REPLY
REPLY
A minimum of 150 words each question and References Response (#1 – 6) KEEP RESPONSE WITH ANSWER
Make sure the Responses includes the Following: (a) an understanding of the weekly content as supported by a scholarly resource, (b) the provision of a probing question. (c) stay on topic
1. I don’t find the motivational theory argument to be contradicting when recognizing individual differences and when it comes to also paying attention to members of diverse groups. The reason being every individual has a skill set that they can bring to an organization. I have seen this in many of the different places I have worked over the years. There are individuals that can handle interacting with others (customers, coworkers), then there are individuals who are able to perform task around the workplace (speed, precision, quality). This not only has the individual stand out from the rest, but they also give coworkers the chance to experience and get better in that area too. Two theories that come to mind is Maslow’s Hierarchy Theory (content) and Herzberg’s Two-Factor Theory (process). Maslow’s theory is what motivates people and breaks it into difference categories. “In the workplace these translate into things that make a job appealing. For example, most people want a safe working environment, to feel appreciated, recognition for hard work and a chance to move up the ladder of success” (Reference, 2019). This can cover apply to everyone in a diverse workplace. Then there is Herzberg’s theory which is based off someone’s behavior. This implies in understanding each individual motivation and what outcome it will have.
2. Though motivational theory promotes the idea of individual differences, we must also recognize these differences within diverse groups as well. Thus, a content theory such as the hierarchy of needs, by Abraham Maslow focuses on five specific elements that ultimately promote motivation within a person (Schermerhorn & Uhl-Bien, 2014). Additionally, this theory focuses on the basic of human needs and the underlying factors that cause motivation. In the same regard, applying this theory may work with some individuals, but not all. Further, some diverse workgroups may be more motivated by a process theory, such as equity theory, which was brought upon by J. Stacy Adams, which focuses on any form of perceived inequity, that ultimately spawns motivation (Schermerhorn & Uhl-Bien, 2014). It is with this theory that equity comparison among people, ultimately spawn motivation. This can be seen with those who feel as though they have been given less than others which creates negative inequity, and those who feel they received more than others, which is known as positive equity. When gaining knowledge as to how to navigate specific atmospheres within a workplace setting, it is essential to recognize the differences among a group of people, and what truly motivates them based upon their diversity. Thus, I do not believe that it is a contradiction to focus not only on individual differences but to also pay attention to members of diverse groups. I think that these are both required in order to maintain a sense of synergy within the workplace and to have the realization that different things motivate every person. Further, I believe that this is the reason why so many motivational theories, such as the ERG theory or goal-setting theory, exist. They exist to adapt to the differences that exist within every person and what motivates them, which leads to a more productive and cohesive work environment for all.
3. From the group of theories, I was reading about I don’t think they are necessarily contradicting. I think they kind of resemble each other but from different perspectives. In comparing and contrasting some of the theories I chose to compare Maslow’s Hierarchy of needs and McGregor’s theory on the X and Y models. Maslow’s hierarchy of needs consists of the job satisfaction that revolves around employees needs and the factors that bring them a basic degree of satisfaction (Saif et al., 2012). Maslow based this theory on the physical, biological, social and psychological need of human beings. He came up with a five stage theory that places these needs of individuals in different categories and prioritized their personal goal. McGregor on the other hand has a theory of X and Y. This puts employees in one of two category groups on two sets of assumptions. Theory X assumes a negative perspective of people. Meaning other people can inherent dislikes of work and avoid it and so they think they can be controlled and threatened with punishment to make them work. These individuals prefer to be directed to avoid any responsibility and want the need of security. The Y theory consists of the opposite. The Y theory is the mental and physical inputs at the workplace. The internal or external environments may not be a sole influence when it comes to their performance. In normal circumstances, people can adapt to seek responsibility and not just be able to accept it (Saif et at., 2012, p.1357).
4. One thing about my learning style is that I rely on visual learning and hands on doing things, then reading and speaking. With my emotional intelligence is I need to have better handing of my own personal emotions, but I can help others so well with there’s. With my personality I don’t find being active and going out with others to be much of something that satisfies me, and I mostly prefer my own solitude. I don’t find I need much improvement because people already consider me a good leader when I am placed in charge. How I can be a better manager after looking at these result though is being more confident in myself and more open, those are two key areas I feel I lack most that if I betters I would be able to raise my ceiling in how I lead.
5. I can become a more effective manager by understanding that my employees may not learn the same way I do. They may need more visuals or may need a larger chunk of the information to understand. I think it is important to understand this and try to train employees in a way that could be understood and interpreted by all, or most. To be a more effective manager, I need to work on my self-awareness and self-motivation, even though I felt this score was lower then expected. As I stated I am working outside of work on my own feeling and internal voice. This will help me with my overall effective communication. As a manager it will be important for me to understand my responsibilities and what is too much. I need to work on that for myself and also understand not all my employees will be willing to take as much on. As an effective manager, I would need to understand what the expectation are and hold them to those expectations.
6. Corporate Governance and Sustainability The ethical behavior, social responsibility, and sustainability are critical elements in corporate governance as they promotes transparency, accountability and ethical compliance and enhanced morality. Some managers embraces these aspects because it improves trust with the customers and shapes a positive public image to the stakeholders. However, some managers resists the aspects due to the increased costs of implementing ethical behavior, social responsibility, and sustainability. The virtual circle of corporate social responsibility includes crow sustainably, decoupling negative eco-impacts, and double social benefits.The circle aspects are critical in shaping the ethical and corporate social responsibility programs. Starbucks Inc has been able to implement the virtual circle of corporate social responsibility promoting ethical and sustainability in the organization.
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