This paper will start with giving a brief understanding of leader rewards and punishment behavior, also giving an explanation of how these can be used to help lead an organization. Moreover, it will give a review of the three most interesting topics of our reading this week and why I found them to be interesting, where I have seen these three used in the past, and conclude with how I might use them in the future. The three topics that I choose from the reading material are the three most notable models of human motivation: Maslow’s hierarchy of needs, McGregor’s X-Y theory, and Herzberg’s hygiene and motivation factors.
Leader reward and punishment behavior were introduced in the 1970s and are critical to leaders as they are determinants …show more content…
Abraham Maslow argued that all people are driven by needs. Satisfying each need starting with the needs of survival. After a need is satisfied it loses its power to motivate and we move to the next one. Maslow list’s five need groups: Physiological, which is hunger and thirst, Safety, which is security and protection, Social, which is belonging, acceptance, and social life, Esteem which is self-respect, achievement, status, and recognition, and Self-actualization such as growth, accomplishment, and personal development. This theory was accepted during its time, but it is hard today to see it applied in a working environment (Storey, 2011). I see this theory on a daily basis with the physiological need of people struggling to get work so they can provide for their hunger and thirst. I will be able to use this in future employment in a way of having a better understanding of people’s basic …show more content…
The research from the text identified that Douglas McGreger would argue that leaders believed people disliked their work and that most people had to be coerced or punishment had to be given to ensure maximum effort was given. He suggested that there was another way of looking at it, if there management style was that of theory X they would produce minimum results. However, if they wanted to get the most of their workers they should use theory Y managers who are: authentic and true to their beliefs, willing to delegate, clear on acceptable standards of behavior, receptive to people’s hopes, fears, and dignity, also encouraging of personal and team development to name a few. Again, like Moslows theory, McGregers theory is difficult to utilize in today’s society. With that being said, he does have valuable aspects to what motivates people into providing a higher level of work, which I will be able to use in future work assignments (Storey,
Leader reward and punishment behavior were introduced in the 1970s and are critical to leaders as they are determinants …show more content…
Abraham Maslow argued that all people are driven by needs. Satisfying each need starting with the needs of survival. After a need is satisfied it loses its power to motivate and we move to the next one. Maslow list’s five need groups: Physiological, which is hunger and thirst, Safety, which is security and protection, Social, which is belonging, acceptance, and social life, Esteem which is self-respect, achievement, status, and recognition, and Self-actualization such as growth, accomplishment, and personal development. This theory was accepted during its time, but it is hard today to see it applied in a working environment (Storey, 2011). I see this theory on a daily basis with the physiological need of people struggling to get work so they can provide for their hunger and thirst. I will be able to use this in future employment in a way of having a better understanding of people’s basic …show more content…
The research from the text identified that Douglas McGreger would argue that leaders believed people disliked their work and that most people had to be coerced or punishment had to be given to ensure maximum effort was given. He suggested that there was another way of looking at it, if there management style was that of theory X they would produce minimum results. However, if they wanted to get the most of their workers they should use theory Y managers who are: authentic and true to their beliefs, willing to delegate, clear on acceptable standards of behavior, receptive to people’s hopes, fears, and dignity, also encouraging of personal and team development to name a few. Again, like Moslows theory, McGregers theory is difficult to utilize in today’s society. With that being said, he does have valuable aspects to what motivates people into providing a higher level of work, which I will be able to use in future work assignments (Storey,