David Chung is a young manager who believes in giving others the freedom to discover their talents, and thus reach their heights. In addition, he believes that everybody has a goal in life and will try to achieve the goal if given the opportunity. Therefore, he applies the goal-setting theory of employee motivation.
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This theory argues that the ultimate aim of every individual is to achieve a clear and specific goal (Miner, 2012). On the other hand, John Lim is a relatively old guy with experience in management having held the position of a manager for a long time.
He believes that employees need a favorable working environment in order to maximize their output. Using Herzberg’s two-factor theory, he oversaw implementation of the working processes to the expectations of employees.
On the same note, David believes that for good result from employees the urge to stop working must be reduced. Utilizing the theory of self-determination, David believes his employees will always know the best way they can execute their duties to increase output (Beck, 2004).
On the contrary, John does not believe in too much freedom and thus wants work to be accomplished as per the laid down rules. He, therefore, applies goal setting theory of motivation in his management style. This is the reason why employees under him can stay behind to complete their work. According to the goal setting theory, specific and challenging goals have a high influence on performance (Robbins & Judge, 2012).
McClelland’s need theory of motivation argues that for employees to be intrinsically motivated, the working structure should meet their major need. David recognizes that the main need of the technical team is freedom in their mode of work and therefore decides to ensure they have it.
Additionally, he puts into practice the Self efficacy theory by ensuring that employees are in control of their actions (Hoffmann, 2007). John on the other hand values progress that is procedural. As a result, he applies the Expectation theory where he exhorts his employees to finish the work of the day before going home to avoid a lot of work the following day (Meyer, 2005).
Employees want to have freedom when executing their duties because they feel witch hunted if employers trail them. Duties that require creativity are the most difficult to perform especially when the employer monitors every move of the employees.
Therefore, I would really love to work under David because he gives employees all the freedom to be creative and thus increase their contribution to the organization. However, paperwork requires proper and accurate filling for easy future reference.
On the same note, if employees are given excess freedom they might misuse the assets of the firm. In this regard, John is the best manager to work under because he will make one responsible.
It is important to note that it cannot be conclusively said that one managerial style is better than the other because it is results that matter in the end (Jelencic, 2011). JollyGroupBuy needs both the technical department and the administration department.
David gives the technical group the freedom required to enhance their creativity and come up with new ideas. On the other hand, John ensures that all administrative protocols are followed. In this regard, it would be beneficial for the firm to blend the management of David and John together to increase its results.
Beck, R. C. (2004). Motivation: Theories and Principles. New York: Pearson/Prentice Hall.
Hoffmann, S. (2007). Classical Motivation Theories: Similarities and Differences between Them. Munchen: GRIN Verlag.
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Jelencic, M. (2011). Motivation Theories: An Overview. Munchen: GRIN Verlag.
Meyer, E. (2005). Sustaining Motivation in Times of Change due to Crisis. Munchen: GRIN Verlag.
Miner, B. J. (2012). Role Motivation Theories. London: Routledge.
Robbins, S. P. & Judge, T. A. (2012). Organizational Behavior. Ontario: Prentice Hall.