Learning Team B
The purpose of this paper is to outline the motivational theories and issues impacting our work place during an acquisition. In particular, studying the individual differences within the team in reference to two of the motivational theories and trying to identify any motivational, job satisfaction and conflicts which could arise. We will be utilizing the Goal Setting Theory and the Expectancy Theory to try and predict issues within the team. It is important for us as a management team to mitigate these issues before they become major factors in this merger.
During organizational change we will be faced with maintaining productivity throughout the transition period. While the merger progresses we need to provide a communicative atmosphere to our employees in order to limit the typically negative aspects of change. The poor motivation, as individuals and skilled workers understand, is a lack of effective and skilled leadership not a lack of desire within employees.
The knowledge based work place requires highly skilled workers and individuals throughout the organization and the command and control approach becomes obsolete (Jackson and Humble, 1994). Defining the organizations' role in compiling the data to assess the impact of motivational theories on group of individuals completed the questioner and analyzing their individual differences to avoid the potential conflict throughout the organization, is one of the today managers' priorities.
"When I want to understand what is happening today or try to decide what will happen tomorrow, I look back."(Oliver Wendell Holmes)
Robbins (2001) listed several theories on motivations. Below is a quick summary of the motivational theories we have picked to relate to our survey findings. After this brief summary explanation we will go into further detail into each of these two theories and then discuss what we have...