TASK 2A
Theory Application Result/Reward
Mc Gregor’s
Theory X | Theory Y There are two types of employees in WLC; these are the X and Y employees. The school uses this theory to motivate the employees (especially X employees) to work hard and to their jobs orderly. The X employees are receiving money and other rewards to work harder and take their responsibilities seriously, while the Y employees are enjoying their works and have creativities or job knowledge.
Taylor’s Motivational Theory WLC uses a part of Taylor’s theory. Workers get more salary if they work harder. WLC also has a reward program that has some similarities to Taylor Theories. It is the financial reward package that motivates the staff. The employees work fast to get bonus. …show more content…
The following are the theories that are used by University of Bolton:
1. The Mayo Effect – Managers are conducting meetings for employees for better communication and to update the staffs on what is happening for a week to give out rewards. University of Bolton also promotes training for them not only to do their jobs well but also to have good leadership skills.
[COMPARISON] – compared to University of Bolton, Westleaf College doesn’t use The Mayo Effect as their motivational factors.
2. Herzberg’s Two Factor Theory – University of Bolton uses both of the factors by giving attention to hygiene factors and by enabling satisfiers. It motivates and empowers its employees by appropriate communication, by including employees in decision making. It holds gatherings every 6 months in which employees can be part of the discussions on pay rises. This shows acknowledgement of the work University of Bolton people do and rewards them.
[COMPARISON] – Both of the universities are using good communication between the managers and staffs to be motivated. This is a good way to motivate the …show more content…
There are various ways in which Westleaf College can improve motivations of their employees. This can help the school’s staff to be more productive and to achieve their goals and objectives. Firstly, Financial Rewards. One of the main ways to improve are the financial rewards like increased salary and bonuses. In some cases, the school can give a bonus pay that depends on the staff’s tasks, records, and accomplishments. This will make the employees more inspired to complete their tasks. The employee may feel satisfied for their hard work, and there is a chance that the other employees may see him as a role model and do the same. Next is Improving the Facilities. Another effective way to motivate employees are improved employees. Who would not love a good place to work, right? I suggest that the school should provide employees good facilities such as staff room and spacious faculty rooms that are comfortable. Producing a pleasing atmosphere can help them make their works fun and they most probably find it easier to achieve their goals. Lastly, Improving Responsibilities. Most of the employees of WLC are motivated when they are given responsibilities. This makes them valued and esteemed, so they will have determination to do their works
Theory Application Result/Reward
Mc Gregor’s
Theory X | Theory Y There are two types of employees in WLC; these are the X and Y employees. The school uses this theory to motivate the employees (especially X employees) to work hard and to their jobs orderly. The X employees are receiving money and other rewards to work harder and take their responsibilities seriously, while the Y employees are enjoying their works and have creativities or job knowledge.
Taylor’s Motivational Theory WLC uses a part of Taylor’s theory. Workers get more salary if they work harder. WLC also has a reward program that has some similarities to Taylor Theories. It is the financial reward package that motivates the staff. The employees work fast to get bonus. …show more content…
The following are the theories that are used by University of Bolton:
1. The Mayo Effect – Managers are conducting meetings for employees for better communication and to update the staffs on what is happening for a week to give out rewards. University of Bolton also promotes training for them not only to do their jobs well but also to have good leadership skills.
[COMPARISON] – compared to University of Bolton, Westleaf College doesn’t use The Mayo Effect as their motivational factors.
2. Herzberg’s Two Factor Theory – University of Bolton uses both of the factors by giving attention to hygiene factors and by enabling satisfiers. It motivates and empowers its employees by appropriate communication, by including employees in decision making. It holds gatherings every 6 months in which employees can be part of the discussions on pay rises. This shows acknowledgement of the work University of Bolton people do and rewards them.
[COMPARISON] – Both of the universities are using good communication between the managers and staffs to be motivated. This is a good way to motivate the …show more content…
There are various ways in which Westleaf College can improve motivations of their employees. This can help the school’s staff to be more productive and to achieve their goals and objectives. Firstly, Financial Rewards. One of the main ways to improve are the financial rewards like increased salary and bonuses. In some cases, the school can give a bonus pay that depends on the staff’s tasks, records, and accomplishments. This will make the employees more inspired to complete their tasks. The employee may feel satisfied for their hard work, and there is a chance that the other employees may see him as a role model and do the same. Next is Improving the Facilities. Another effective way to motivate employees are improved employees. Who would not love a good place to work, right? I suggest that the school should provide employees good facilities such as staff room and spacious faculty rooms that are comfortable. Producing a pleasing atmosphere can help them make their works fun and they most probably find it easier to achieve their goals. Lastly, Improving Responsibilities. Most of the employees of WLC are motivated when they are given responsibilities. This makes them valued and esteemed, so they will have determination to do their works