CREATE A RESPONSE TO THESE TWO POSTS
Respond to two of your peers with at least two paragraphs incorporating : compare, contrast or additional information. No credit given to simply agree with the statements and you must also defend your response and include one citation. Additionally, a paragraph consists of 4 to 6 sentences.
WRITE RESPONSE TO EACH OF THESE POSTS BELOW
Respond to the prompt “Why is it important to adjust motivational styles to individual employees? Are there any general principles of motivation that today’s managers should follow? (Chapter 10)”
1)I believe that it is incredibly important as a manager to adjust to motivational styles based on certain employee’s needs. There is a big issue in many businesses where managers will only adapt to one learning/motivational style, and it can often make employees feel unheard, and ultimately un-motivated. When a manager chooses to really get to know their employees and what motivates them, you will truly be able to see a difference in the employees work ethic.
You can take a company like our case study, Taco Bell, and see how it truly relates to this idea that management needs to constantly adjust. By understanding their employees’ individual needs, instead of assuming that they all have the same goals, Taco Bell creates a welcoming and customized way for their employees to get to the top. As they state on their website, “For us, a job is more than just a paycheck, which is why we’re constantly investing in our employees through career and educational growth opportunities” (Taco Bell). It becomes much easier for managers to be set up with a great path to lead their employees individually when the company gives them the tools to do so as well.
Change and adaptability is the number one thing that not only managers, but employees need to truly succeed for their individual goals within a company. Managers are the people who inspire change in a healthy, positive way from lower-level employees. A very interesting article in Forbes magazine states “Instead of managing people, lead people through the transition by focusing on the positives as a way of minimizing fears. Remind your people that this change is a journey; it isn’t an “event.””(Forbes). The importance of grace and acceptance within management is a huge way to adapt to your employees individually. You must allow people to fail and bring them back up in a positive way. It is only through failing, rising back up, and adapting to change that you can truly find what works best for each of your employees.
2)There are many reasons why an employee may need to be terminated. When a company is losing profits, they may need to downsize. This is not necessarily the employee’s fault. However, everyone at the company has a responsibility to keep the business profitable. If the company is losing money and is struggling to turn things around, then management may have to make the decision to begin letting people go. One example would be when COVID-19 showed up, many businesses had trouble staying afloat (Nickels et el, 2021).
No matter what the reason is behind the termination of an employee, it can leave the rest of the employees feeling like there is no job security (Krumrie, 2022). Employees can form tight knit working relationships. If someone from their department is terminated, who’s to say that they aren’t next? Employees are left feeling discouraged and worried (Krumrie, 2022).
On a positive note, businesses can also retire older employees instead of terminating them. Offering older, more expensive employees the opportunity to retire can benefit both the employer and the employee. The employee may receive a retirement benefit like a one-time cash payout (Nickels et el, 2021). This has the opposite effect of termination, as it increases employee morale and opens the opportunity for advancement of younger employees (Nickels et el, 2021).
