Accordingly

Accordingly, David McClelland of Harvard University stated that people tend to develop certain motivational drives as a product of the cultural environment in which they live and these drives affect the way people view their jobs and approach their lives. One of these motivational drives is the achievement motivation as a drive to overcome challenges and obstacles in the pursuit of goals. This drive is actually what bird has. He is seeking not money, but challenge and satisfaction.

About bird’s need, on the other hand, the hierarchy of needs, which is a philosophy, developed by Abraham Maslow, that different groups of needs have a specific order of priority among most people, so that one group of needs precedes another in importance. It has 5 levels of needs wherein its 5th level is the self-actualization and fulfilment needs and these are the needs of bird. In fact, bird says that his big dream is to build a grand piano: “it is the one thing I haven’t done yet and want to do”. Henceforth, the behavior modification program may affect bird’s motivation. For instance, the positive reinforcement that provides a favourable consequence that encourages repetition of a behavior. He may find that when high-quality work is done, the manufacturer or even his customers may give him a reward. Since bird may love to be recognized by his work, his behavior is reinforced, and he will tends to want to do high-quality work again. Talking about goal setting, on the other hand, it creates a discrepancy between current and expected performance. So if bird expects to build two pianos per year, he may find out if he could do it or not. This goal is a challenge for him which is actually one of the elements of goal setting. There is much challenge in accomplishing a harder goal than the easier one. Moreover, the manufacturer may find bird as a model for his employees because of his strong motivation. He may build that motivation to them by bird, himself, showing them that having a motivated behavior brings high-quality work and rewards.

I think the skill-based pay is the major economic incentive system that will best fit in this case. Skill-based pay (also known as knowledge-based pay or multiskill pay) rewards individuals for what they know what to do. Brad would pay his employees for the range, depth, and type of skills in which they demonstrate capabilities. They would start working at a flat hourly rate and receive increases for either developing skills within their primary job or learning how to perform other jobs within their work unit. Moreover, two or more incentive system in an organization may be possible to be combine. In the plaza grocery, the skill-based pay, gain and profit sharing may be combine for a greater likelihood. The employees would be very motivated to do their work because they found out that if they work better that company will get more profits and gain. These profits and gains will be then divide or distributed among them. They will also improve their knowledge or skills because of the skill-based pay. The company then will have a better sales and better operations. Consequently, the best motivational theories that I would recommend to the plaza grocery

Republic of the Philippines Tarlac state university College of business and accountancy City of Tarlac 2nd semester,S.Y.07-08

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Management 2 (Incident) Submitted by: Javilyn Cristel O. Lundang BSA-2A

Submitted to: Prof. Elvira b. Mercado