Motivational Junk Food Versus Healthy Food
Culture and optimal motivation will ideally support and reinforce one another. Managers who resist short-term, motivational fixes and focus on more long-term approaches will create an environment, over time, that helps employees manage their own motivation effectively in ways that benefit the individual and the organization.
In Why the Way We Motivate People–And Ourselves–Matters (2014), Susan Fowler identified short-term “junk food” motivational approaches and more effective, long-term “health food” approaches. In this Discussion, you will reflect on your own experience with these two types of approaches and use that reflection to define action steps you can take as a manager to use long-term motivational approaches with your employees.
To prepare for this Discussion:
· Review the article Why the Way We Motivate People–And Ourselves–MattersLinks to an external site..
· Reflect on your experiences with managers throughout your career.
Post an evaluation of the impact of managerial approaches on employee motivation and engagement. Specifically:
· Describe one experience in which a manager used a particular “junk food” approach and one experience where a manager used a specific “health food” approach to motivating employees.
· Explain the short-term and long-term results and effects of each approach on the employees, as well as on the organization, if applicable.
· Formulate at least three actions you will take as a manager to ensure you are providing motivational “health food” to your employees.
Note: When using specific examples from your professional experience, be sure to disguise the names of any individuals or organizations.
Your Role as a Manager in Creating a Positive, Inclusive Workplace Culture: Employee Motivation and Engagement
Your Name
Master of Business Administration, Walden University
MBAX 6010/MLDR 6010: Managing People and Promoting Collaboration
Instructor’s Name
Month XX, 202X
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Employee Motivation and Engagement
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References
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Week 2 Learning Resources
Understanding Motivation and Engagement
The terms “motivation” and “engagement” are often used interchangeably, but there are some key differences. Through these resources, you will explore the differences and similarities between those concepts, as well as the key drivers of each.
· Galloway, S. M. (2016, May). Motivation or engagement? What’s the difference?Links to an external site. ProAct Safety. https://proactsafety.com/articles/motivation-or-engagement-whats-the-difference
· Peart, N. (2019, November 5). Making work less stressful and more engaging for your employees . Harvard Business Review Digital Articles, 2–6. http://hbr.org
· Young, S. & Wilson, B. (2022, January 27). Does company culture impact employee engagement? Links to an external site. https://blog.perceptyx.com/does-company-culture-impact-employee-engagement
How Motivation Works
Many managers take a “carrots and sticks” approach to motivation. But research shows that other factors are much more important in ensuring employees are motivated. Explore how to encourage optimal motivational outlooks through these resources.
· Chamorro-Premuzic, T., & Akhtar, R. (2018, November). Motivating your most creative employees . Harvard Business Review Digital Articles, 1–7. https://hbr.org
· Fowler, S. (2014, December 12). Why the way we motivate people–and ourselves–matters Links to an external site. . Fast Company. https://www.fastcompany.com/3039776/why-the-way-we-motivate-people-and-ourselves-matters
· Hills, L. (2021). Motivating employees without carrots and sticksLinks to an external site. . The Journal of Medical Practice Management, 37(1), 356–361.
· McGill, M. (2019, December 31). DRIVE by Daniel H. Pink animated book summary Links to an external site. [Video]. YouTube. https://youtu.be/4fGFQcgNXgs