Anne Henderson: Motivation or Abdication? Coursework

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The case under analysis suggests that Midshires University and the Engineering Department needs a real professional for a senior management position able to work overtime and be interested in research studies. Anne Henderson is one of the best applicants for this position with excellent experience in this field. In order to analyze her personal traits and needs, several motivation theories will be used. The content theory of motivation is Maslow’s need hierarchy theory.

The process theories of motivation, which distinguish individual differences, are at the other end of a motivational theories field. Prominent among the process theories is Equity theory. These theories suggest that no two persons are motivated by the same needs or the same perceptions of managerial rewards. Therefore, the manager must examine the individual’s perceptions and needs in order to offer a prediction of behavior.

In terms of Maslow’s hierarchy of needs, Anne Henderson will not be able to satisfy the need of self-actualization. The motivation problems often manifest themselves in very cohesive teams affording greater productivity (Mullins 2004). Anne Henderson is often referred to as the manager that holds the productive work team together. The tighter the team is held together, the more productive the team should be.

To improve the cohesiveness of the work team there are many things the effective manager should do. Just like team formation, team conflict, earlier on, was also believed to be of no benefit whatsoever to an organization and was to be prevented at any cost. In terms of this theory, Anne Henderson’s desire to change the job is abdication rather than motivation to try something new (Bloisi et al 2007).

Equity theory (by John Stacey Adams) suggests that Anne Henderson feelings depend upon how ethically and morally they have been treated in comparison with other employees. It is possible to say that Anne Henderson is expected to be treated as a top manager who lacks responsibility and depends upon supervisors and team members. For Anne Henderson, feelings about the equity of the exchange are exaggerated by the treatment they receive when compared with what happens to other people. Tolerance stimulates the unmediated operation of drives or affects, whereas informational environments encourage self-determination.

The top-down approach is not working, and the old union-management contracts are no longer efficient. High-organizations are more clearly focused on goals to produce positive results.. To the extent that organizations can agree on core values such as their purpose, goals, and objectives, political activity can be reduced (Mullins 2004). The new proposed job opens new opportunities and benefits to apply her professional knowledge and skills, but it does not reflect Anne’s life expectations. Anne’s motivation does not change for a long-term basis, but she needs personal development and achievements in different spheres of life (Crowther and Green 2004),

The goals setting theory (by Edwin A. Locke) applied to Anne Henderson, allows to say that autonomy and excellent working conditions will help her to achieve goals and be creative. The situation dictates what an effective manager should do. Therefore, the effective professional is an individual who can accurately assess the demands contingent in the situation and act accordingly by creating images of potential actions and results that fit the demands of a critical situation. As the human resource professional responsible for the training and development at your organization, it is important that you consider different situations when you design leadership workshops (Crowther and Green 2004),

If I were head of Engineering Department, I would not appoint Anne to the position. She is a real professional in her filed with excellent knowledge and skills, but she is used to work for rival firms if they propose more interested projects and opportunities. The selection of managerial talent and of technical talent is two specific examples. Those examples are mentioned for two reasons. First, studies have been performed demonstrating the importance of these needs for these two occupations.

The exercise instructions directed each subject to assume that he or she was seeking a new position and that a number of jobs were available. All of these jobs were essentially alike in pay, benefits, location, and so on, differing only in the degree to which the three key activities were involved. The University needs a person for a long-term cooperation, as he/she will be involved in long-term research projects and will coordinate activities of many people (Bloisi et al 2007).

If I would appoint Anna to this position, I would propose her the most challenging projects and tasks she would have to solve. Also, would propose her to participate in conferences abroad and spend several weeks in other countries.

Poor health is the main cause of Anne to change hr job. In terms of expectancy theory, easier access and better support will motivate Anna and inspire her. It is expected that she will invest in the latest sophisticated technology to improve lateral relations through the use of coordinators, task forces, and matrix designs, together with the use of rules and programs, hierarchy and goal setting; they have created a range of possibilities that can help to reduce uncertainties generated by the environment (Collins and Porras 2004).

In a year of appointment, Anne will be dissatisfied with her position and would expect additional benefits and bonuses for her work. For Anne, the whole goal-setting process inherent in any strategic plan integrates the principle of the information-based structure (Campbell, 1987). The objectives, which were established in the strategy formulation stage of the strategic process, are used to measure organizational performance once the strategies have been implemented.

Goals and objectives serve as the touchstone for information management in organizations. In order to retain this professional, it would be necessary to propose her a higher post in the University. Although one dimension may be thought as a positive orientation which results in achieving behaviors. Positive support is associated with hope of success. However, if improved information management is the goal, there must be a system to transmit it–the communication system. The central value system about which we have been talking is imbedded in the strategic plan. For Anne motivation is the main driven force of performance and productivity.

The main motivational strategies required for effective training program implementation are competency, willingness, collaboration, Motivation is the main factors which helps companies to attract and retain top talents. The task of the head of Engineering Department is to envision these threats in advance, so he will be able to avoid them, or at least minimize their negative impact upon well-being.

The main methods used by managers will be goal setting method and the leadership. If too much stress is placed on getting the work done, human motivation will suffer. The main strategies applied to the program will be motivation and inspiring employees, cooperation and support initiatives. If all of the emphasis is placed on workers satisfaction, then productivity will suffer. Further, a HR manager can share this expertise with other managers and employees, so that the total organization expands and articulates its images of the future in preparation for that future.

Bibliography

Bloisi W, Cook CW & Hunsaker PL 2007, Management and Organizational Behaviour, 2nd ed. Maidenhead: McGraw Hill.

Campbell, D.J. 1987, Organizations and the Business Environment. Oxford: Butterworth-Heinemann.

Collins, J., Porras, J. I. 2004, Built to Last: Successful Habits of Visionary Companies. Collins.

Crowther D & Green M. 2004, Organisational Theory London: CIPD.

Mullins, L. J. 2004, Management and Organizational Behavior. 7th Edition.

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