. His team member responded, “Mr. Easily does not interfere with our work. In fact, you could even say that he tries to ignore us as much as he can.” Al was surprised by the comment but decided that Mr. Easily was probably leaving them alone to do their work without any guidance to allow them to realize their full potential. Al’s previous job was at Expert Industrial Developers (EID) working for Ivar Kontrack. Al had worked under Ivar and had looked up to him as a guide and mentor—always guiding, but never interfering. Ivar had allowed him to make his own mistakes, and he learned from them. He had always encouraged individual ideas and let the dream team discover the flaws, if any, through discussion and experience. He rarely held an individual member of his team responsible if the team as a whole failed to deliver; for him, the responsibility for any failure was collective. As Al was going through the initial project plan, he saw that there were several problems with the project scope that would cause scope creep in the future. Excited to bring this up to Mr. Easily in the hopes of gaining praise and recognition, Al waited the next day in front of Mr. Easily’s office for an opportunity to discuss this with him. After Al waited for an hour, Mr. Easily called him in. When Al went in, Mr. Easily looked at him blankly and asked, “Yes?” Not sure whether he had recognized Al, he introduced himself. Mr. Easily said, “Ok, but why did you want to meet me?” Al started to tell him about the problems he saw with the project scope and his solutions, but before Al could even finish, Mr. Easily told him that he was busy with other things and that he would send an e-mail with the solution to all members of the team by the end of the day that the team could then implement immediately. Al was somewhat taken aback. He slowly realized that Mr. Win Easily was the opposite of his old boss. Although he was efficient at what he did and extremely intelligent, he had neither the time nor the inclination to groom his subordinates. His solution to problems was always correct, but he was not willing to discuss or debate the merits of any other ideas that his team might have. He did not hold the team down to their deadlines nor did he ever interfere. In fact, he rarely said anything at all! If work did not get finished on time, he would just blame the team and totally disassociate himself from them. Time and again, Al Waysright found himself thinking of Ivar Kontract, his old boss, and how he had been such a positive influence. Win, on the other hand, without actively doing anything, had managed to significantly lower Al’s motivation levels. As a result, Al gradually began to lose interest at work. It had become too mechanical for his taste. He didn’t really need to think; his boss had all the answers. Al was learning nothing new and felt his career was going nowhere. As he became more and more discouraged, his performance suffered. From being someone with immense promise and potential, Al was now in danger of becoming just another mediocre project engineer. Primary Task Response: Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions with your classmates. Be substantive and clear, and use examples to reinforce your ideas. After gaining a deeper understanding of your own leadership and communication style, it is time to turn your focus outward to your team. To keep your team performing at a high level, it is first assumed that you have taken them through the stages of building a team: forming, storming, norming, performing, and adjourning. In this Discussion Board, you will explore what you believe are the goals of motivation, some of the theories driving motivation, and what instrument you might use to measure how each project team individual is motivated. The following Discussion Board research will assist you in determining what each of these dimensions means. Research at least 2 sources (which may include your textbook) to support your response. Include an introduction and conclusion to this topic. Be sure to include your references and citations, and format your submission in APA format. Based on the above scenario, discuss the following questions: What are the differences between the levels of satisfaction that Al felt while working for the two different managers? Answer the question using Maslow’s hierarchy of needs. Analyze with Alderfer’s EGR theory the needs of Al that are not being met at his current job. Al began his current job with great enthusiasm; however, despite his positive outlook, he quickly became unmotivated. Using Herzberg’s content theory, explain the probable reasons for this. Al’s gradual performance drop in the new division was due to a lack of intangible rewards for his needs. Analyze this statement using equity theory. The key factor in why Al felt demoralized was that his expectations were not being met. Using Vroom’s expectancy theory, explain this. Responses to Other Students: Respond to at least 2 of your fellow classmates with at least a 100–200-word reply about their Primary Task Response regarding items you found to be compelling and enlightening. To help you with your discussion, please consider the following questions: What did you learn from your classmate's posting? What additional questions do you have after reading the posting? What clarification do you need regarding the posting? What differences or similarities do you see between your posting and other classmates' postings? For assistance with your assignment, please use your textbook and all course resources.
