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Strengths and weaknesses of McClelland’s acquired needs theory and expectancy theory
Relevance of ethical decision making in business
Relevance of ethical decision making in business
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Dick Solomon’s pursuit to motivate the waitress while dining exemplifies his negligence of formal dining etiquette, and unreasonable attempts of motivating his waitress. McClelland’s Acquired Needs Theory, and the Expectancy Theory best represent Dick’s unsuccessful attempts of motivating the waitress. The Acquired Needs Theory states that “An individual’s specific needs are acquired over time and are shaped by one’s life experiences.”(NetMBA). There are three needs classified under this theory: Achievement, Affiliation, and Power. One’s motivation in particular circumstances are influenced by the three needs. Achievement stems from a desire to accomplish goals from personal effort, as results are based off of one’s efforts. Motivation is stemmed by the desire to achieve goals in the workplace. In this particular case, the waitress has a predetermined goal: to provide great service in order to receive a great tip. Dick believes that placing money on the table will incentivize the waitress, creating motivation for him to receive outstanding service. The waitress is aware that her motivation is to meet Dick’s needs, so both of them can leave at the end of the night satisfied. The need for affiliation is commonly seen in the workplace. Employees who seek affiliation adapt easily to norms in the workplace, and, at all costs, aim to avoid conflict. Furthermore, those pursuing affiliation work well in customer service. Dick is unsuccessful with avoiding conflict between him and the waitress. As seen in the video, she becomes uncomfortable and concerned with every move she makes. The waitress seeks to avoid conflict by being polite to Dick and waitressing regardless of his impolite manners. The waitress acts professional and exemplifies ...
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...ced their unethical behavior outside of the restaurant, firstly the Equity Theory applies to Harry’s influence to join Tommy collecting change. His motivation stemmed from the fairness in the situation, and the input-to-outcome ratio compared to his referent. The Reinforcement Theory influenced the brothers curiosity of how much money they could make, not thinking about the negative consequences from their behavior. When Tommy, Harry, and Dick were later seen at home, Dick was furious about his son’s receiving spare change. Tommy explained that it was by fault, however once they saw the outcome of receiving the change, they became motivated. Their explanation to Dick reinforced that he must realize that tipping incentivizes employees, it’s a reward for good service. Tipping employees motivates them to work harder, providing the customer with better service as well.
Although Susanna Kaysen’s rebellious and self-harming actions of coping with her psychosis are viewed by some critics as pushing the boundary of sanity, many people have a form of a “borderline personality” that they must accept and individually work towards understanding in order to release themselves from the confines of their disorder. Kaysen commits to a journey of self-discovery, which ultimately allows her to accept and understand herself and her psychosis.
It 's important for employees to know that their suggestions are being listened to, and should be given ways to improve themselves accordingly. This theory expresses that when a lower need is fulfilled, it 's no longer a strong motivator and consequently the interest in the following higher need gets to be overwhelming and the individual 's consideration is turned towards fulfilling this higher
180). Based on Professor Houston’s lectures, employees keep a mental ledger of the outcomes or rewards they get from their job duties (Houston, 2016). Sunbreak Express employees have the opportunity to earn tips from their satisfied customers. The reason this follows the equity theory is because Daniel Cone evenly distributes the tips of the day to all the employees including himself. This is an example of the equality principle. Daniel believes that evenly distributing all of the tips to his employees creates an equal sense of accomplishment from all of his employees. When all employees perceives themselves as equals, there is no further action required according to the equity
At the beginning of this paper I mentioned that there are eight stages in the psychosocial development theory starting with trust vs. mistrust. This stage begins at birth to one year of age. This is when I should have formed a trust with my primary caregiver or caregivers. My dad was absent most of this stage, so my mother was my primary caregiver. Since she never taught me good behavior, right from wrong, and was uncaring when I was born, I did not feel safe or secure around her. I was told through family members that she was unable to hold me without me screaming all the time, and that the doctor said I suffered from anxiety at infancy because I could feel the tension of my mother’s stress, anger, and anxiety towards me. The beginning of me learning to mistrust, and feeling
Theories of Motivation What is the motivation for this? According to the text, motivation is defined as a set of factors that activate, direct, and maintain behavior, usually toward a certain goal. Motivation is the energy that makes us do things; this is a result of our individual needs being satisfied so that we have inspiration to complete the mission. These needs vary from person to person as everybody has their individual needs to motivate themselves.
Attachment is described as the close emotional bond between two people and Attachment Theory (AT) generally concentrates on the early bonds in a person’s development as well as the effects that these bonds have on later socio-emotional development. While emphasis on attachment as an antecedent for future behavior and personality has decreased somewhat in recent years, it is interesting to note that the DSM IV-TR includes a “reactive attachment disorder” which it states is caused when extreme circumstances prevent proper attachment development.
