Manager's Workshop Report

According to Maslow’s Needs theory, based on the fact that a person is justified as long as he still has not reached a certain level of satisfaction, has a better understanding of the fact that human motivation leads to a broad spectrum of their needs we could say that in order to motivate people, the manager has to give employees the opportunity to meet the needs in a way that together lead to the organization's objectives.

Maslow's hierarchy of needs provides a foundational theory. It states that all employees have some basic needs that must first be satisfied in order to provide the framework for further motivation and empowerment.

An aspect of motivation that was answered early on in research was learning to understand individual needs. In early research, it was believed that employees worked or were motivated to do so based upon their needs; they were motivated to satisfy their needs in other words. There are four main need-based theories of motivation include: Maslow’s Hierarchy of Needs, the ERG theory, Herzberg’s Dual Factor Theory, and McClelland’s Acquired Needs Theory (Carpenter, Bauer, Erodgogan & Short, 2013).

Ideally, his decision must maintain the firm’s no-layoff history, encourage the tight-knit company atmosphere, and draw as little negative attention as possible. As a new employee in his grandfather's business, he must prove himself worthy of the position he was recently controversially given. His first challenge is dealing with the declining performance of veteran employee, Russell Campbell, a strong-minded subordinate with a significant amount of influence within the firm. To make his dealings even more complicated, Russell is a

In this report I will examine the extent in which the concepts of the Managerial Escalator fit with the experiences of two managers that were interviewed by me. The first part of this report will try and clarify the concept of the Managerial Escalator with focus on Rees and Porters different concepts as well as unfolding their own standpoint on it. The second part of the report will show a clear analysis of two managers who have managerial responsibilities in their roles and in their line of work or have had then ascertain any extents in which the two managers progression into management fits in with the managerial escalator.

Nestlé Company has used McClelland theory that examined three learned needs to motivation employee. The McClelland theory used includes two part of need, first is need for achievement by the employees to establish challenging goals to improve employees skills and techniques and to take responsibility. Second is need for affiliation which is the desire to seek approval, conform to others wishes and avoid conflict to maintain relationship (McClelland's Human Motivation Theory, n.d.).

The needs hierarchy is applicable to anyone and everyone. For me, I like to apply it to my job and why it motivates me. As described above, to achieve self-actualization you must complete the lower tiers before you can achieve the most complex need. I have worked at HomeGoods for about three years and it is my first job. I have stuck around for the good, the bad, and the ugly. Right now, we are in the ugly. I am working an average of 35 hours a week because we are understaffed. Why am I doing this to myself? Why have I stayed this long? Maslow’s theory of motivation helped me understand why. The first need is physiological and it is thoroughly completed. I have clean working environment with snacks and regulated breaks. These needs are completed so now I can achieve the second tier. My safety needs are met: a safe working environment, a very secure job, yearly raises, and

According to the ERG theory "existence needs are the desire for physiological and material well-being, relatedness needs are the desire for satisfying interpersonal relationships and growth needs are the desire for continued personal growth and development"(Schermerhorn, Hunt, and Osborn 2005, p.5 chpt.6). For the same reason's that Maslow's theory would not be a good choice for this organization to use to motivate their sales staff; the ERG theory is also not suited for this type of employee group.

Alderfer explains that as one move up the ladder, the more difficult it becomes to achieve needs at that level. For example, the complexity of satisfying relatedness needs at the work place is intensified by differences of individual needs. This is because people working together at any institution, are at different stages of fulfillment or regression. Some may be aiming at the big shot while others may be striving to achieve existence needs. It is therefore very important for managers to address the three needs so as to alleviate any impending conflict among workers. Some workers may be more inclined to growth needs than existence or relatedness needs; providing a platform for their growth is therefore very necessary to avert depression.

The literature review, explain the theories which are related to the case study’s problems in order to the motivation and satisfy employees’ needs. There are three important theories include; organizational motivation justice, Maslow’s hierarchy needs theory, and expectancy theory.

Per Maslow, these needs which are the run of motivation for an employee to work are arranged in a hierarchical order of increasing importance. This order is “prepotency”. It means satisfied need no longer remains a motivator and only the next greater needs can motivate an employee to perform further. This was later analyzed due to there is no certainty that these needs are consider as a motivation hierarchical order as recommended, therefore

In Lynda’s case, she is upset with the reward that she get after her sales. She always uses all of her effort in every case but still, she doesn’t get as much reward as her expectation. According to the equity theory, Lynda’s feel under reward because even in the previous quarter that her sales met quota but she didn’t get any extoller from her boss. For the expectancy of motivation, Lynda has high in E-to-P expectancy and P-to-O expectancy. She put all of her effort in order to get a high performance also high performance will lead to high outcome. However, her outcome valances are low because of external factors likes bad economic etc. In order to motivate Lynda, the first thing is to give her some admire because she feel slight that her hard work doesn’t get any admiration. Mark may also can make she feel comfortable about her sales that didn’t met quota because of external factors. The second thing that Mark need is to make her schedule more flexible in order to give her a free time with her family during weekend.

The connection that they can have can be very personal which they can use to treat the organization as a big family. Although these solutions may require expending costs, this is an investment that has high return that can offset the losses the organization is incurring due to the absences and unproductivity of their employees on its present condition.

Need is defined as “the gap between current results and desired results-not gaps in resources, methods, procedures or means.” (Kaufman, 1992) Hence, the management focuses on the organization’s priority, which is the ‘What’ issue. It is important to identify the correct need to prevent wasting resources fixing the wrong needs.

(Robbin S., Timothy J, 2011 p.65) ”employee with high level of job involvement strongly identify with and really care about the kind of work they do.” Those people accept challenges they learn new things, these things could be helpful for their future as well, after three month he feel that he is working same every day, customers are asking the same question so he decided to talk to Billy about some change. (Robbin S., Timothy J, 2011) According to Hierarchy of needs theory, when once step of the hierarchy is satisfied substantially the next one becomes dominant so in order to motivate someone one need to understand what level of the hierarchy that person is currently on focusing on that one must satisfy the needs at or above that level.