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Question Description

There are 2 posts that I have to comment them. Each one no less than three sentences and 50 words.

No research need it. Since we just have to comment them, please don’t do it way too professional. Ex. I agree with you….

The original question for these 2 posts is:

It is often said that we cannot know how to motivate others until we know what motivates us, so what motivates you? And as a leader, how do you prefer to motivate others to achieve goals? Finally, what is the danger in applying the same motivation techniques to all of your followers? Use Northouse’s discussion on Path-Goal theory as your basis for your arguments.

Post 1:

For me I am motivated by the idea of success in my field of work. Being able to perform well in any of their careers is something that a lot people can understand as well. Getting recognition and garnering attention for my work also helps push me forward to try harder. Additionally my family’s constant support in my endeavors has always assisted with continuing on even through the toughest of tasks. Everyone has some sort of support system they call family that propels them. As a leader I think reminding people that they have others they can support back is a great way to keep up that motivation. Rewards will also generally work when it comes to bumping up morale to finish a job. However, a simple reward or gesture will not work on every individual. According to Peter G. Northhouse’s Path Goal Theory, different followers have different obstacles they need to overcome or pass. For example one worker may find their work to be too tedious and may get annoyed with it while another may find it unclear or complicated. The annoyed worker needs support and nurturance while the confused one needs the task to be clarified a bit more. Each follower will need a different motivation from the last and it is the job of the leader to know what each needs and address it.

Post 2:

There are a number of things that motivate me – the desire to accomplish a goal, personal or professional; the desire to help someone; monetary rewards and more. I think that it is important as a leader to know what motivates your team, and expectancy theory ties into that. Working for a theme park, my team members are tasked with pushing for capacity. One way that I encourage them as a leader is by knowing my team and knowing that they really respond well to challenges. My lead team and I establish a summer incentive that rewards our team members for hitting goals – capacity, guest service, and safety related. The rewards are things like a lights-off ride through on a ride of their choice, being able to pie the lead team in the face and getting a walk-through of a Halloween Horror Nights house. It has taken a lot of trial and error to ensure that the goals we set are achievable, but that they also provide a challenge for my team. One of my team members made a chart that is on the wall so my team can visually see where they fall in regards to reaching goals, and it helps provide that little bit more motivation.

I think that the danger in applying the same motivation techniques to all followers is that not everyone responds to motivation the same way. Path-goal leadership and expectancy theory both related to the concept that people need to value an outcome to be motivated; if someone doesn’t care about the outcome, then their motivation will be low, and that can negatively impact the rest of the team or the outcome overall. As a leader, it’s important to figure out what motivates your team as a whole and appeal to that.

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