An Analytical Approach: Motivational Theories to Solve Workplace Experiences

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This solution will leave minimal room to blame performance on internal factors, reducing behaviors like self-serving bias. By having a clear distribution process, a “soft-hearted” employee will be assigned a financially suitable client without compromising an employee’s ethical beliefs. In comparison, a “hard-hearted” employee will be assigned a more challenging deal to close. In addition, this solution will increase employees’ knowledge of what to expect prior to meeting with clients (i.e., combining choice, competence, progress and meaningfulness shifts the focus from ethical priorities to an employee’s persuasion efforts).[5] Having this peace-of-mind that you can close a deal without hurting a client economically can exponentially boost employee’s performance – for every “soft-hearted” salesperson, everyone is a potential customer because internal hesitation will be minimized.

Limitations of Solution. Although this solution is based on Royal Sunset Group’s management perspective and solves internal conflicts, I would still be conflicted knowing this selection process was occurring. This may have a psychological override over time, causing “softies’ to become “hardies – after all, sales managers aspire for their employees to have high sales results. “Hard-hearted” employees would be taking on clients with lower purchasing power, potentially resulting in higher stress and demotivation, blaming failures on external factors, the newly implemented strategy. Managers might have to create internal competitions by separating “softies” and “hardies,” using the segregation as motivation.

Conclusion

This solution is attributed to the integration of multiple motivation theory techniques: Maslow’s hierarchy needs, Thomas’ intrinsic motivation, Vroom’s expectancy theory and corporate social responsibility. This emotionally internal approach allows employees to effectively close a sale without compromising their integrity to the organization. To tackle an internal problem, an internal solution must be executed.

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References

Kreitner, R., & Kinicki, A. (2001). Organizational behavior (10th ed.). Boston: Irwin/McGraw-Hill.

Kreitner, Robert, and Angelo Kinicki. "Attributional Tendencies." Organizational Behavior. Boston: Irwin/McGraw-Hill, 2001. 199. Print.

Kreitner, Robert, and Angelo Kinicki. "Vroom's Expectancy Theory." Organizational Behavior. Boston: Irwin/McGraw-Hill, 2001. 218-21. Print.

Kreitner, Robert, and Angelo Kinicki. "Maslow's Need Hierarchy Theory." Organizational Behavior. Boston: Irwin/McGraw-Hill, 2001. 207-08. Print.

Kreitner, Robert, and Angelo Kinicki. "Thomas Building Blocks of Intrinsic Rewards and Motivation." Organizational Behavior. Boston: Irwin/McGraw-Hill, 2001. 252-53. Print.

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