This Is A Continuation Of Your Unit 5 Assignment Drawing Up

This Is A Continuation Of Your Unit 5 Assignment Drawing Upon the The

This is a continuation of your Unit 5 Assignment. Drawing upon the theory you chose for your presentation—Motivational Management Theory—you are to compose an APA-formatted paper addressing the following questions: In what way(s) can you identify with this style? How do you differ? Name an organization that has adopted this style and describe whether it was successful. Consider the following scenario and apply your management style to it. How would you act in your chosen management style?

You are the director of Tri-County Home Health Agency and, due to financial reasons, you are to implement a reduction in force (RIF), also known as a layoff. How will you decide which jobs will have to be eliminated, who will be involved in the decision-making process, and how will you notify employees about your decisions? Your paper should comprise a title page, at least four pages of information, and a reference page with at least three professional sources other than your textbook. Your completed exercise should follow the conventions of Standard American English (correct grammar, punctuation, etc.). Your writing should be well ordered, logical, and unified, as well as original and insightful. Your work should display superior content, organization, style, and mechanics.

Paper For Above instruction

The motivational management theory I have chosen for this assignment is Maslow’s Hierarchy of Needs, a prominent theory in understanding employee motivation and organizational behavior. This theory posits that human beings have five levels of needs—physiological, safety, love/belonging, esteem, and self-actualization—and these needs must be satisfied sequentially for individuals to reach their full potential (Maslow, 1943). As a manager, I can identify with this style by recognizing that employee motivation hinges on fulfilling these fundamental needs. For example, in my leadership approach, I prioritize ensuring that basic job security (safety need) and safe working conditions are in place before fostering a sense of community and recognition (esteem and belonging). Conversely, I may differ in my emphasis on self-actualization, as organizational constraints or cultural factors sometimes limit opportunities for personal growth within certain settings.

An organization that has notably adopted principles aligned with Maslow’s Theory is Google. The company invests heavily in creating a work environment that satisfies various levels of employees’ needs—from providing amenities that cater to physiological needs (free meals, wellness centers) to fostering a culture of innovation and recognition that address esteem and self-actualization needs (Schmidt & Rosenberg, 2014). This comprehensive approach has contributed significantly to Google’s high employee satisfaction and retention rates, illustrating the success of applying motivational theories in organizational settings.

In applying my management style to the scenario of implementing a reduction in force at Tri-County Home Health Agency, I would approach the situation with a focus on fairness, transparency, and compassion, consistent with Maslow’s emphasis on employee well-being. The decision-making process would involve a collaborative team, including human resources, senior management, and possibly representatives from employee groups. Criteria for job elimination would be based on performance evaluations, skill relevance, and operational necessity, ensuring that decisions are objective and justifiable. Employees would be notified through personal meetings or written communication, with clear explanations regarding the reasons for layoffs and available support, such as severance packages or job placement assistance. Throughout this process, I would prioritize maintaining dignity and trust to mitigate the emotional impact and foster an environment of respect and understanding.

References

• Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
• Schmidt, E., & Rosenberg, J. (2014). How Google Works. Grand Central Publishing.
• Herzberg, F., Mausner, B., & Snyderman, B. B. (2011). The motivation to work. Transaction Publishers.
• 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.
• Choi, S., & Pak, A. (2006). Multidisciplinary, interdisciplinary, and transdisciplinary in health care: 1. Definitions, objectives, and evidence of effectiveness. Clin Orthop Relat Res, 438, 266–275.
• Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331–362.
• Herzberg, F., & Ward, G. (2009). The motivation to work. Transaction Publishers.
• Latham, G. P., & Pinder, C. C. (2005). Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56, 485-516.
• Pink, D. H. (2009). Drive: The surprising truth about what motivates us. Riverhead Books.
• Robbins, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). Pearson Education.