For This Discussion You Will First Read The Following Articl ✓ Solved

For This Discussion You Will First Read The Following Articles And Wa

For this discussion, you will first read the following articles and watch the following video. Article: How Google Motivates Their Employees With Rewards and Perks Employers such as Google are going to great lengths to provide extrinsic and intrinsic motivators to keep their employees engaged, create a motivating culture, and attract the best talent. Article: How Good Are Your Motivation Skills? Read this article and take the self-assessment on key factors for building a motivated team. The results of your self-assessment can assist you with the discussion question for this module and provide a good overview on your motivation skills.

This article supplements the textbook reading for this module. Library Article: Power Is the Great Motivator This article, from the Harvard Business Review, describes the different ways managers may be motivated and how these motivations align with an organization's goals. Harvard Business Publishing does not allow direct linking to articles in the Harvard Business Review from course management systems. To locate the article, begin with the Shapiro Library database Business Source Ultimate. Type in the title of the article using the quotation marks "Power is the Great Motivator". The article by David C. McClelland will appear and click on the PDF Full Text to read, download or print the article. This article supplements the textbook reading for this module. As you read the article, consider the following: What are the motivational factors for a manager from a personal and organizational level? What motivational techniques can a manager use to manage and lead? Consider which of the three motivational categories you might fall into. Video: The Puzzle of Motivation This TED Talk by Dan Pink challenges the traditional system of rewards and incentives and offers a different viewpoint that managers should consider related to intrinsic and extrinsic motivators. This video supplements the textbook reading for this module. Next, imagine that you are a manager of a start-up company with limited cash and resources. In your initial post, describe the types of motivators that you might employ as you develop your culture and attract good talent to your company. Explain why you have selected these motivators. In responding to your peers, comment on the motivators they might employ. Offer suggestions based on your own experience or based on research.

Sample Paper For Above instruction

Introduction

Motivation plays a vital role in organizational success, employee engagement, and leadership effectiveness. Understanding various motivational theories and techniques enables managers to optimize workforce performance, especially when resources are limited, as in start-up environments. This paper explores diverse motivators, analyzing extrinsic and intrinsic factors, with insights from recent articles, videos, and scholarly resources to inform effective management strategies.

Motivators at Google: Extrinsic and Intrinsic Rewards

Google's approach to motivating employees epitomizes the integration of extrinsic and intrinsic motivators. Extrinsic motivators such as competitive salaries, bonuses, and comprehensive perks are designed to attract talent and sustain engagement. For example, Google offers amenities like free meals, wellness programs, and flexible work arrangements, which enhance job satisfaction and loyalty (How Google Motivates Their Employees, n.d.).

Conversely, intrinsic motivators—such as meaningful work, autonomy, and opportunities for personal growth—are equally emphasized. Google's culture fosters innovation and creativity by empowering employees to pursue projects they are passionate about, aligning individual purpose with organizational goals (Schmidt & Rosenberg, 2014). This balanced approach ensures sustained motivation beyond monetary rewards, fostering a culture of continuous improvement.

Self-Assessment and Motivation Skills

The article "How Good Are Your Motivation Skills?" provides a self-assessment tool that helps managers identify their motivational strengths and areas for improvement (Author, Year). The assessment considers factors such as communication skills, understanding individual motivators, and creating engaging work environments. Recognizing personal motivational styles enables managers to tailor their approaches to foster team cohesion and performance.

For instance, a manager assessing themselves as adept in providing recognition and fostering autonomy can better support intrinsic motivation within their team, enhancing engagement and productivity.

Organizational and Personal Factors in Managerial Motivation

According to McClelland's (1961) theory of needs, managers are motivated by achievement, affiliation, and power. On a personal level, some managers derive motivation from the desire for achievement and recognition, seeking to excel in their roles. Organizationally, aligning managerial motivation with company goals ensures leadership drives the organizational vision effectively.

Motivational techniques that managers can employ include transformational leadership, goal-setting, and providing opportunities for professional development. These methods foster intrinsic motivation by creating an environment where managers feel competent and valued, which translates into better team management (Bass & Riggio, 2006).

The Three Motivational Categories and Self-Reflection

The three motivational categories—intrinsic, extrinsic, and social—each influence managerial behavior differently. Self-reflection helps identify which category a manager predominantly aligns with. For example, a manager motivated mainly by extrinsic rewards might focus heavily on incentives, while one driven by intrinsic factors emphasizes personal growth and meaningful work (Pink, 2009). Recognizing one's motivational orientation enables personal development and more authentic leadership.

The TED Talk: Challenging Traditional Rewards

Dan Pink's TED Talk, "The Puzzle of Motivation," criticizes the reliance on extrinsic incentives like bonuses and punishments, arguing they can undermine intrinsic motivation (Pink, 2009). Pink advocates for autonomy, mastery, and purpose as core drivers of motivation, especially in complex, creative tasks. This perspective underscores the importance of fostering an environment where employees’ intrinsic motivations flourish, leading to higher engagement and innovation.

Motivators for a Start-up with Limited Resources

As a startup manager with limited cash, I would prioritize motivators that require minimal financial investment but foster strong intrinsic engagement. These include providing autonomy by allowing employees to own their projects, fostering a sense of purpose aligned with the company's mission, and encouraging a collaborative culture that offers social rewards.

Specifically, I would implement flexible work hours, encourage innovation and input from team members, and cultivate a shared vision that emphasizes social impact—elements that intrinsically motivate employees and foster loyalty (Deci & Ryan, 2000). These motivators are cost-effective yet powerful in building a committed and motivated team.

Conclusion

In conclusion, effective motivation requires a nuanced understanding of both intrinsic and extrinsic factors, tailored to individual and organizational needs. Leaders like Google demonstrate the benefits of combining rewards with meaningful work, while innovative theories challenge traditional incentive systems. For start-ups, leveraging intrinsic motivators is particularly important, enabling the growth of a motivated, engaged, and committed team even with limited resources.

References

• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Lawrence Erlbaum Associates.
• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
• McClelland, D. C. (1961). The achieving society. Princeton University Press.
• Pink, D. H. (2009). The puzzle of motivation. TEDxHouston. https://www.ted.com/talks/dan_pink_the_puzzle_of_motivation
• Schmidt, E., & Rosenberg, J. (2014). How Google works: The principles behind company culture. Grand Central Publishing.
• How Google Motivates Their Employees With Rewards and Perks. (n.d.). Retrieved from [source]
• Author. (Year). How Good Are Your Motivation Skills? [Details of publication]
• Shapiro, Library database. Business Source Ultimate. "Power is the Great Motivator".
• Additional scholarly articles on motivation theories and management strategies.