Accordingly, David McClelland of Harvard University stated that people tend to

develop certain motivational drives as a product of the cultural environment in which

they live and these drives affect the way people view their jobs and approach their
lives. One of these motivational drives is the achievement motivation as a drive to
overcome challenges and obstacles in the pursuit of goals. This drive is actually
what bird has. He is seeking not money, but challenge and satisfaction.

About bird’s need, on the other hand, the hierarchy of needs, which is a philosophy,
developed by Abraham Maslow, that different groups of needs have a specific order
of priority among most people, so that one group of needs precedes another in
importance. It has 5 levels of needs wherein its 5th level is the self-actualization and
fulfilment needs and these are the needs of bird. In fact, bird says that his big dream
is to build a grand piano: “it is the one thing I haven’t done yet and want to do”.

Henceforth, the behavior modification program may affect bird’s motivation. For
instance, the positive reinforcement that provides a favourable consequence that
encourages repetition of a behavior. He may find that when high-quality work is
done, the manufacturer or even his customers may give him a reward. Since bird
may love to be recognized by his work, his behavior is reinforced, and he will tends
to want to do high-quality work again.

Talking about goal setting, on the other hand, it creates a discrepancy between
current and expected performance. So if bird expects to build two pianos per year,
he may find out if he could do it or not. This goal is a challenge for him which is
actually one of the elements of goal setting. There is much challenge in
accomplishing a harder goal than the easier one.

Moreover, the manufacturer may find bird as a model for his employees because of
his strong motivation. He may build that motivation to them by bird, himself, showing
them that having a motivated behavior brings high-quality work and rewards.
I think the skill-based pay is the major economic incentive system that will best fit in
this case. Skill-based pay (also known as knowledge-based pay or multiskill pay)
rewards individuals for what they know what to do. Brad would pay his employees for
the range, depth, and type of skills in which they demonstrate capabilities. They
would start working at a flat hourly rate and receive increases for either developing
skills within their primary job or learning how to perform other jobs within their work
unit.

Moreover, two or more incentive system in an organization may be possible to be

combine. In the plaza grocery, the skill-based pay, gain and profit sharing may be
combine for a greater likelihood. The employees would be very motivated to do their
work because they found out that if they work better that company will get more
profits and gain. These profits and gains will be then divide or distributed among
them. They will also improve their knowledge or skills because of the skill-based pay.
The company then will have a better sales and better operations.
Consequently, the best motivational theories that I would recommend to the plaza
grocery
 Republic of the Philippines
Tarlac state university
College of business and accountancy
City of Tarlac
2nd semester,S.Y.07-08

Reaction paper
in
Management 2
(Incident)
Submitted by:
Javilyn Cristel O. Lundang
BSA-2A

Submitted to:
Prof. Elvira b. Mercado