Chapter Three:
Which of the three process motivation theories do you prefer? Why?
Although the Equity Theory based on fair treatment for all is an integral part of our core values and our Sailor Creed, I have to choose the Expectancy Theory due to the fact that sailors expect a reward for a job well done.
To elaborate on my answer, we have to go back and refer to our class textbook, page 79, The Motivation Process. This graphic shows us how the process initiated by a need and conclude with a feedback, which in my opinion, is the most important part of the process. Feedback is an excellent tool to understand and to acquire data on how the process was, lessons learned, what can be improved or avoid and other alternatives that would make the …show more content…
What is your motivation theory? What major methods, techniques, and so on do you plan to use on the job as a manager to increase motivation and performance?
My personal motivation is a mix between Equity and Expectancy Theories. Create a safe, non-hostile environment within the work center is a most for all leaders. This can be achieved by having good communication, working together and by leading from the front. Treat everyone the same is a factor that your employees will not ignore and they will tell you that. Also, nowadays we can get in trouble for favoritism and unfair treatment according to the Command Managed Equal Opportunity (CMEO). This generation of junior personnel will not tolerate that, and they will file a CMEO report which will not look good for you at …show more content…
missing torque checks, special inspections, overflew a technical directive etc., and then the approach will be more aggressive. As a team, we had to look for the best interest of the command and the Navy, but without jeopardizing our integrity. If we discovered something awful, we stop, regroup and think of scenarios that can fix the problem, if any. Then we informed the Chain of Command, that way it will not be a surprise at the end of the day.
What I learned from this team was that even one person discovered discrepancies, at the end of the day, everybody could comment on it and support a decision determined as a group and not as an individual.
What would you describe as some of the dos and do nots of team leadership?
Dos
• Have a plan
• Respect each other ideas
• Assist each other if help is needed
• Be respectful to each other
• Be open to suggestions and constructive criticism
• Make sure that everyone understand the end goal
• Know each other
• Be a team player
• Be flexible
Do nots
• Do not discuss disagreements in public
• Do not insults each other
• If disagreements arise, solve the problem by reaching a “happy medium.”
• Do not ignore a situation
• Do not cut
Which of the three process motivation theories do you prefer? Why?
Although the Equity Theory based on fair treatment for all is an integral part of our core values and our Sailor Creed, I have to choose the Expectancy Theory due to the fact that sailors expect a reward for a job well done.
To elaborate on my answer, we have to go back and refer to our class textbook, page 79, The Motivation Process. This graphic shows us how the process initiated by a need and conclude with a feedback, which in my opinion, is the most important part of the process. Feedback is an excellent tool to understand and to acquire data on how the process was, lessons learned, what can be improved or avoid and other alternatives that would make the …show more content…
What is your motivation theory? What major methods, techniques, and so on do you plan to use on the job as a manager to increase motivation and performance?
My personal motivation is a mix between Equity and Expectancy Theories. Create a safe, non-hostile environment within the work center is a most for all leaders. This can be achieved by having good communication, working together and by leading from the front. Treat everyone the same is a factor that your employees will not ignore and they will tell you that. Also, nowadays we can get in trouble for favoritism and unfair treatment according to the Command Managed Equal Opportunity (CMEO). This generation of junior personnel will not tolerate that, and they will file a CMEO report which will not look good for you at …show more content…
missing torque checks, special inspections, overflew a technical directive etc., and then the approach will be more aggressive. As a team, we had to look for the best interest of the command and the Navy, but without jeopardizing our integrity. If we discovered something awful, we stop, regroup and think of scenarios that can fix the problem, if any. Then we informed the Chain of Command, that way it will not be a surprise at the end of the day.
What I learned from this team was that even one person discovered discrepancies, at the end of the day, everybody could comment on it and support a decision determined as a group and not as an individual.
What would you describe as some of the dos and do nots of team leadership?
Dos
• Have a plan
• Respect each other ideas
• Assist each other if help is needed
• Be respectful to each other
• Be open to suggestions and constructive criticism
• Make sure that everyone understand the end goal
• Know each other
• Be a team player
• Be flexible
Do nots
• Do not discuss disagreements in public
• Do not insults each other
• If disagreements arise, solve the problem by reaching a “happy medium.”
• Do not ignore a situation
• Do not cut