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Motivational Theories and Application to a Highly Creative and Complex Technology Workforce

In an internet retailer, you will find a wide range of job functions. Leaders frequently need to adjust their own expectations to meet the reality of the situation. There are times when you might want an outcome much sooner than those whose job it is to perform the work. Research motivational theories and picking two theories address the following:

Describe each theory and discuss the strengths and weakness of each theory.

How would you apply each theory to working with a highly creative and complex technology workforce such as those designing websites?

Would you adjust your approach to motivation for those employees who are responsible for marketing the merchandise? If so, how and if not, why not?

Discuss a few motivational tools and techniques that would apply to all employees in any organization.

Discuss your personal experience with motivational tools - either as a supervisor or as an employee.

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See the attached file.

We begin by identifying motivational theories and defining them (Discussions of strengths and weakness for theories included):

In an internet retailer, you will find a wide range of job functions. Leaders frequently need to adjust their own expectations to meet the reality of the situation. There are times when you might want an outcome much sooner than those whose job it is to perform the work. Research motivational theories and picking two theories address the following:

I included research for main motivational theories. The two that I would consider for this project are Abraham Maslow's Hierarchy of Needs and Herzberg's Motivation - Hygiene Theory. However, this is just from my perspective, and your critical thinking skills are just as valid. Getting back to the recommendation, the two theories would work together like this:

Maslow's progressive Hierarchy of Needs list in order of physiological, safety and security, and love and belonging needs (Yew & Manap, 2012). Herzberg's Motivation - Hygiene also includes these in his hygiene factors; interpersonal relations, working conditions, security. Furthermore, employee satisfaction should be a major concern to leaders and two of Maslow's progressive categories include esteem and self-actualization needs. According to Yew and Manap (2011) when these needs are met the employee achieves satisfaction, and therefore overcomes the Herzberg's stigma where the employee is not really dissatisfied, but he/or she is not satisfied. Please read all the theories I have included and make up your own mind.

Yew. L.; Manap, M. (2012). A critical assessment of Herzberg?s theory of motivation. Borneo Post. Retrieved from: http://www.theborneopost.com/2012/10/23/a-critical-assessment-of-herzbergs-theory-of-motivation/

Begin by identifying motivational theories and defining them (Discussions of strengths and weakness for theories included). For example:

Here are some theories that are appropriate for the scenario above.

Douglas McGregor devised Theory X and Theory Y. Two distinct management styles.

Theory X:

Theory X is authoritarian where emphasis is focused on productivity. The employer portrays the concept of a fair day's work - the evils of feather-bedding (feather-bedding is a situation where labor unions require the employer to hire more people then necessary to do a job ...

Solution Summary

The solution describes motivational theories and application to a highly creative and complex technology workforce.

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