January 14, 2011
In reviewing both case studies, I have to say that they both have very different thoughts for motivating their employees. This is a very hard thing to do because there are so many personalities that they have to gear the type of motivation to the specific area or person they are working with.
The first case study I believe to have been using the goal setting theory. Here is a woman who was just trying to help her son drum up business, then it just blossomed from there. She became very successful and because of the way she wanted her business to run she would set goal (expectations) for all of her employees to meet. She would send out customer satisfaction cards and any negative comments that would come back she would make sure to share that with everyone so that everyone could make a change and ensure this not to happen again. Because she cared very much about her customers her business could grow into something huge.
The second case study I believe to have been using the job enrichment theory. The new comer to Siemens, Klaus Kleinfeld was thought of as a cocky pushy boss. This same person made employees work weekends, which did not happen in that company. However, this company was in the process of possibly losing their medical department, so Klaus would hang around the employees asking questions sometimes even working through the night. Because of his hard work he made a process go from taking six weeks to one week to produce.
Motivation for both individuals and teams is a crucial part of a business and is why these two people were so successful even though they did it in completely different ways they did it the way that was right for their companies.
Perman, S., Ewing, J., & Brady, D. (2007). Motivating and managing people and groups in business organizations. Retrieved from University of Phoenix eBook Collection database.