Week 3 – LT Chart / Matrix Part A: Motivational Theories Select 10 theories from the following list and compare and contrast their applications to your LT organizations. Robbins / Judge chapters 6 & 7 are great resources for this exercise. Maslow Hierarchy of Needs Theory |Cognitive Evaluation Theory |Social Learning Theory |Job Enhancement | |McGregor Theory X/Y |Goal Theory |Reinforcement Theory |Incentive Pay | |Herzberg Two Factor Theory |Expectancy Theory |Equity Theory |Profit Sharing | |McClelland’s Needs Theory |MBO |Job Enlargement |ESOP’s | Part A Motivational Theory LT Chart / Matrix THEORIES |St. Luke’s Medical Center |Aqua Pro Spa and Pool |Danik Gymnastics |DirecTV |Google | |Goal Theory |Each employee must reach a goal each | |Each team member is responsible for |Set standard of goals- daily, weekly, |To become the best search engine in | | |day. There are a number of days that | |setting weekly goals with their |monthly goals to achieve. |the world through innovative ideas. | |must have patient contact on to ensure | |coaches |Goals made are specific and clear so | | | |the patients’ information is up to date| | |each employee know what it takes to | | | |before the patients’ doctor’s | | |reach a certain goal | | | |appointment. | | | | |Expectancy Theory |Motivation(M) = expectancy(E) * | |None that are described in the |-Better performance=better pay (salary |Tim | | |instrumentality(I) * valence(V) | |reading that are comparable other |and bonuses) | | | |E= The persons perception of the effort| |than the coaches are motivated to put|-Better performance=better | | | |to get a position or raise in the | |together the best teams by levels to |opportunities for promotions | | | |company | |create the greatest potential for |-Better performance- helps one complete| | | |I = To get hired into a full time | |first place. personal goals they have within the | | | |position or receive a raise based on | | |company | | | |performance | | |-Recognition for top performers and for| | | |V = The perception of the reward. | | |improvement in performance. | | | |
Getting hired or a pay raise is very | | | | | | |important to many people with my | | | | | | |department. | | | | | |M = The motivation a team member is | | | | | | |willing to put in to get all of the | | | | | | |above. Currently the motivation is high| | | | | | |for all members of my department. | | | | |Reinforcement Theory |When a person does well at the current | |Once a team member accomplishes their|-Get complimented for a job well done |Tim | | |position he or she is given compliments| |goal and can demonstrate it |-Caught-ya cards for monthly drawings | | | |and opportunities to move through the | |accurately ten times there is a |for going above and beyond. | | | |company. A person who does poorly or | |reward. | | | | |makes many mistakes will no longer have| | | | | |a position in the company. | | | | | |Equity Theory |The temporary employees hired on full | |Everyone is equal. No one coach is |-Teams, team members, and the whole |-Everyone is treated equal, no matter| | |time with the company feel they have | |given preferential treatment. center are ranked to see where you are |what. | | |worked very hard for the position. | | |at performance wise. Allows you to know|-All ideas are good ideas, anyone can| | |However, the temporary employees hired | | |what you need to do to succeed and be |start a change. | | |at the same time who do not receive | | |equal with your peers. -Family like atmosphere | | |full time positions may believe the new| | |-monthly, yearly, and bi yearly reviews| | | |full time employees have been rewarded | | |to know where you stand. | | | |more than the temps or feel cheated | | | | | | |from the positions. | | | | |Job Enlargement |The opportunity to gain additional | |None |-Still doing same job/description but |-Employees do many different things | | |responsibilities | | |also breaking things up by working on a|while still having same job title, | | | | | |special project. like coming up with examples for | | | | | | |change but still holding down your | | | | | | |other job requirements | |Job Enhancement |The smarter you work, the more you are | |None |-Taking on a new skill set, in addition|-Not afraid to add job duties to ones| | |going to gain | | |to your already acquired skills. |responsibilities in hopes to promote | | | | | |Completing paperwork as well as taking |that person up the chain is possible. | | | | | |phone call. | | |Incentive Pay |401k options.
