Motivation and Team Case Study Checkpoint Essay

Motivation and Team Case Study Checkpoint BUS/210 May 27, 2010 There are a few different types of theories found in case studies, which are known as Maslow’s hierarchy theory, expectancy theory, goal-setting theory, management by objectives (MBO), equity theory, and job enrichment theory, After reviewing the five different theories I have review the two articles for a case study to determine the theories the businesses used. Two Men and a Lot of Truck” article; I believe the owner Marry Ellen Sheets was using the Maslow’s hierarchy theory.

Mrs. Sheets was just trying to help her son’s out to begin with; then after they no longer wanted to do the moving business, she kept receiving inquires about local moves that made here buy a truck for moving people. I see it as Mrs. Sheets kept this company going for her own psychological needs to be satisfied. It made here proud when she knew people were being treated with respect and getting what they pay for.

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While Mrs. Sheets began to run this company and providing a service to more and more people she saw great respect and provided her with psychological rewards. Mrs. Sheets saw a great need for moving locally. By providing a good respectful service that was helping people and in return satisfied her needs to feeling appreciated with respect, therefore this case study could also be the expectancy theory. Mrs. Sheets approach to creating high-performing teams within the company was with rewards and proper training. One of Mrs.

Sheet’s statements was she wanted her movers to treat all the customers as they would their grandmothers; with the utmost respect (Jones, 2007). The other case study of “Siemen’s New Boss” was definitely not the same as “Two Men and a Lot of Truck”. The “Siemen’s New Boss”, was more direct toward the Management by Objective (MBO) theory. This is because the new guy “Klaus Kleinfeld” took on a challenge that was unheard of asked workers who were about to loose their jobs to increase production and he needed more flexibly shifts.

After Klaus reviewed the system that involves setting specific production items; he provided challenging goals and then reviewing employees’ progress towards achieving those goals and was successful in keeping the company afloat. This case study could also be the equity theory proposes that Klaus perception of the fairness of Siemen’s reviews and rewards process was an important determinant of his or work motivation, which lead him to more positions higher up within the company. Klaus got his employees on his side by being straight forward with them.

Klaus let the employees know they are in jeopardy of shutting down the plant and unless they pulled together as a team; the plant would be shut down. In addition, let them know as longs as they follow his instructions, increase production, and work flexible shift he would help them keep their jobs; therefore the factory workers work with Klaus and not against him; being a new boss in a new business with irate changes (Jones, 2007). Reference Citations Garth R. Jones, Jan. 2007, Intro to Business: How Companies Create Value for People

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