Your Company Has Been Developing Nicely; The Goals Have Been

Your Company Has Been Developing Nicely The Goals Have Been Set The

Complete the following tasks for scenario one: Summarize the issues that the employees have. Select a new motivational theory to use on your employees. Choose one from the following three: expectancy theory, equity theory, or goal setting theory.

Explain how this choice fits the planning and organizing from the previous course project assignments. Give two examples of how you will implement the motivational theory you've chosen.

Complete the following tasks for scenario two: Select a leadership style that you believe will be most effective in the upcoming meeting between all three of your employees. Choose one from the following three: behavioral leadership theory, situational leadership theory, or transformational leadership theory. Give two reasons why you believe this style of leadership best fits this given team and situation.

Paper For Above instruction

Effective leadership and motivation are critical components in ensuring organizational success, especially during periods of growth and change. The scenarios presented depict common challenges faced by managers and leaders in fostering employee performance and team cohesion. By analyzing these situations and applying relevant motivational and leadership theories, a comprehensive approach can be developed to address the employees' issues and guide the team effectively.

Scenario One: Employee Issues and Motivation

The first scenario describes employees facing certain challenges in the work environment, which may include lack of motivation, unclear expectations, or perceived inequities. Employees often experience decreased productivity and morale when their needs and perceptions are not adequately addressed. Understanding the root causes of these issues is essential for devising effective solutions.

One suitable motivational theory to consider in this context is the equity theory. Developed by John Stacey Adams, equity theory posits that employees are motivated when they perceive fairness in their work environment. They compare their input-output ratio with that of others, and perceptions of inequity can lead to decreased motivation or withdrawal behaviors. This theory aligns well with situations where employees feel undervalued or unfairly treated, which appears relevant to the issues described.

Applying equity theory within planning and organizing involves ensuring that recognition, rewards, and workload distribution are perceived as fair by all employees. For example, implementing transparent performance evaluation procedures can help address concerns of inequity. Additionally, managers can facilitate open communication channels where employees can voice concerns about fairness, thus fostering a climate of trust and motivation.

Two practical examples of implementing equity theory include:

• Regularly conducting salary and workload audits to ensure equitable distribution across employees with similar roles and responsibilities.
• Establishing a peer recognition program that publicly acknowledges employee contributions, reinforcing perceptions of fairness and appreciation.

Scenario Two: Leadership Style for Team Meeting

The second scenario involves a team meeting with three employees, each possibly requiring different leadership approaches. Selecting an appropriate leadership style is crucial for effective communication, motivation, and decision-making. Among the options—behavioral, situational, and transformational leadership theories—transformational leadership emerges as particularly suitable for this setting.

Transformational leadership emphasizes inspiring and motivating employees to exceed expectations by appealing to their higher ideals and values. It fosters a shared vision, encourages innovation, and supports individual development, which can be highly effective in diverse teams facing complex challenges.

The reasons this leadership style best fits the team and situation are:

1. Encourages Innovation and Engagement: Transformational leaders inspire employees to think creatively and take initiative. This aligns well with a team that needs to overcome recent challenges and adapt to new goals.
2. Builds Stronger Relationships and Morale: By emphasizing individual growth and aligning team members around a common vision, transformational leaders increase motivation and cohesion, leading to more effective collaboration in meetings and beyond.

In conclusion, applying a fairness-oriented motivation strategy such as equity theory, combined with a transformational leadership approach, can significantly enhance team performance and morale. These strategies are grounded in established organizational behavior theories, providing a solid foundation for addressing current issues and preparing the team for future success.

References

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