The company matches | |Coaches are allowed to keep 50% of |-401K opportunities, company matches up|10% increase in pay at the beginning | | |contributions | |the money they earn doing private |to 5% |of 2011 as incentive | | | | |lessons |-monthly bonuses based on sales and | | | | | | |saves. | |Profit Sharing |n/a-none for profit company | |None |Unavailable |Non Profit | |Social Learning Theory |Demonstrate and live by the iCare | |The owner and coaches model hard |-Listening to fellow employees and how |Watch for proper conduct and behavior| | |values | |work, dedication, and commitment to |they handle their calls by listening to| | | |I = integrity | |the team and expect the team to do |them |Encourage right behavior | | |C = compassion | |the same for the recreational |-Learning from fellow employees who sit|Consequences are established for | | |A = accountability | |students. within your range of hearing to hear |unacceptable | | |R = respect | |They encourage proper sportsmanship |different ways to position how or what | | | |E = eccillence | | |to say to customers. | | |CONCLUSION | |(What have you learned from this investigation) | | | Part B: Conflict Management Approaches Select 6 Conflict Management approaches from the following list and apply them to your respective LT organizations. Robbins / Judge chapter 15 Competing |Compromise |Arbitration | |Collaborating |Negotiation |Bargaining | |Avoiding |Mediation |Win – Win approach | |Accommodating | | | Part B Conflict Management LT Chart / Matrix |APPROACHES |St.
Luke’s Medical Center |Aqua Pro Spa and Pool |Danik Gymnastics |DirecTV |Google | |Compromising |Leadership will compromise on ideas | |Coaches are constantly rotating their| |Google will compromise when it is | | |when people feel they have the best | |events in order to accommodate other | |best for the company. They reached an| | |ideas. The combination of the ideas are| |classes that need to use equipment | |agreement with a European company to | | |presented as the best of both worlds | | | |reduce the tracking of information. |Negotiation |Negotiation of ideas occurs when one | |Coaches negotiate with each other on | |Tim | | |idea is tried and if that idea does not| |use of equipment, talent, or time. | | | | |work, the second idea will be tried. Or| |One coach may be better on one event | | | | |if one persons idea is tried, the | |while another on a different event. | | | |second person may receive something he | |They often switch classes and coach | | | | |or she wanted in return for | |on the event they are better at | | | | |cooperation. | |creating a stronger team all around. | | |Collaborating |Teams of people may collaborate to | |Coaches collaborate on routine | |Wendy | | |create an end result that will best fit| |arrangements. The floor and beam | | | | |the companies needs or the personal | |coaches try and have matching | | | | |needs of employees | |elements in those routines.
This is | | | | | | |usually a dance element on floor done| | | | | | |again on the beam. | | | |Avoiding |Small interpersonal problems may be | |Not possible to be done! | |Google does not believe in avoiding | | |avoided because the issue will resolve | | | |problems.
They want to face issues | | |itself. | | | |head on. I believe they demonstrate | | | | | | |this process with employees as well | | | | | | |as completion.
Employees have many | | | | | | |amenities to help resolve issues and | | | | | | |make the work place better. | |Accommodating |Leadership will accommodate employees | |Coaches must be accommodating. There | |They accommodate their employees | | |needs as long as the request is within | |are a finite number of mats and | |through special work programs. The | | |reason.
This could be from personal | |equipment available for use and 800 | |process of an accommodating conflict | | |health needs to moving a plant away | |students that want to use them. | |management style is to give up | | |from a desk. | | | |something in the name of peace. | | | | | | Through the work out facility, free | | | | | | |shuttle busses and the multiple other| | | | | | |benefits offered, Google is | | | | | | |accommodating their employees. |CONCLUSION | |(What have you learned from this investigation) | | | | | | | | | | | | | | | | | | | | | | | | |