The hard way for a manager is to learn by trial and error and the easy way is to learn by simply implementing solutions that have already been successful. I am a manager who actually learned it the hard way…
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e during the year of 2010 when I had to make sure that one of my subordinates who was highly addicted to cigarette smoking did not smoke within the vicinity of the organization and even around the boundaries of the organization.
My higher ups were quite angered about his smoking habits as they believed that he was ruining the image of the company and was promoting others to break the rules of the company by smoking around the boundaries of the company. Due to this I took the task of ensuring that he does not smoke in the restricted areas. At first, I believed that it would be a very simple task. I thought that simply threatening him to punish him would solve the problem in no time (Coon 238). Keeping this opinion in mind, I called him to my office and told him right away that if he does not quit smoking, he will be relieved from his duties. To my surprise, he had no fear of my threat and told me that I can do whatever I wanted to do, but he would not stop smoking in the restricted areas.
I was quite dazzled by his response because he had no fear of losing his job. In reality I had no intention to retire him of his duties because he was a very hardworking individual who had been with the company for the past ten years. After receiving his response, I went back to the basics and started my investigation and research. I have always been a fan of McClelland’s theory of need based motivation. The theory states that in order to motivate employees, a manager should help him satisfy one of the three needs of the employees (Saxena 160). These needs include the need for achievement, authority as well as belongingness. I started investigating around and figured out that for the past 2 years he had been waiting for his promotion to the assistant manager level of the marketing department. He was quite angered due to the organizations failure to promote him even when he had given his entire life to the organization.
The next day I called him back in my office and told him
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On the flip side, lack of motivation means that the organization would lose out on this count and the work processes would get delayed as a result of the same. There is a good amount of evidence available which suggests that motivation must come out in the open and bring out the best time and time again so that the employees are on their toes all the time
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Edna Norton is not only a senior member of my team but one of the most valued employees I have. Direct confrontation or strict action is not suitable in this regard because of the quality of her work. What I would do is call a general meeting in the office and outline the progress of different cases that are underway.
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However, in order to be delivered from bad habits, victims should
In terms of employee numbers, Google has over 50000 employees around the globe. Their numbers seem to be rising as the company acquires new markets and venture. With a market of over several millions in the globe, the company needs to utilize motivated workforce. The first aspect of Google motivating its employees concerns culture management.
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