Managing People and Leading Organization

Running Head: MANAGING PEOPLE AND LEADING ORGANIZATION
MANAGING PEOPLE AND
LEADING ORGANIZATION
Reply
[DATE]
[COMPANY NAME]
[Company address]

1
MANAGING PEOPLE AND LEADING ORGANIZATION
Motivating employees
1. Agree with incentive on performance. In this, the employee was rewarded for his best
performance in terms of incentives. The incentive plan was formed in such a way that
there will be no influence of hierarchy on the incentive pattern (Bal, P. M., De Jong, S.
B., Jansen, P. G., & Bakker, A. B. (2012). This strategy was able to connect the
employees with the organization in terms of monetary safety and security.
2. Agree with mentoring in the form of healthy communication. Free to express working
culture was motivated which helped in building the basic trust relationships among the
employees along with executives. Honest feedback always helps the employee in
improving their abilities. In addition, it was able to connect the situation with social
belonging of Maslow's Hierarchy and was also able to fulfill need of achievement part of
McLellands need theory.
3. Agree with encompassing employees with strategic decisions. Open authority was given
to the team to decide their own incentive plan which actually boosted the confidence
level of all the employee. According to Herzberg`s dual factory theory, employee gets
motivated when they feel that they are being connected with the organization.
References
Bal, P. M., De Jong, S. B., Jansen, P. G., & Bakker, A. B. (2012). Motivating employees to work
beyond retirement: A multi‐level study of the role of I‐deals and unit climate. Journal of
Management Studies, 49(2), 306-331.
Anderfuhren-Biget, S., Varone, F., Giauque, D., & Ritz, A. (2010). Motivating employees of the
public sector: does public service motivation matter?. International public management
journal, 13(3), 213-246.