(a) There are many reasons why the workers were motivated during the first summer. Four drive theory and McClelland's theory of Learned needs of needs perfectly display the reason behind their motivation.
The Four drive theory maximizes motivation once the leader fulfills all of the four drives of employees. The four drives of this theory are to achieve, bond, comprehend, and defend. Joe Brewster made sure that his employees had a drive to achieve and acquire. Although all workers started with a base wage, they were also eligible to get bonuses depending on the number of customers who helped Joe get a landscaping contract due to the employee’s reference. This gave employees the opportunity to fulfill their need for achievement, recognition …show more content…
Joe was a respected member of the community. This not only helped the business, but also increased the crew’s loyalty and responsibility to their job. Openness and ideas were encouraged and a safe environment to speak up was created by Joe. The workers could take breaks and eat lunch as they pleased, which gave them the authority to decide when to take breaks Not only that, but Joe also trusted the employees to complete their own tasks, instead of micromanaging. The company had a very welcoming environment and the staff was alway eager to reach out and help if needed. The four drive theory takes into account what the employees at Brewster Seaview Landscaping company to ensure that all drives were being fulfilled to result in a higher motivation and increased …show more content…
The theory X outlook of the supervisors resulted in decreased motivation of the employees. Joe used the theory Y approach by giving his crew more independence and freedom, which gave the workers high expectations from the summer before. The new supervisors could use the same approach as Joe did, which was to delegate more in terms of driving the trucks and choosing locations. The crew could be more involved in decision making, which would motivate them to take more initiative.
During the first summer, the employees were reaching the peak of their potential and were highly motivated. In the second summer, basic needs of employees such as physiological and safety needs were met, however the psychological and self-fulfillment needs weren’t. The new supervisors can start focusing on approaches such as providing training, giving feedback, and recognizing the crew for their achievements.
2. Recommend an action plan for Joe to help him improve the effectiveness of Brewster-Seaview Landscaping in the short term (the rest of this summer) and for the long term (next summer.)
In the short term, Joe can improve the effectiveness of the company by explicitly giving the new supervisors his own style of management as the crew preferred that over the new styles of
The Four drive theory maximizes motivation once the leader fulfills all of the four drives of employees. The four drives of this theory are to achieve, bond, comprehend, and defend. Joe Brewster made sure that his employees had a drive to achieve and acquire. Although all workers started with a base wage, they were also eligible to get bonuses depending on the number of customers who helped Joe get a landscaping contract due to the employee’s reference. This gave employees the opportunity to fulfill their need for achievement, recognition …show more content…
Joe was a respected member of the community. This not only helped the business, but also increased the crew’s loyalty and responsibility to their job. Openness and ideas were encouraged and a safe environment to speak up was created by Joe. The workers could take breaks and eat lunch as they pleased, which gave them the authority to decide when to take breaks Not only that, but Joe also trusted the employees to complete their own tasks, instead of micromanaging. The company had a very welcoming environment and the staff was alway eager to reach out and help if needed. The four drive theory takes into account what the employees at Brewster Seaview Landscaping company to ensure that all drives were being fulfilled to result in a higher motivation and increased …show more content…
The theory X outlook of the supervisors resulted in decreased motivation of the employees. Joe used the theory Y approach by giving his crew more independence and freedom, which gave the workers high expectations from the summer before. The new supervisors could use the same approach as Joe did, which was to delegate more in terms of driving the trucks and choosing locations. The crew could be more involved in decision making, which would motivate them to take more initiative.
During the first summer, the employees were reaching the peak of their potential and were highly motivated. In the second summer, basic needs of employees such as physiological and safety needs were met, however the psychological and self-fulfillment needs weren’t. The new supervisors can start focusing on approaches such as providing training, giving feedback, and recognizing the crew for their achievements.
2. Recommend an action plan for Joe to help him improve the effectiveness of Brewster-Seaview Landscaping in the short term (the rest of this summer) and for the long term (next summer.)
In the short term, Joe can improve the effectiveness of the company by explicitly giving the new supervisors his own style of management as the crew preferred that over the new styles of