Module 6 Google Knows How To Motivate
Instructions are attached in word document.
In Module Five, you were introduced to the leading facet of the P-O-L-C framework related to leadership and decision making. Leading is an important function of management because once the mission, vision, strategy, goals, and objectives are defined, the organization needs managers who can carry out those elements by leading people and making effective decisions. Management and leadership are two different concepts, but the roles are often fulfilled by the same person in the organization, and most managers are called upon to also act as leaders. As you move into Module Six, the focus will remain on the leading facet of the P-O-L-C framework as you examine the power of motivation.
In Module Six, the primary focus will be on motivating employees, which is a critical element in the leading facet of the P-O-L-C framework. This module will introduce you to various motivational theories, which describe how people react and how people behave based on certain conditions and factors. You will also be introduced to a variety of motivational techniques that managers can use to keep employees motivated to help the organization achieve its goals and objectives.
An ideal scenario for every manager is for every employee to give maximum effort all of the time. After all, every employee should be working for the greater good of the organization to carry out the mission and vision of the organization, to execute its strategy, and to achieve its goals and objectives. This should be a given for every employee, as these are the conditions of employment. Unfortunately, it typically does not work that way for managers; employees need to be motivated and managers need to provide a working environment that is conducive for motivating employees.
What motivates employees to “give it their all” or “to go the extra mile” or “to give 110%”? The answer to that question will certainly vary based on individual needs and aspirations, and managers need to understand that people are motivated in different ways. Managers that effectively understand what motivates their employees will have a much higher degree of success over those managers that do not take time to understand what motivates their employees. Managers cannot have the mindset that employees should be happy just to have a job and to be employed. This will not provide long-term motivation, which in the end will impact the manager’s ability to achieve organizational goals and objectives.
One aspect of motivation is directly linked to compensation. It is much easier to motivate your employees when they have the perception that they are being paid fairly. Bohlander, Snell, and Sherman (2001) explain:
Equity theory, from which pay equity is derived, is a motivation theory that explains how employees respond to situations in which they feel they have received less (or more) than they deserve. Central to the theory is the role of perception in motivation and the fact that individuals make comparisons. (p. 365)
Managers need to ensure that employees are compensated fairly for their contributions to the organization. Once employees feel like they are being paid fairly for their contributions, pay becomes less of an issue and managers can employ other motivational techniques that are not monetary in nature.
This module will also focus on the concept of intrinsic versus extrinsic motivational factors. The TED Talk video The Puzzle Of Motivation, which is part of the discussion topic for this module, provides a unique look at how managers have employed extrinsic and intrinsic motivators. Consider the impact of extrinsic motivators, such as monetary rewards or punishment, versus intrinsic motivators, such as empowerment or job enrichment. Does one provide longer-term motivation over the other? While both have their place in the grand scheme of motivation, managers need to understand how to employ extrinsic and intrinsic motivators to create long-term sustainable motivation. While employees are motivated in different ways, consider how motivational techniques change when pay is not an issue. Motivation is a powerful tool for managers once they recognize how it can be utilized for their employees.
Bohlander, G. W., Snell, S. A., & Sherman, A. W. (2001). Managing human resources. Cincinnati, OH: South-Western College Publishing
6-1 Discussion: Google Knows How To Motivate
For this discussion, you will first read the following articles and watch the following video.
Article: How Google Motivates Their Employees With Rewards and Perks
Employers such as Google are going to great lengths to provide extrinsic and intrinsic motivators to keep their employees engaged, create a motivating culture, and attract the best talent.
Article: How Good Are Your Motivation Skills?
Read this article and take the self-assessment on key factors for building a motivated team. The results of your self-assessment can assist you with the discussion question for this module and provide a good overview on your motivation skills. This article supplements the textbook reading for this module.
Library Article: Power Is the Great Motivator
This article, from the Harvard Business Review, describes the different ways managers may be motivated and how these motivations align with an organization’s goals.
Harvard Business Publishing does not allow direct linking to articles in the Harvard Business Review from course management systems. To locate the article, begin with the Shapiro Library database Business Source Ultimate. Type in the title of the article using the quotation marks “Power is the Great Motivator”. The article by David C. McClelland will appear and click on the PDF Full Text to read, download or print the article. This article supplements the textbook reading for this module. As you read the article, consider the following:
What are the motivational factors for a manager from a personal and organizational level?
What motivational techniques can a manager use to manage and lead?
Consider which of the three motivational categories you might fall into.
Video: The Puzzle of Motivation
This TED Talk by Dan Pink challenges the traditional system of rewards and incentives and offers a different viewpoint that managers should consider related to intrinsic and extrinsic motivators. This video supplements the textbook reading for this module.
Next, imagine that you are a manager of a start-up company with limited cash and resources. In your initial post, describe the types of motivators that you might employ as you develop your culture and attract good talent to your company. Explain why you have selected these motivators.
In responding to your peers, comment on the motivators they might employ. Offer suggestions based on your own experience or based on research.
To complete this assignment, review the Discussion Rubric document.
Below are the links in case you can’t click on them in this guide