There are several motivational issues at work in Sanderson Soaps. Examining the company through the lens of Maslow’s hierarchy, the family members are secure and have little reason to work too hard, but the non-family members have zero reason to work hard because they know that their upward mobility is stifled. This creates a situation where a couple of people feel entitled to promotions and opportunity without really having to earn them, and any non-family member would either lack intrinsic motivation or see Sanderson as a stepping stone to success elsewhere. In either case, nobody is particularly motivated by higher order needs relating to personal fulfillment or actualization (McLeod, 2018). The two-factor theory reveals a similar problem. While everybody at Sanderson has their hygiene needs taken care of, there is little left to motivate people because one’s career path at Sanderson almost seems predetermined (MindTools, 2019).
These theories are relevant because the speak to the fundamentals of what motivates people in the workplace. If productivity is low, these factors can offer explanation of why people lack the motivation to improve, to work hard, to do better. In the case of Sanderson Soaps, there are some fairly clear and obvious gaps between where a company should be in terms of motivation and where it actually is.
There are other theories that might offer some value here as well. Buckman (2019) notes that non-family members will have the same motivators as family members, which means that there needs to be opportunities for growth and actualization. Issues such as family members squabbling can also prove to a distraction – a toxic environment is bad for motivation, so family disputes can definitely reduce motivation in a...…non-family members will have the same motivators as family members, which means that there needs to be opportunities for growth and actualization. Issues such as family members squabbling can also prove to a distraction – a toxic environment is bad for motivation, so family disputes can definitely reduce motivation in a workplace like Sanderson. Senior leadership needs to recognize that offering upward pathways for non-family members is important for motivation, but also that keeping family conflict out of the company is also important, so when there is a toxic actor, like the dynamic between John and the twins, and senior leadership does not deal with it, that simply creates a negative atmosphere throughout the company, so that everybody loses motivation. Applying theories relating to family dynamics, and generating intrinsic motivation among non-family members would also be valuable to improving productivity at Sanderson Soaps.…
Motivational Theories for Various Employee Groups The force that initiates certain behavior in a person is also called motivation. Motivational theories have been developed by researchers using various mechanisms like state of mind, basic needs, desires and goals of a person. Two-Factor Theory (Herzberg) The two-factor theory was published in 1959 by Herzberg after doing a research on the job attitudes for five years. Two different factors affect job satisfaction and job dissatisfaction,
This is a more behavioral and associative concept, as it is believed that individuals work toward a certain goal for external rewards. This can be seen in every single job. People go to work because they get paid on a regular basis. Nothing is more motivational than knowing that after hours of work during a given period of time, one will receive a paycheck proving that everything was worth
A 2006 study of nurses cited "unsupportive management structures, autocratic and dehumanizing management styles…lack of autonomy in the workplace, professional jealousies...sub-optimal physical working conditions and shortage of staff…lack of opportunities for promotion or continuing one's professional education…inaccurate systems of performance…compounded by favoritism and racism" (King & McInerney 2006). While poor pay was an additional complaint, it was not the primary complaint. Although some of these stressors are institutional, others
Motivational Theories / Teamwork L03.1 Recommendation to the Director of Highlands on potentially feasible leadership styles: Visionary Leadership Theory and Path-Goal Theory of Leadership. The Visionary Leadership Theory is based partly on Max Weber's ideas of charisma and transformational leadership. This theory -- when implemented successfully -- creates trust in the leader, a "high commitment to the leader," high levels of "performance among followers," and a high "overall organizational performance" (Kirkpatrick, 2011). The
He said he was frustrated at times that he could not be a chef, but felt more like just a cook, because everything was so precisely regimented to make things efficient and to keep down costs. Then Psaltis describes his experiences working at the esteemed French Laundry under the hand of Thomas Keller as a dream job gone horribly wrong, because of the disorganization in setting up a new
Life-span developmental theory offers a guideline for understanding human aging. Primarily, the theory provides explains the regular changes occurring to an individual to death. Theories of the aging process act as frameworks for aligning research findings and observations to deduce significant conclusions. The information is essential because it enhances sequencing in the lifespan hence providing chronological priority to earlier moments and events in an individual's life. Besides, life span theory
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