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Running Head: MOTIVATION AND THE THEORIES UTILIZED AT SOUTH TEXAS

COLLEGE

Thelma Landeros
Motivation And The Theories Utilized At South Texas College
Capstone II - ORG 4361
Dr. Rebecca Lynch
July 05, 2019
Motivation And The Theories Utilized At South Texas College 2

Colleagues, staff members and teachers around my employer at South Texas College

(STC) have given me a greater appreciation of what it means to live in an ethical community.

Research about the theorists Elton Mayo, Henri Fayol, and Douglas McGregor’s organizational

approaches for management thinking and practice, will be explained. This paper includes the

biographies and theories, research about each theory from the three theorists that assisted me to

focus, highlight the motivation and support, given to me as an employee at the Center for

Learning Excellence department. The motivation received from STC as an organization has

persuade a positive effect to employees, which in return greet, smile, make eye contact, and

overall gives back support to students and future professionals. These are great tools in preparing

me to become a better organizational leader professional.

Approaches for management thinking and practice, are central theories at STC to

motivate and provide a better work environment, performance, and customer service. First,

Psychologist Elton Mayo (1880-1949) was born in Adelaide, Australia. He lectured on logic,

ethics, and psychology in Australia before emigrating to the United States in 1922, where he

taught at Harvard Business School from 1926 through 1947. He explored the work processes and

was more focused on the relationship between managers and workers. Elton M. is best

remembered for his experimental studies at Western Electric's Hawthorne III plant where he

reported The Human Problems of an Industrial Civilization in 1933 which determined

productivity to be dependent on workers' morale (Boman, 2001).

Other methods in the work environment were developed to carry out the demanding

assignments of business organizations. Henri Fayol (1841-1925) was born to a family of the

French lower middle class. He was educated at the National School of Mines at St. Étienne and

at the age of nineteen graduated as a mining engineer. Moreover, in 1860 he accepted a job in the
Motivation And The Theories Utilized At South Texas College 3

mines of the Commentary-Fourchambault Company known as Comambault, where he began to

show interest in management (Lynch, 2019). Henri F stayed with the same employer until his

retirement in 1918. His concepts were mostly strategic, holding the top director’s view and

attempting to integrate the entire company from the leading position of a manager to the rest of

the workforce employees.

Furthermore, Douglas McGregor (1906-1964) born in Detroit Michigan, was another

theorist and educator, interested in management approaches and practices. He taught psychology

and industrial management at the Massachusetts Institute of Technology from 1937 through

1948, and later from 1954 through 1964. Growing in his profession, he was very engaged in his

studies and practice and became the president of Antioch College from 1948 through 1954. His

book “Human Side of Enterprise” from 1960 changed American management practices and led

to the human potential movement by proposing the "Theory Y," which is a humanistic view of

behavior and motivation, opposing the traditional "Theory X" that viewed employees as lazy,

unmotivated, and needing strict control. (Cutcher-Gershenfeld, 2000). The overall past research

in management thinking and practice, implies that theorists Elton Mayo observed that

productivity depended on staff members morale. Henri Fayol explains that control is exercised

based on a certain established plan, instructions or principles. However, theorist Douglas

McGregor described two different practices where any person as an employee can take

responsibility for their work.

Currently, Elton Mayo is best known for a series of experiments conducted at the

Western Electric Company between 1924 and 1932, called the Hawthorne Studies. These

projects showed that when workers perceived that management cared about them and when they

felt they were getting special treatment, morale and productivity increased (McKee, 2014). These
Motivation And The Theories Utilized At South Texas College 4

findings are relevant today. The Hawthorne studies were also critical in the creation of the social

exchange theory (SET) which was created by George Homans who was a student from Elton M.

The SET theory helped explain the findings by providing an overarching theory on how groups

influence behavior (Muldoon, 2019). SET has been used to describe a wide variety of

relationships, from supervisors to romantic relationships to relationships with family members to

friends and acquaintances.

