Griffin Case Study on Extream Motivation
This study also explored deferent motivational approaches used by Seagate (world’s largest hard drive makers firm) company to motivate their employees. CASE QUESTION 1 use Mascots hierarchy of needs to classify each needs of the rewards mentioned in this case.
How do each of these rewards increase motivation? ANSWER: According to humanist psychologist Abraham Moscow, our actions are motivated In order achieve certain needs. This hierarchy suggests that people are motivated to fulfill basic needs before moving on to other, more advanced needs.
This hierarchy is most often displayed as a pyramid. The lowest levels of the pyramid are made up of the most basic needs, while the more complex needs are located at the top of the pyramid. These are: ? 1) physiological Needs 2) Security Needs 1 3) Belongingness Needs 4) Esteem Needs 5) Self-Actualization Needs Case Study- “Extreme Motivation” Concerning Mascots theory in terms of pay-for-performance, It can be analyzed under each of these five areas? Physiological Needs: The physiological need is the lowest In the hierarchy, and is generally the easiest to fulfill.
This physiological level Is the necessities and Is usually entry level of pay, which Is adequate to motivate a worker to pursue the desired position.
In the workplace, this need can be satisfied by adequate salary or financial rewards. In the given case Mr.. Jack Welch, former CEO of General Electronic also Delve In tons. In Nils pollen, Atlanta rewards are ten most important tool in the motivation toolbox.
He has pointed that money is paramount, saying; other reward can never be given lieu of money. Security Needs: Once a person attains the physiological level, security is the next need in 2 line.
Security is having the feeling of Job security, pay raises and pension plans etc. If the employees don’t feel secure in their Job, they will be dissatisfied and Goth of organizations will fall. In this study, we have found that, a world famous hard drive maker company “Seagate” was facing a severe motivation crisis in 1996, due to a merger and subsequent layoffs and employees weren’t happy. Belongingness Needs: Belongingness needs relate to social processes.
They include the need for love and affection and the need to be accepted by one’s peers. The former CEO of General Electronic, Mr..
Jack Welch also believed that. He said that, “Its not always how much you give people, though.
Sometimes it’s how much you give them relative to their peer. Esteem Needs: Esteem needs actually comprise two different sets of needs: the deed for a positive self-image and self-respect and the need for recognition and respect from others. Besides financial performance, Mr.. Jack Welch also believing in recognition of employee performance and personally reviewed everyone who worked directly for him, handwriting extensive performance evaluations that sometimes ran several pages.
Case Extremity’s Motivation” Self-Actualization Needs: At needs. These needs involve the top of realizing the hierarchy are the self-actualization potential continued growth and to keep a one’s individual development. Jack Welch also used this motivational tool lance between recognizing past successes and calling for further achievement. CASE QUESTION 2 Which theories of motivation seem to fit most closely with Jack Wheel’s ideas about rewards? Explain. ANSWER: There are many theories available, by which manager can motivate the employees to 3 improve their performance.
In the given case, Mr.
. Jack Welch use a motivation theory to motivate his employees and that is the “Two Factor Motivation Theory’. Two-Factor Theory: In theory which proposes the asses, that people Frederick Herbert published his are motivated by motivators two-factor than rather malfeasance Doctors. It consults two Doctors: 1) Malfeasance?doctrinal Factors Motivators?linguistic Factors. Maintenance?Extrinsic Factors: Maintenance factors are also called extrinsic motivators because motivation comes from outside the person and the Job itself.
Extrinsic motivators include pay, Job security, title; working conditions; fringe benefits; and relationships. These factors are related to meeting lower-level needs. Motivators?linguistic Factors: Motivators are called intrinsic motivators because motivation comes from within the person through the work itself. Intrinsic motivators include achievement, recognition, challenge, and advancement. These factors are related to meeting higher-level needs.
4 In the given case, Jack Welch, former CEO of General Electronic is also believed that financial rewards are the most important tool to motivate employees.
The current view of Case Study- “Extreme Motivation” money as a motivator is that money matters more to some people than others, and that it may motivate some employees. However, money does not necessarily motivate employees to work harder. Money also is limited in its ability to motivate. For example, many commissioned workers get to a comfortable point and don’t push to make extra money; and some employees get to he point where they don’t want overtime work, even though they are paid two or three times their normal wage. But money is important.
As Jack Welch says, you can’t just reward employees with trophies; you need to reward them in the wallet too. Jack Welch also goes on to note four other effective means of increasing motivation, including recognition, celebration, a clear mission and a balance between recognizing past successes and calling for further achievement. He adds “its not always how much you give people, though. Sometimes its how much you give them relative to their peers, money is a way of keeping score”. CASE QUESTION 3 Use one or more approaches to motivation to why explain why Agate’s retreats are motivating to workers.
ANSWER: There are three approaches to motivation. These are: ? 1) The Traditional Approach: According to Frederick W. Taylor, managers knew more about the Job being performed than did workers and he assumed that economic gain was the primary thing that motivated everyone. 2) The Human Relation Approach: The human relations emphasized the role of social processes in the workplace. Advocates of the human relations approach advised to make workers feel important and allow them self-direction and self-control in arraying 5 out routine satellites. ) I en Human Resource Approach: I Nils approach assumes Tanat that the contributors are more create valuable a to both individual and organizations.
Managers need to Ark environment to use the human resources. Case Study- “Extreme Motivation” In 1996 Seagate Company was facing a severe motivational crisis. Due to a merger and subsequent layoff, the employees weren’t happy. To overcome this problem Seagate top team decided that took some drastic measures. We have used “The Human Resource Approach” to explain that: According to The Human Resource Approach Managers need to create a work environment to use the human resources.
To apply this approach Agate’s top management enrolled 200 managers in a week-long adventure race in New Zealand. Each day team of employees spend the morning learning about the key attributes of a strong, vital culture, including trust, accountability and healthy competition and it ends with the final racing competition. Over the five days employees test themselves, open up to their colleagues, and learn to trust team members. The retreat is expensive for Seagate, but it is paid of well. In January 2006, Forbes named Seagate s its “Company of the year”.