Motivation Techniques Used By Managers

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Motivation is used by managers in companies to encourage its employees to perform to the best of their abilities. The motivation techniques used in the first summer are quite different than those of the second. The workers were motivated in the first summer due to the Expectancy Theory as well as the Four-Drive Theory.
In the first summer, workers quite enjoyed working for Joe and put great effort and time into landscaping customers’ yards. The “E-to-P expectancy” (McShane, Steen & Tasa, 2014, p.119) is used by Joe. This expectancy is based on the workers’ belief that he/she can successfully complete the task required. In the first summer, Joe taught all new workers how to use the lawn equipment and was present at the job site aiding
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This means, motivation techniques based on human need of emotion, bonding, and learning. “Drive to Bond” (McShane, Steen & Tasa, 2014, p.116) is one out of the four theories Joe used in the first summer. The theory states that the forming of social relationships with coworkers as well as with the manager increases motivation within the company. It is clearly shown in the case that the workers all have a well established relationship with each other. They are able to communicate with each other to distinguish tasks, as well as eat and make jokes together during lunch and/or brakes. This desire to bond and create groups motivates workers to cooperate and feel confident in the environment in which they work. Another upside to the bond the workers have is that their joking and talking does not interfere with their work.
The working habits and atmosphere in the second summer were quite different from the first. The new supervisors needed better motivation techniques to encourage the workers to perform well. First and foremost, it is clear the new supervisors do not have sufficient leading skills. They lacked communication with the employees and seemed to flaunt their authority. The supervisors needed to improve their “Drive to comprehend” (McShane, Steen & Tasa, 2014, p.116-117). This drive enables the worker to fully understand what is happening in the environment around them. Most of the time, the new employees were forced to
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