According to Henri Fayol, control consists in verifying whether everything occurs in

conformity with the plans adopted, the instructions issued, and principles established (Graham,

1968). This means, the dynamism of any employee in a working setting of an organization

depends on how control is exercised. In present day, organizations consider the general

principles that are recommended by Henri F. For example, the nursing management is currently

applying the administrative theory for interviews. The questions scripts consist of 25 questions

based on Henri F’s general management principles (1989) which was developed to assess the

clarity of the instrument’s questions (Araújo, et.al., 2014). The present study aims, to identify

nurses’ representations of the current health administrative practices. Subsequently, analyzing

the extent to which these representations are associated with the general principles of the

Classical Management Theory, include a formal structure of the work organization with the

adoption of principles, and administrative functions. This supports the current management

paradigm of health care organizations, which is strongly marked by an economic pressure, as

these are being increasingly governed by ideas of efficiency.

In today’s workforce, leaders must reinforce the distinctive efforts and successful

performances of the personnel. This shows that by enforcing meaningful and interesting work, it

becomes intrinsically motivating (Johnson, 2016). Douglas McGregor's theory of X and Y


Motivation And The Theories Utilized At South Texas College 5

management styles introduced more than 50 years ago, explains that money, good benefits, and

even a good relationship with management are not effective means to motivate employees to

align with organizational goals (Sanford, 2012). In today’s organizations such as retail stores,

schools, and even hospitals, leaders can practice Douglas M’s theory X and Y management

approaches. In this case, it would be essential to develop better relationships with employed

managers by understanding what motivates them. This is meaningful, because coordinators are

motivated when they can learn or have interesting and challenging work.

The movement to empower people in organizations has been popular for many years for

several good reasons, such as making decisions, fewer people are doing more work, and

managers are often extremely busy (McKee, 2014). This means that it is important for a leader to

create resonant environments at work to inspire the workforce, with a result of an exceptional

business performance. Moreover, having a responsible attitude can cause people to feel more

involved at work. Researcher Douglas McGregor, “Theory X” views employees to be lazy, are

incapable of self-direction and autonomous work behavior, and have little to offer in terms of

organizational problem solving. This theory will not provide the productive results for the

organization. In addition, Douglas McGregor, developed “Theory Y” which states that workers

are not inherently lazy, incapable of self-direction and self-control, and are capable of providing

important ideas or suggestions that will improve organizational effectiveness (Davis, et. al.,

2008). For this reason, when organizations practice Theory Y beliefs about people.

Motivation is the result of a complex set of psychological influences and external forces

or conditions that causes a person to behave in a certain way while maintaining a certain level of

effort and persistence (McKee, 2014). This means that motivation, creativity, and adding

meaning in my position as tutor, involves harnessing talent and energy in providing a service of
Motivation And The Theories Utilized At South Texas College 6

performing well at work. Learning to motivate can take place in a classroom, through life

experience, or on the job. South Texas College (STC) was founded in 1993, and currently is

composed of five campuses, two higher education centers and one virtual campus. This

organization mission statement is to provide educational opportunities through excellence in

teaching and learning, workforce development, cultural enrichment, community service, and

regional and global collaborations. Moreover, STC’s core values are student success, excellence,

opportunity, community, and integrity, which have supported me with the professors, staff and

faculty. My employer has encouraged me to grow.

In the beginning, STC assisted in giving me an opportunity as a student and subsequently

with a job by building a strong self-confidence to become a supplemental instruction leader (SI).

