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Zaundra Cooper Baheejah Lumumbah Elizabeth Taylor Siena Heights University LDR 601 March 3, 2014

Four basic emotional needs:


The drive to acquire. The drive to bond. The drive to comprehend. The drive to defend.

The drive to acquire is to have access to limited goods. We feel great pleasure when this need is met. This would apply to acquiring food, shelter, a raise or promotion, but can be easily met in the workplace by the organizations reward system.

The drive to bond is to build relationships with individuals and teams. This need can be met by fostering teamwork and nurturing friendships among team members.

The drive to comprehend is to satisfy our curiosity and master the world around us. (Nohria, Groysberg and Lee).

As people, we want to know that what we do matters. We want to be challenged, to fix things, and stay on the forefront of advancing technologies and practices within our fields. Provide continuing education.

The drive to defend is to protect against external threats and promote justice. This drive manifests itself as a quest to create institutions that promote justice, that have clear goals and intentions, and that allow people to express their ideas and opinions. (Nohria, Groysberg and Lee).

These four basic emotional needs drive everything that we do, not just in the workplace. Each of these basic needs is separate. As leaders, we cant focus on one or two. To fully engage our team members, we have to focus on all four.

By Elizabeth Taylor Siena Heights University LDR 601 March 3, 2014

Low motivation can spread to others in an organization Can result in hostile work environment with constant complaining Can result in lower sales and poor customer experience Higher absence rate Low morale can lead to low overall performance

Low morale and motivation can result in higher turnover rates Employees tend to seek better positions that value their service and work. A higher turnover results in increased costs to the company Companies have to pay to recruit, hire and train new workers.

Employees with no motivation can make more mistakes than those with high morale and motivation Lower interest and lack of caring for ones position can create quality reduction Companies can lose money when there is repeated mistakes and defects in quality of ones work

Absence of motivation can lead to integrity failures Ethical and moral decision making can be compromised Ethical and moral integrity can be absent Ability to know the difference between right and wrong can be a struggle for an employee that lacks in motivation.

When there is a lack of motivation among employees, there have been studies that show an overall poor customer service rate. Unmotivated employees tend to gain bad attitudes towards their job. This can create overall poor work production and poor customer relations Customer end up finding better service elsewhere and ultimately choosing to do business with a another organization

When employees have low morale they tend to not be as productive Less productivity can lead to major losses of revenue. With loss of revenue, raises and/or bonuss can suffer or even nonexistent Which then creates a constant cycle of even lower motivation among employees

Managing and motivating employees who represent different cultures can be challenging, and exciting. Leaders should implement a motivation technique that will focus on a common trait instead of separating and dividing the races.

Define culture, which includes race, sex and religion Determine cultural difference, such as distinct generations, language, and communication. Take note on their differences and what makes them unique. Use the information to assign job tasks and responsibilities, congruent with their personal interest.

Ask employees for suggestions they feel comfortable approaching. Motivate employees by promoting positions that utilize their skills, qualifications and diverse contributions to the workplace. Link the diversity to your markets and networks around the world. Important for multinational organizations, or those with international customers and suppliers.

Encourage fluid ideas, concepts and experiences among one another. Sponsor workplace outing for team building, games activities. Do not place employees in a small group that emphasize differences. Unify the workplace using commonalities. Managing and motivating employees based on common attributes means you broaden your goals in enforcing policy.

Each

team member must have the opportunity to be heard and respected.

Managers

also need to understand and deal with their own biases and prejudices. Leaders need to offer opportunities to all employees based on their performance.

Supervisors must be prepared to meet the needs and challenges of this diversity in the workplace. Both the supervisors and employees benefit from diversity training in the workplace. Have a clear frame work for conflict resolution written in the employee handbook.

They should be promoted as a voluntary arrangement. Employee assistance program helps people with problems on the job or who are having difficulties outside of their work. Understanding why a person behaves in a particular way make it easier for leaders to lead his/her team.

Research from the Catalyst, (2001) and the CLC (2001) categorizes barriers to the advancement of women and people of color into key areas:
Lack of mentors and role models. Exclusion from its informal network of communications. Stereotyping and from preconceptions of roles and abilities.

Lack of significant line experience that are visible and/or of challenging assignments.

Leaders need to ask what interventions exits and enhance the chances that women and people of color will find their environment inclusive and fair. (Claire Kiliam). Leaders of the future have the ability to shift among different leadership styles. Leaders will have the skills beyond their content. Effective leaders understand themselves and want and needs of others. Leaders realize that in order to achieve their desire with others they must address the organization multiple realities. (Sandra Shullman).

Deeb C., Chrone Houston Journal 2012, Consequences of no employee motivation http://smallbusiness.chron.com/consequencesemployee-motivation-41238.html http://www.accelteam.com/productivity/addedValue_04i.html http://ezinearticles.com/?Managing-PeoplesPerformance---5-Ways-to-Make-ConsequencesPositive-For-Employees&id=1446520 Sasson R. 2012 Lack of motivation and enthusiasm, http://www.successconsciousness.com/lackmotivation-enthusiasm.htm

Pinsky, E. 2012 , From toxic to terrific, transforming culture in your work place, http://www.respectfulworkplace.com/2011/0 2/17/from-toxic-to-terrific-transforming-theculture-of-your-workplace-2/

www.apa.or/pi/oema/resources/communiq ue/special/pdf Retrieved August 08 2009. www.smallbusiness.chron.com>managemotivate-multicultural-workforce10985.html www.monster.com/hr/hr.bestpractices/workforce-management/workdiversity www.workforce.com/articles/how-do-wetrain-managers Retrieved January 4, 2012.

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