Note Taking and Referencing - Essay Example

What is the essence of approaching problems from a new perspective? How possible is it for managers to adapt to the changes in the 21st century? What is objective of finding a balance in effective management? How do incentives influence workers’ productivity if they form part of company goals and objectives? What is the function of dynamism in organizations in the 21st century? 3. Incentives motivate workers to work hard. Motivation gives employees a new lease of completing tasks. Approaching problems from a new perspective helps people to adapt with change.

Managers could listen to their 21st century employees. A balance in effective management ensures that there is an agreement in decisions. By incentives becoming part of company goals and objectives, implementation becomes easier. Dynamism helps managers adapt to change. 4. I can apply these facts in making deductions such as the roles of managers, employees and clients in seeking a neutral ground on issues of motivation. They will also help me to examine how they are connected with productivity. 5. In my review, I think the facts should be implemented promptly to help organizations succeed.

Part 2: Summary My choice of video in business and management is The Puzzle of Motivation by Dan Pink. The speaker begins by noting that he made certain errors that he has never shared with anyone but could do so within the forum. He then confesses that when he went to law school, he failed terribly and it was not a good thing because it was under the influence of youthful digression. Consequently, he was barred from practicing law but on the advice of his wife; he intends to impart a few of the legal skills in building a case to demonstrate motivational perspectives at the workplace as a vital factor in management (Hertel 2003, p. 120). In other words, Dan Pink applies a lawyerly analogy to explain how people run their businesses.

He starts with the Candle Problem that was started in 1945 and well familiar example to the audience. Arguing that it is part of a behavioral science, Pink asserts that attempting to fix the candle on the wall without letting it drip on the table forms the backbone of sound management. Similarly, after making several futile attempts according to the speaker, people often settle for the functional fixedness method 10 minutes later as the last solution. Dan Pink further quotes an eminent scientist who has used the Candle Problem to broadly explain the essence of incentives at the workplace as an instrumental form of effective management.

In his demonstration, the scientist rounded up his participants and asked them how quick they could tackle a problem under strict timing. On that account, he subdivided the groups into two with one asked to calculate the averages and the normal time it takes to solve a normal problem while the other was promised rewards if they achieved the same task. The scientist guaranteed them that if they attained above 25 percent, then they would get closely $5 for a job well done and the best would receive a total sum of $20.

However, this offer came in the backdrop of a severe economic meltdown meaning the scientist had attained the role of a nice motivator in inspiring the second group (Latham 2007, p. 156). Consequently, the second group only spent less than three and half minutes to resolve the problem. According to Dan Pink, if anybody wishes his workers to perform better, the management should reward them by