Attachment is an emotional bond that is from one person to another. The attachment theory is a psychological, an evolutionary and an ethological theory that is concerned with relationships between humans, specifically between mother and infant. A young infant has to develop a relationship with at least one of their primary caregivers for them to develop socially and emotionally. Social competence is the condition that possesses the social, emotional and intellectual skills and behaviours, the infant needs these to success as a member of society. Many studies have been focused on the Western society, but there are many arguments to whether or not this can be applicable to other cultures, such as the poorer countries.
Positive motivation allows employees to be happy while working and also be the most effective worker possible. Hourly employees also have the ability to receive a $1,000 scholarship towards further education. This incentive for lower level workers makes everyone feel valued. Fairness is a part of Chick-Fil-A’s organization and brand. The equity theory shows that people are motivated by fairness. This scholarship equals out the playing field and motivates all workers, regardless of their social status and income. Operators will learn important skills, to improve their abilities while enjoying the get a way. The feeling around the organization is that everyone within the organization is family. This family feel makes all employees motivated towards one common purpose; making Chick-Fil-A the best it can be.
Theory Planned Behavior (TPB) is an expansion of the hypothesis of contemplated activity (Ajzen and Fishbein, 1980; Fishbein and Ajzen, 1975) made vital by the first model's confinements in managing genuine practices over which individuals have fragmented volitional control. TRA works most effectively when connected to genuine practices that are under a man's volitional control. On the off chance that genuine practices are not completely under volitional control, despite the fact that a man might be profoundly energetic by her own particular demeanors and subjective standard, an individual may not really play out the real conduct because of mediating natural conditions. The Theory of Planned Behavior (TPB) was produced to foresee practices in which people have deficient volitional control.
Others could agree with evidence from "The Numbers Don't Lie: Why No-tipping Policies Can Hurt US Restaurant Workers" from The Guardian and author Gene Marks, that "...tipping is an entrepreneurial model. " Customers are conditioned to tip and employees are conditioned to earn their tips." However, this argument is simply not true. The issue is customers shouldn't feel the need to tip employees to make up for their low wages, and honestly, it is not the customer's fault the employees don't get paid enough. Nobody should be conditioned to do something they don't want to do, and everyone should feel the right to have free will.
Described by DuBrin, (2013, p. 306), looking at leader’s roles at enhancing motivation more broadly, Jean Houston, an Atlanta based human recourse consultant, says that managers can engage their workers by seeing them, as whole people and courageous conversations that builds trust and sees what is really going on. Expectancy theory is a good starting point to learning how leaders can apply systematic explanations of motivation, for two main reasons. First, the theory is comprehensive: it incorporates and integrates features of other motivation theories, which include goal theory and behavior modification. Second, it offers the leader many guidelines for initiating and sustaining constructive effort from group members. DuBrin (2013, p. 308),
Maslow’s Hierarchy of Needs Theory can explain the manager’s actions. Specifically, the lower-order need Safety. The manager acted out in order to protect the stability of the company and prevent employees from eating food for free. Under Alderfer’s ERG Theory the manager was acting out of protecting his growth needs. As he was attempting to stop a behavior that tarnishes his work record and prevents him from receiving a bonus. Subject to McClelland’s Acquired Needs Theory the manager catered to the Need for Achievement. The manager was attempting to solve a problem with his workers by enacting a new rule. Motivator Factors under Herzberg’s Two-Factor Theory explains the manager’s decision as well. He took action in order to receive recognition
Studying the ability of children to delay gratification has been consistently popular in psychological research. Studies have shown that children with a higher ability to delay gratification go on to have higher self-confidence, better interpersonal skills, higher SAT scores, and are even less at-risk for psychopathy (Kidd, Palmeri, & Aslin, 2012; Sturge-Apple et al., 2016). Various research has attempted to understand why some children are better at delaying gratification that others. Kidd, Palmeri, and Aslin (2012) offered two potential hypotheses for these differences: Deficient capacity and the rational decision-making hypothesis. The researchers found that it was
According to Rothbaum, Rosen, Ujiie, and Uchida (2002), attachment and systems theories have similarities but remarkable differences: Attachment is between individual family relationships and systems affect the entire family, dyad attachments provide protection, care, and security, while the system of the family provides dynamics, structures, roles, communication patterns, boundaries and power differentials. Although attachment theory typically refers to a child-adult relationship and the systems theory focuses on family functioning, the latter is affected by attachment patterns within the family (Rothbaum et al., 2002).
Applying the principles of Henderson’s need theory to the leadership concentration, specifically the quality and risk management roles, occurs routinely however the relationship to the need theory is not often mentioned. When reviewing cases for quality and risk management, one can typically reduce the issue to failure in communication or in meeting a patient’s needs which are part of the fourteen basic human needs of Henderson’s need theory. When one fails to meet those needs, one will typically find an issue that is reportable via a variance, complaint, grievance, or to a governing and accrediting body. The goal as nurse leaders is to provide care that is consistent with the needs of the patient