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Managment Motivating Style - Essay Example

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Name: Institution: Course: Date: Managing Motivating Style The work of a leader or a job manager is to get things done through the employees. The managers should be able to motivate their teams so as to get things done in the right way. However, motivating people is a myth…
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Managment Motivating Style
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Download file to see previous pages This paper describes management motivating style, by focusing the motivating styles practiced by Raul Valdez, Manager Cardinal Health. Raul Valdez was interviewed with the purpose of identifying the approaches he applies in to motivate his employees. In order to set up an environment that will stimulate the employees to motivate themselves, Valdez has recognized the need to understand the employee’s motivational needs. He does this by evaluating every employee’s motivational needs that are consistence with the strategies and goals of the organization. Valdez says that the success of their organization directly depends on the improvement of an individual’s or group’s motivation (Singla 265). Valdez derives his motivation skills from theories by Herzberg and Maslow. Maslow theory suggest that people are motivated by a hierarchy of needs which include safety needs, esteem needs, physiological needs, belonging needs and self-actualization needs (Beach 31). Physiological needs refer to the standard basic needs such as water, air, food, shelter and sleep. Safety needs entail personal security and safety as well as job security. Belongingness is the need to be part of groups such as family, clubs, religious groups, and work groups (Beach 31). Self esteem needs are grouped into two categories. The first esteem originates from mastery or competence of a task. The second esteem result from recognition and attention that come from other people. Self-actualization need is the “desire to become everything that one is capable of becoming” (Beach 32). Maslow suggested that individuals are motivated by the needs that are above the minimal needs which are fulfilling (Singla 265). People have fulfilled certain set of needs are not likely to be motivated by environments that fulfils needs at the lower level. Similarly, people will not be motivated by environments that fulfill higher needs before their lower needs are fulfilled (Beach 31). This is the reason why Valdez has to determine how each employee works and what sparks energy in them. He says that employees have their personal needs and own drive that must be fulfilled for them to get motivated. He achieves this by maintaining adequate communication system with every employee, as well as watching and observing them. When the manager is faced with performance problem resulting from lack of motivation, he discusses the cause of the problem with every employee, and suggests what can motivate them, or the fact that makes them lose focus. For example, employees who are struggling to fulfill their physiological needs of sufficient shelter, food and water are likely to be motivated by the self-actualization (Beach 32). They should also be encouraged to seek inner peace and knowledge. Similarly, employees who have secure family, healthy ego and safe homes influenced by accumulation of wealth, are likely not to be motivated by providing financial rewards. Herzberg’s motivation theory deals with the activities employees do at work. The motivators are recognition, growth or advancement, interest and achievement in the job (Hiam 35). In order to apply these theories, the leaders and managers must understand the motivational need of an individual or a group, so as to set up an environment in which they will motivate themselves. In addition, an overall approach that will reinforce the desired motivation is also established. This is the reas ...Download file to see next pagesRead More
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