The Case
In the Global Tech Case, I had the opportunity to be one of the leaders. I was Pat Shepherd 1 and my peer was Pat Shepherd 2. Together we faced the challenges of having employees who were resistant to change. Each of the three employees (Dana Paulson, Terry Singh, and Jordan Sanchez) had unique challenges. In an attempt overcome these challenges Pat2 and I employed the EPO model, intrinsic motivation, and the Kotter model.
The Challenges
Dana Paulson was an engineer with an inherent dislike of Global Tech’s new direction towards the consumer market. In addition, Paulson had expected to be promoted to Senior Project Manager and was angry that I had been appointed to this role instead of him.
Terry Singh was an engineer who did not …show more content…
In order for an employee to be motivated, the employee must believe that if they put forth the effort they will succeed, if they perform they will be awarded, and they must value the outcome. If any of these beliefs are non-existent then the employee will have zero motivation.
To help the engineers understand that if they put forth effort they will succeed two plans were put in place. First, business development training was offered to the engineers to better prepare the employees for the new change. An expectation was set that this program would help them see the importance of changing Global Tech’s market direction. Second, a mentorship program was offered, partnering up the engineers with mentors who would help them during the business development training and answer questions on why change is critical for success.
To Link performance to outcome. I used negotiation to help clarify the situation and provide resources to the strongly resistant Dana. Additionally, I encouraged each engineer to participate in the discussion by asking them what they would try to do in my situation in order to be an effective …show more content…
If you can get the employee to believe in an idea then you can get them to feel good about what you want to accomplish. To encourage intrinsic motivation I broke change down in management pieces and told them we would celebrate the attainment of each. Motivation was big intrinsic piece here as I promised rewards if they would adapt change quickly.
Kotter Model
John Kotter is a renowned change expert who has developed an eight-step model for leading change. From his eight step model I used envision and motivation. For Envision, I gave all the engineers the big picture of Global Tech’s past and future direction and explained the financial reasoning behind the need for change. For Motivation, I let the employees know the urgency by explaining that other companies are already surpassing us and we have to move now to remain one of the best companies in the industry.
In the Global Tech Case, I had the opportunity to be one of the leaders. I was Pat Shepherd 1 and my peer was Pat Shepherd 2. Together we faced the challenges of having employees who were resistant to change. Each of the three employees (Dana Paulson, Terry Singh, and Jordan Sanchez) had unique challenges. In an attempt overcome these challenges Pat2 and I employed the EPO model, intrinsic motivation, and the Kotter model.
The Challenges
Dana Paulson was an engineer with an inherent dislike of Global Tech’s new direction towards the consumer market. In addition, Paulson had expected to be promoted to Senior Project Manager and was angry that I had been appointed to this role instead of him.
Terry Singh was an engineer who did not …show more content…
In order for an employee to be motivated, the employee must believe that if they put forth the effort they will succeed, if they perform they will be awarded, and they must value the outcome. If any of these beliefs are non-existent then the employee will have zero motivation.
To help the engineers understand that if they put forth effort they will succeed two plans were put in place. First, business development training was offered to the engineers to better prepare the employees for the new change. An expectation was set that this program would help them see the importance of changing Global Tech’s market direction. Second, a mentorship program was offered, partnering up the engineers with mentors who would help them during the business development training and answer questions on why change is critical for success.
To Link performance to outcome. I used negotiation to help clarify the situation and provide resources to the strongly resistant Dana. Additionally, I encouraged each engineer to participate in the discussion by asking them what they would try to do in my situation in order to be an effective …show more content…
If you can get the employee to believe in an idea then you can get them to feel good about what you want to accomplish. To encourage intrinsic motivation I broke change down in management pieces and told them we would celebrate the attainment of each. Motivation was big intrinsic piece here as I promised rewards if they would adapt change quickly.
Kotter Model
John Kotter is a renowned change expert who has developed an eight-step model for leading change. From his eight step model I used envision and motivation. For Envision, I gave all the engineers the big picture of Global Tech’s past and future direction and explained the financial reasoning behind the need for change. For Motivation, I let the employees know the urgency by explaining that other companies are already surpassing us and we have to move now to remain one of the best companies in the industry.