Answer Below:
IntroductionMotivation xxxxx a xxxxx role xx team xxxxxxxxxxx and xxxxxxxxxx productivity xxxxxxxxxx in xxxxxxx environments xxx case xx Al xxxxxxxxx highlights xxx differences xx managerial xxxxxxxxxx can xxxxxxxxxxxxx impact xxxxxxxx satisfaction xxxxxxxxxx and xxxxxxxxxxx This xxxxxxxxxx examines xx s xxxxxxxxxxx using xxxxxx s xxxxxxxxx of xxxxx Alderfer x ERG xxxxxx Herzberg x content xxxxxx equity xxxxxx and xxxxx s xxxxxxxxxx theory xxxxxxxxx insights xxxx the xxxxxxxxxxxxx and xxxxxxxxxxxx dimensions xx leadership xxx team xxxxxxxxxx Satisfaction xxxxxxxxxxx Using xxxxxx s xxxxxxxxx of xxxxxxxxxxx s xxxxxxxxx of xxxxx identifies xxxx levels xx human xxxxxxxxxx physiological xxxxxx social xxxxxx and xxxxxxxxxxxxxxxxxx Rojas xx al xx EID xxxxx Ivar xxxxxxxx Al x needs xxxx well xxxxxxxxx Ivar x mentorship xxxxxxxx a xxxxx of xxxxxxxx and xxxxxxxxx social xxxxx and xxxxxxxxxxxxx for xxxxxx recognition xxx personal xxxxxxxxxxx esteem xxx self-actualization xx felt xxxxxx motivated xxx supported xx Metallico xxxxx Win xxxxxx Al x social xxx esteem xxxxx were xxxxx Win x lack xx engagement xxxx Al xxxxxxx isolated xxx unrecognized xxxxx was xx room xxx professional xxxxxx or xxxxxxxxxxxxxxxxxx causing xx to xxxx interest xxx motivation xxxxxxxx Using xxxxxxxx s xxx TheoryAlderfer x ERG xxxxxx condenses xxxxxx s xxxxx into xxxxx categories xxxxxxxxx Relatedness xxx Growth xxxxxxxxxx Existence xxxxx These xxxx met xx both xxxxx as xx had xxx security xxx basic xxxxxxxxx Relatedness xxxxx At xxxxxxxxx relatedness xxxxx were xxxxxxxxxxx Win x detached xxxxx led xx a xxxx of xxxxxxxxxx interpersonal xxxxxxxxxxx leaving xx feeling xxxxxxxxxxx and xxxxxxxxxxx Growth xxxxx Al x growth xxxxx were xxxxxxxxx at xxxxxxxxx Without xxxxxxxxxx or xxxxxxxxxxxxx to xxxxx his xxxxxxxxxxxx development xxxxxxxxx eroding xxx initial xxxxxxxxxx Herzberg x Content xxxxxx and xx s xxxx of xxxxxxxxxxxxxxxxxx s xxxxxxxxxx theory xxxxxxxxxx hygiene xxxxxxx and xxxxxxxxxx as xxx elements xxxxxxxxxxx job xxxxxxxxxxxx Hygiene xxxxxxx At xxxxxxxxx basic xxxxxxx factors xxxx salary xxx job xxxxxxxx were xxxxxxx but xxx absence xx good xxxxxxxxxx and xxxx collaboration xxxxxxx dissatisfaction xxxxxxxxxx Metallico xxxxxx motivators xxxx as xxxxxxxxxxx autonomy xxx meaningful xxxx Win x authoritative xxxxxxxxxx approach xxxxxx Al xxx opportunity xx contribute xxxxxxxxxx or xxxxxxx acknowledgment xxx his xxxxxxx diminishing xxx intrinsic xxxxxxxxxx Equity xxxxxx and xxxxxxxxxx RewardsEquity xxxxxx suggests xxxxxxxxxxx compare xxxxx input-output xxxxx to xxxxxx influencing xxxxx sense xx fairness xxx motivation xxxxxxxxxxxx Imbalance xx likely xxxxxxxxx an xxxxxxxxx at xxxxxxxxx Despite xxx enthusiasm xxx proactive xxxxxxx he xxxxxxxx no xxxxxxxxxxxxxx guidance xx rewards xxxxxxxx a xxxxx of xxxxxxxx Intangible xxxxxxx The xxxx of xxxxxxxxxx rewards xxxx as xxxxx respect xxx recognition xxx Al xx feel xxxxxxxxxxx which xxxxxxxxxxx to xxx declining xxxxxxxxxxx and xxxxxx Vroom x Expectancy xxxxxx and xxxxx ExpectationsVroom x expectancy xxxxxx links xxxxxxxxxx to xxxxx factors xxxxxxxxxx instrumentality xxx valence xxxxx et xx Expectancy xx believed xxx skills xxx efforts xxxxx lead xx meaningful xxxxxxxxxxxxx However xxx s xxxxxxxxxx attitude xxxxxxxxxx this xxxxxx Instrumentality xx expected xxx contributions xx be xxxxxxxxxx and xxxxxx Instead xxx s xxxxxxxx conveyed xxxx Al x efforts xxxx irrelevant xxxxxxx his xxxxxxxxxx Valence xx valued xxxxxxxx growth xxx recognition xxx Metallico xxxxxx to xxxx these xxxxxxxxxxxx The xxxxxxx of xxxxx key xxxxxxxxxx left xx demoralized xxx disengaged xxxxxxxxxxxx s xxxxxxxxxx at xxxxxxxxx underscores xxx profound xxxxxx of xxxxxxxxxx styles xx employee xxxxxxxxxx and xxxxxxxxxxx Effective xxxxxxx recognize xxx importance xx fulfilling xxxxxxxxxxxxx needs xxxxxxxxx growth xxx maintaining xxxxxxxxx and xxxxxxxxx environments xx applying xxxxxxxxxxxx theories xxxx as xxxxxx s xxxxxxxxx ERG xxxxxx Herzberg x content xxxxxx equity xxxxxx and xxxxx s xxxxxxxxxx theory xxxxxxxx can xxxxxx understand xxx address xxx factors xxxxxxxxxxx team xxxxxxxx and xxxxxxxxxx motivation xxxxxxxxxxxxxxxxxxxx M xxxxxxxxx management xxxxx on xxxxxxxx motivation xxx case xx a xxx spare xxxxx family xxxxxxxx Rojas x M xxxx A xxxxxxxxxxxxxxx K xxx hierarchy xx needs xxxxxxxxx examination xx Maslow x theory xxx lessons xxx development xxxxx Development xxxxx V xxxxxx L xxxxxx E xxxxxxxxxx theories xx Organizational xxxxxxxx pp x RoutledgeMore Articles From Management
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