Introduction and Summary
The ability to lead and motivate are very important qualities for managers to have in today’s business world. The quality of leadership in an organization has a direct impact on the success of the organization. Leadership is the process of directing the behavior of others toward the accomplishment of some objective. Leaders need to be able to motivate their people to accomplish organizational goals. Motivation is what drives people to achieve goals, and it is the reason those people act the way that they do (Certo & Certo, 2012).
In this leadership scenario, Stephanie works for Jonathan who everyone generally admires for his friendly demeanor and relaxed ...view middle of the document...
The Equity Theory deals with how fairly an individual feels their employer is treating them in relation to coworkers. The individuals perceived unfair treatment will then lead to changes in their behavior. (Certo & Certo 2012)
Needs-goals Theory of Motivation
The needs-goal theory, introduced in the late 1960s by Edwin Locke, proposed that people’s intentions to work toward a goal are a major source of work motivation. This theory describes how people are motivated. It states that motivation starts with individual need. This need then transfers to behavior that is directed and continued until the need is significantly reduced. The organizational goals tell employees what needs to be done and how much effort should be applied. The more difficult the goal, the higher the level of employee performance expected.
The Needs-Goal Theory can be applied when observing the relationship between Jonathan and Stephanie. Stephanie needs job fulfillment, to have variety in her work tasks, and a creative outlet, while also developing her knowledge of store operations and working toward organizational goals. The culinary center most meets Stephanie’s needs and goals by providing her the variety, creative outlet she craves and offering her productive challenges. Jonathan has offered her an opportunity to earn a sales bonus through her work in the culinary department. Stephanie is excited about the opportunity and is working hard toward the goal. Stephanie is responsible for taking customers around the store to locate ingredients for her culinary center recipe, many of the ingredients being some of the stores finest. Stephanie displays goal supportive behavior because she enjoys allowing the customers to sample what she cooks. Jonathan verifies Stephanie’s success by monitoring the customer’s feedback. He has received feedback that the culinary center is a success, and many of the stores more expensive ingredients are becoming difficult to keep in stock. He is working with Stephanie to ensure the department goals will be achieved. Jonathan encourages Stephanie to notify him immediately when an item is running low, and she can take the initiative by reordering items directly from the vendors. She has grasped these goals very quickly and is learning a new task, “how the supermarket operates.” Stephanie has produced goal behavior together with Jonathan ensuring overall department success; this has brought forth some of Stephanie’s best work and she is enjoying her occupation.
Equity Theory of Motivation
The Equity Theory of Motivation was developed by J. Stacy Adams and is based on how fairly a person perceives they are treated by their employer in comparison to their coworkers. Employees are less motivated when it comes to their employer and their job if they believe what they put in such as skills, effort, work, loyalty, commitment, and flexibility; outweigh their outputs such as pay, benefits, recognition, advancement, and job security (Silva,...