J. Blacksher, M. Bolt, C. Diaz, L. Harrell, C. Hughes, L. Lynn
HRM 552/Organizational Training and Development
University of Phoenix
Dr. P. D’Urso, PhD., BBSS
November 19, 2012
Consulting Firm – Engagement Strategy
A consulting firm has decided to streamline its process and merged with a software development company. The merger has caused the employees to be disgruntled and angry. The employees do not like change and this has caused morale to drop and production to decrease. Change leadership is needed as this merger will increase the profits of the firm.
Additional employees need to be hired and the morale of the current employees needs ...view middle of the document...
Motivation is, "'the willingness to exert high levels of effort toward organizational goals, conditioned by the effort's ability to satisfy some individual need." (Employee Motivations Theory 15) Motivational theories need to take place in order to connect employee behavior both old and new after this merger. The following theories will give an understanding on how people actually make choices to work hard or not work at all.
Process theories, "exaplin how workers select behavioral actions to meet their needs and determine their choices." (Motivation Theories: Behavior 4) The first one is equity theory. It basically means that rewards is equal to efforts. They do not only look at their rewards, but also see what others have recieved as well. At times employees my feel that they have received less rewards then someone sharing the same workload. In this case behaviors would be, putting less effort in their work, require better treatment, or even transfer or quit their current position. This shows that, "people behave according to their preceptions." (Motivation Theories: Behavior 6) Management needs to always clarify these rewards given, in order to avoid things getting out of hand.
Expectancy theory states that an enployees will be motivated at working an perform above average when, "effort will lead to a good performance appraisal, a good appraisal will lead to organizational rewards, and the organizational rewards will satisfy his or her personal goals." (Motivation Theories: Behavior 2) In this case, to motivate employees, managers need to make stronger workers views on their efforts as both promising and worthwhile, make certain to always clarify expectations of performances, connect rewards to performance, and the rewards need to be attractive.
The reinforcement theory looks at the connection between performance and its consequences. It's divided in to four sections. Positive reinforcement, which rewards due to an exceptional behavior, this can lead to pay raise or promotions. Avoidance deals with trying to show an employees what will be the cost of unacceptable behavior. Extinction is ignoring a subordinate that is not giving off positive or negative reinforcement. Teachers usually use this with their students when they see one student acting out to get attention. Punishment is bad behavior reoccuring so threats are made to decrease the behavior from occuring again. This theory is a learning tool ot see what is acceptable to an organiztion which augments motivational behavior.
The goal setting theory was introduced in the 1960s by Edwin Locke. "Goals, in essence, tell employees what needs to be done and how much effort should be expanded." (Employee Motivations Theory 2) It is known that employees will do better when they get some type of update or feed back on their progress.