STC as an organization has great incentive factors such as salary, supervision working

conditions, relationships with coworkers, and level of job security. These factors can affect

employees in a positive way, where they tend to be motivated by achievement, recognition, and

the ability to grow and advance in their careers (Davis, 2008). Coordinators at STC support

Douglas McGregor’s Theory Y management practice model, by assembling projects to each

school department such as the tutoring sector named The Center for Learning Excellence. The

supervisors provide projects for tutors such as intercampus tutoring or by providing workshop

sessions for students. This allows for tutors to achieve their own goals and effectively

accomplish the organization’s goals at the same time. Working as a math tutor has kept me

motivated and enabled me to keep climbing in its workforce ranks. STC has provided me a

family environment that fosters professional development and has opportunities for me to

continue growing.
Motivation And The Theories Utilized At South Texas College 7

People, technology, and our very lives are constantly changing, and South Texas College

remains current by having coordinators and staff that encourage innovation, creativity, and an

environment that fosters entrepreneurship to be committed to our mission of encouragement

throughout the process of any given project. STC’s human resources department consists of

employee relations, benefits information, forms, guidelines, procedures, and orientation. The

department of employee relations guides and trains employees about employment law, labor

relations, policies, and procedures. During staff training, yearly information is given about Title

IX, complaint forms, core values and professional ethics is provided to all employees through the

employee handbook. STC’s human resources is constantly training me and reminding me as an

employee to always report discrimination, harassment, sexual harassment, and constantly to

provide the best service. They have a sense on how to treat employees with fair and consistent

treatment to its employees. Also, this organization has valued creativity, by providing resources,

programs and trust in personal ideas such as mentoring other tutors and students.

South Texas College has provided training, education, and skill development

opportunities, involving employees in decision making, and foster challenging and stimulating

work opportunities. Employees are now responsible for growing in their own careers, taking

initiative, and participating in organizational decision making (Sandford, 2012). From this

perspective, it is important to mention a principle of motivation called Abraham Maslow’s

Hierarchy of Needs Theory. This concept follows human needs, where people are motivated to

satisfy physiological, safety, belonging, esteem, and self-actualization (McKee, 2014).

Moreover, Abraham M’s theory can be comparable with Douglas McGregor’s Theory “X and

Y.” For instance, leaders can relate Theory “X” only with the “Physiological and Safety” human

needs, where the management style would be lacking several other employee necessities. This
Motivation And The Theories Utilized At South Texas College 8

reason why McGregor associated Theory “Y” with the “Belonging, Esteem, and Self-

Actualization” concepts of the Needs Theory. Analyzing these two concepts will assist me to

reach a higher level of interest to work hard and be productive in my job as a tutor and future

professional.

Afterwards it is important working with ideal supervisors that motivates employees with

the self-determination theory (SDT). This relate with people’s need for empowerment and

relatedness, denoting that their excitement influence people, which grow as a result (McKee,

2014). This means that as an STC employee, my managers have used McGregor’s Theory “Y”

manager style. Coordinators and specialists at the CLE that emphasize in employees to start

having confidence in themselves given tasks that highlight the staff potential for that growth.

McGregor also noted that some businesses are adopting practices that could be expected to yield

superior results, such as decentralization and delegation, job enlargement, participative with

consultative management, and performance appraisal (Davis, 2008). Letting the personnel know

they are valued and contributed, where their input is valued and needed, usually has them rise to

assist.

Interpersonal trust is the essence that binds work environments together, and provides a

sense of interdependence, to assist one another, and be eager to learn and take tasks. This

requires me to empathize in my work environment including interpreting the emotions, needs,

and desires of the student during a session or workshop presentation. South Texas College as my

employer has practiced organizational ethics by training their employees with high standards and

outstanding performance. Many ethical strategies and actions, such as empowering staff, creating

a sense of shared mission and values, truth telling, rewarding moral behavior, including
Motivation And The Theories Utilized At South Texas College 9

demonstrating concern for employees has improved tutor commitment and productivity at the

CLE. This improves as a result, the productivity of the entire organization (Johnson, 2016).

Additionally, STC has prepared me to give back to student success by working among

management and tutors that motivate me, giving positive reminders when having a stressful day.

