Management and Organisational Change

Management
Management and organisational
change
Student’s Name

Management and organisation change 1
In the given case, Mr. Simon worked in the retail sector as a line manager. The main
issue was from the last three-four years is considering promotion through the formal
interview but was unsuccessful. Due to all this, he thinks of moving to the next organization
or trying something different in relation to it.
Motivation in management terms highlights and describes the methods in which
directors encourage efficiency in their workers. Other than this, motivation truly defines the
level of requirements of workers to accomplish, irrespective of the level of pleasure (Peters,
2015). Workers who are actually inspired they achieve in the most creative, are more
engaged and feel more participated in their effort. All this has a major impact on the
performance and the success of the organization (Herzberg, 2017).
Theories of motivation-
The X and Y theory of motivation is giving by Douglas McGregor, which is related to the
employees’ enthusiasm and administration. In this model, employees are separated into two
major categories. In theory, X workers avoid effort and dislike their allocated
accountabilities. Moreover, in edict to encourage them, managers need to apply the rules and
implement penalty. In theory, Y workers relish placing efforts towards their work along with
this they also have control in the workstation area. In this, managers must progress chances
for the workers to take on accountability and display originality as the way of inspiring
workers (Acar, 2014).

Management and organisation change 2
(Source: Kaur, 2013)
Maslow’s theory of motivation, it contains five stages of motivation styles in an
organization. In order to inspire workers, the workplace must shift upside of the pyramid of
wants to safeguard that all of the employee's necessities are satisfied. The lowest of the
pyramid covers physiological needs such as food, accommodation, and sleep. Another level
highlights the safety aspect in concern to the job, third stage highlights about belongingness
(Weiner, 2012). The highest two stages of pyramids comprise esteem requirements and self-
actualization requirements. Most of the successful organization focuses on top two levels of
the pyramid by providing workforces the appreciation and developing probabilities for the
workforce to feel that they are the strength or are doing valued work and reaching potential
with the businesses (Kaur, 2013).