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Organisational behaviour.

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Alison Jones/ Organisational Behaviour Outcome 3.2 Needs Theory: The needs theory is made up of: Basic Needs - The workplace needs to be suitable for the work force, complying with health and safety regulations etc. Security Needs - Security in the work place, if there is money being handled then there needs to be the right kind of security for example safety deposit boxes and a panic button. Another type is security from their jobs not worrying from one day to the next that their job is in jeopardy. Group Needs - To expect people to be able to work in a group. If a group task needs to be completed it is not left up to one person to complete this. Self Esteem - When people's confidence is being knocked then their self-esteem is lowered people start to doubt their ability. For example if somebody is producing good work but a manager has got a grudge against them, so they keep putting their work down, then they will have doubts in their ability to achieve things because their self esteem has be knocked. Self-Fulfilment - If somebody is not getting job satisfaction then they are not fulfilling something in their life. ...read more.


Another example was that he makes sure that the targets that are set for his work force are ones that can actually be met. Another example is that during the day he comes and sits down with the employees and try's to find out any problems that they might have, if they have any then they can discuss them without letting the employee keeping it to themselves. Doing this makes the employee feel as if they are appreciated. Failing to apply motivation theory - within the case study I found that the manager on the shop floor was not applying motivation. Examples of this are: * He is not an approachable manager for the employees to go to. He is known as the most feared man on the shop floor. If he is feared then if there is a problem with one of his workers, then they will keep it to themselves, which will be an ongoing problem. * Another example is - If a problem is identified then, they are punished for speaking up about it. They are punished by not being given overtime. * Another example is - because not problems are not discussed he doesn't realise that the targets that the employees are set are impossible to achieve therefore his employees are not motivated to achieve these targets. ...read more.


Task Four Brief Description Of Event My experience was working in a shoe shop. I was given daily targets of selling �800 worth of shoes within 4 hours, with a pair of shoes averaging �20 per shoe. Throughout the day the manager would start making comments about the amount of shoes that I had sold, informing me that it wasn't good enough. If the targets where met that day then he would say that if we where able to reach that target then he should make it higher for the next week. Analysis Of Event From this you can see that the targets that I was given I wasn't able to reach, and so this didn't give me the motivation to try, Why try and reach something I knew I couldn't reach. You can also see that the manager hadn't sat down and set realistic targets for me to meet. As well you can see that he gave us no motivation to reach the targets and also gave us no praise when they where met. What I Learnt From this experience I learnt that to be able to motivate people you have to have be able to give them a task in which is reasonable for the to complete. As well people need to feel appreciated and as thought they have achieved something themselves when they have completed something ...read more.

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