For instance, motivating a student or team to continue their careers. Moreover, to achieve

excellent results by building resumes, letter writing, pushing them to get into a masters’ program

so that they can continue building and growing themselves, even if they have to leave the

company one day. As a future teacher, the most beautiful motivation given by STC as my

organization is that education comes first. That assisted me as a tutor and future professional to

create a plan of approach, encourage discussion and delegation of tasks, and encouragement

throughout a tutoring session, or workshop presentation for the students, which benefit with class

content input clarification, self-motivation, experience, and overcoming challenges to build

knowledge, skillset, and communication skills.

In conclusion, enthusiasm, vision, and the ability to communicate are qualities that

strengthen the technical knowledge. Leaders in today’s business organizations such as South

Texas College must respond positively, powerfully, and ethically to the many situations arising

in today’s industry. Douglas McGregor’s Theory X and Y has contributed to STC leaders,

employees, business, and their communities. This transpires in ideas, approaches, and by

involving the school organization workers leadership, students, and me as a future professional.
Motivation And The Theories Utilized At South Texas College 10

REFERENCES
Boman, J. E. (2001). Elton Mayo (George) (1880-1949). Cambridge Dictionary of American
Biography, 1. Retrieved from https://search-ebscohost-
com.ezproxy.southtexascollege.edu/login.aspx?direct=true&db=lfh&AN=32451096&site
=eds-live&scope=site
Graham, G. (1968). The Theory of Organization: A Note. Public Administration, 46(2), 191–
201. https://doi.org/10.1111/j.1467-9299.1968.tb01361.x
Johnson, C. (2016). Improving Group Ethical Performance. Organizational Ethics A Practical
Approach Third Edition (p. 209). Thousand Oaks: Sage Publications Inc.
Kopelman, R. E., Prottas, D. J., & Davis, A. L. (2008). Douglas McGregor’s Theory X and Y:
Toward a Construct-valid Measure. Journal of Managerial Issues, 20(2), 255. Retrieved
from https://search.ebscohost.com/login.aspx?direct=true&db=edsjsr&AN=edsjsr.40
604607&site=eds-live&scope=site
Lynch, R. G. (2019). Fayol Publishes General and Industrial Management. Salem Press
Encyclopedia. Retrieved from https://search-ebscohost-
com.ezproxy.southtexascollege.edu/login.aspx?direct=true&db=ers&AN=89314546&site
=eds-live&scope=site
McGregor, D. and Cutcher-Gershenfeld, J. (2000). Baker & Taylor Author Biographies, 1.
Retrieved from https://search-ebscohost-
com.ezproxy.southtexascollege.edu/login.aspx?direct=true&db=lfh&AN=49265518&site
=eds-live&scope=site
McKee, A. (2014). Workplace Essentials: Creativity, Innovation, and a Spirit of
Entrepreneurship. In A. McKee, Management A Focus On Leaders Second Edition (pp.
279-285). Saddle River: Pearson Education Inc.
Rocha Araújo, D., Correia Sampaio, F. M., Costa e Castro, M., Vieira Pinheiro, S. A., &
Macedo, A. P. (2014). Testing in time: from the classical management theory to the
current organisation of Nursing work. Revista de Enfermagem Referência, 4(2), 111–119.
https://doi-org.ezproxy.southtexascollege.edu/10.12707/RIII13109
Sanford KD. (2012). Shared governance: one way to engage employed physicians. Hfm
(Healthcare Financial Management), 66(9), 44–48. Retrieved from https://search-
ebscohost-com.ezproxy.southtexascollege.edu/login.aspx?direct=true&db=hxh
&AN=108096050&site=eds-live&scope=site
Zoller, Y. J., & Muldoon, J. (2019). Illuminating the principles of social exchange theory with
Hawthorne studies. Journal of Management History, (1), 47. https://doi-
org.ezproxy.southtexascollege.edu/10.1108/JMH-05-2018-0026

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