Motivation and Control: Thanks for Nothing Case Study

Running Head: Motivation and Control: Thanks For Nothing Case Study

Motivation and Control: Thanks For Nothing Case Study

Your Name

CJA 474

April 01, 2011

Instructor’s Name

All employees want to receive verbal praise from employers because it gives the worker confirmation that the boss recognizes he/she is an appreciated member of the team. Conversely, there could be some disadvantages when managers and companies give too much verbal praise to workers.

According to Lewis, J., and Media, D. (2012), employees‘ egos tend to boost which can be a disadvantage in some circumstances. Some employees may start to display destructive behavior at work. Along with that, some employees become conceited, or self-centered, and think they are the employer’s favorite. What is more, an employee like such may start to assume an “I versus other employees” attitude that can be conflict-ridden in the work place generating a divide between workers. Lastly, giving too much verbal praise to employees may affect productivity. When workers are told they are doing remarkable work all of the time, they may might start thinking improvement is little and affect their ability to motivate themselves conduct their jobs correctly or to the best of their abilities.

After observing employees perform well, steps that should be taken to motivate them are as follow: First, I would not wait too long to praise worker or team because it may lose its effectiveness. By waiting a long time to praise employees, they could think the work has went unnoticed, anxiety. Next, I would publicly praise workers on a team related effort, so everyone feel appreciated. By praising everyone at the same time, I am protecting the team’s morale, or self-esteem. For example, if production goals were achieved, I would praise the team. Afterward, in front of the team, I would give praise to an individual for different accomplishments that is not tied to a team goal. What is more, I would have upper management...