Leadership Motivation and Friedman free essay sample

?Question #1: Which University of Iowa, Michigan, and Ohio State leadership style does Art Friedman use? Is there more than one? Art uses the democratic, high employee centered, and low structure high consideration leadership styles. Friedman meets the criteria for all three of the leadership behaviors listed above by allowing employees to make decisions that will impact the company, meeting their personal needs, and communicating with them to develop trust, support, and respect, while keeping their best welfare in mind. He allows his employee’s the ability to create their own schedules, view the company as their own, determine their pay, and shows his trust, by allowing them to borrow money from the petty cash system when needed. Question #2: Which specific motivation level, factor, and need (from the content motivation theories) apply to Friedman Microwave Ovens? Franchisee are on the self-actualization Hierarchy of needs level, Art uses motivators (two-factor theory) , and Art gives franchisees power to achieve high levels of success (acquired need theory). We will write a custom essay sample on Leadership: Motivation and Friedman or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He believed that his employees were not motivated, so he implemented changes. He has provided an environment that motivates his employees by allowing them to determine their own wages, fringe benefits (when they take time off), and creating their own work schedules. He also gives them the ability to provide their own job security and working conditions, based on their ability to manage their own work, hours, and time off. Friedman’s techniques for motivating his employees created an increase in their productivity to earn the raises the employees deemed fit for themselves. He did not experience a problem with under or overstaffing, and has indicated â€Å"It did work, it still works, and it will always work! † Question #3: Do equity and expectancy theory apply to this case? Explain. Yes, franchisees are treated equitably as they are their own boss and earnings are based on their performance. Franchisees can also set their own goal, which they believe they can meet (expectancy), realizing they will get the revenues (instrumentality), and the goals can be of valance to them. I believe that both equity and expectancy theories apply to this case. The text states, that Equity Theory proposes â€Å"people are motivated when their perceived inputs equal outputs†. Friedman uses this theory to motivate his employees by allowing them to determine their own pay and schedule. The text states that Expectancy Theory proposes â€Å"people are motivated when they believe they can accomplish the task, they will get the reward, and the rewards for doing the task are worth the effort†. Friedman places responsibility on his employees by communicating that he wants them to feel the company is â€Å"ours† not â€Å"his†. The motivational technique of allowing everyone to be a boss gives them the ability to control their jobs. The rewards are worth the effort, because he allows them the flexibility to determine their own pay and hours. Q#4. Which type of reinforcement does Art use? Art uses positive reinforcement as he lets franchisees do their own thing. Friedman uses positive reinforcement in his company. Friedman provides the positive reinforcement by allowing the employees to determine their own wages and hours, as they perceive their own worth. They are allowed to give themselves pay increases and adjust or create their schedules as they see fit. He also allows them to borrow money from the petty cash system, whenever they need to. He indicated that none of the techniques he has implemented have been abused by any of his employees. He has seen productivity increase and contributes it to his business techniques. Q5: Do you know of any organizations that use any of Friedman’s or other unusual techniques? If yes, what is the organization’s name? What does it do? I do not know of any other organizations that use Friedman’s technique. The closest thing I could think of would be an independent contractor billing a business for services. They choose their rates and make their own schedules Q6: Could Friedman’s techniques work in all organizations? Explain your answer. I definitely do not think Friedman’s techniques could work in all organizations, or even most organizations for that matter. I think most businesses are too big to be able to give such a high degree of trust to their employees without anyone abusing it. I also think that people would feel more slighted and it would create office politics in regards to the pay. Q7: In a position of authority, would you use Friedman’s techniques? Which ones? I personally would not use Friedman’s techniques. I do think it sounds a little â€Å"too good to be true†. I also would not want to put myself in a position to be able to be taken advantage of. I think too many things could go wrong and you could be accused of things like favoritism. http://www. termpaperwarehouse. com/essay-on/Leadership-Ethics/180653