Motivational theory applications argue for recognizing

Reference no: EM133631171

Motivational theory applications argue for recognizing individual differences. They also suggest paying attention to members of diverse groups. Is this a contradiction? Why or why not? Compare two motivational theories (one content and one process theory) regarding how they can support diversity within teams.

Response: I think that this is not a statement that is contradictory because as a manager you have to know your team and their own individual strengths and differences from employee to employee. This will help you as a manager be able to put into place a course of action that will get the most out of them. Having an idea of the members of your diverse group and some of their differences will go together to know what drives them at the end of the day and ensure you are placing people in the right places. According to Uhl Bien (2021) " Needs theories of motivation focus primarily on individual needs that we feel a compulsion to reduce or eliminate. The premise of needs theories is that motivation results from our attempts to satisfy important needs" (p.216). Under the content theory you have to cater to a individuals 5 stages of needs and as they progress these will change, which Maslow spoke about. Under the process theory Skinner states that behavior is molded from knowing what the consequences are going to be. This theory uses reinforcement to get what they need out of people which in this case is positive behavior.

Reference no: EM133631171

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