Dr. Henry Kerich Omar Alzyoud
August 14, 2018
EI and Motivation in Apple Inc
At the beginning working in teams in an organization can make things go well, when everyone’s activity, outcome fit for individual needs, and responsibilities. We need to create an environment to provide opportunities for the individuals appealing sources of motivation to receive rewards that matches individual needs and goals. Managers know positive motivation leads to a better performance and higher productivity. Employees motivation and performance are key factors in moving business forward.
Each organization uses different strategies to motivate their employees and successfully share common attribute that workers do significant role in company performance. In Apple Inc. managers encourage employees in technology industry by innovating them and admire Apple globally. There are different strategies Apple uses to motivate individuals, one of them is Maslow’s theory. According to this theory Apple fulfilled their worker their physiological needs when placing an average salary around $110000 per year. Also, provide a development of health, safety standard, and safety equipment to reach the next step in Maslow’s theory which is safety needs. Apple focuses on Esteem need (higher order needs) by giving they’re employee a recognition bonus salary 3% to 5%. For who effectively finished their job. And effects the motivator to increase their responsibility at the end of the result. Apple reached Maslow’s theory highest needs by providing opportunities to volunteering in education. Apple strategies is a good example because employees get what they need by fulfilling the company needs.
Organization value and Individual value
The value can be offered in two ways, the value offered by individual including skills, loyalty, effort, and creativity. And the value offered by the managers including benefits, flexible schedule. And this is the concept of an employee value proposition (EVP) this exchange value between the employees and the organization. And from there the motivation psychological contract is in balance, and the first step of the motivation is well set. Each party (employees, and managers) receive the exchange of value that is fair and get what they need from others. If the employee didn’t receive the reward it will cause problems, lose confidence, and reduce rewards.
Managers challenged motivate their employees in two different ways. First, the challenge is to motivate their workforce to achieve the organization goal. Second, how to motivate the employee to achieve their personal needs. It is difficult for manager to achieve the goal and needs of the employer and employee in all types of organization. Ability, motivation, and the work environment typically influence on employee’s performance.
3726512223133Amount and schedule of rewards
Amount and schedule of rewards
Work effort needed
Work effort needed
The reward system of any company can be intrinsic (which is a positive value reward directly receives by individuals because of task performance. And extrinsic is a positive value given to individual as a person such as prizes for a job. When it comes to paying that’s where manager has problems because pay is an extrinsic reward and anything that goes wrong with paying the result will reduce motivation, dissatisfaction creates bad attitude, employee leave and turnover, increase employee absenteeism, and result emotional health on employee.
In Apple Inc, the salary is good in many positions for example software engineers make about $78000 a year according to pay scale, but in Apple they usually make more than $100000. Also, work environment is more mature because you work with people that are smart and have had a lot of experience.
Using motivation and reinforcement to resolve problems we must use positive reinforce to get employee motivated.
Managers should be more specific about what is expected from the employees
Reinforce immediately and show appreciation for the individual achievement
As soon as possible reward the employee after achieving the goal behavior
Reinforce can be often, but unexpectable
Give employee good reward after small jobs can lead to a high improvement
These steps can help managers to make reinforcement more affective. Reinforcement theory performance determines how rewards effect employee’s performance in the future. Positive reinforcement involves making sure that individuals have reached their goal with positive result. For example, a prize given to the employee immediately after their positive behavior. The employee will see the relation between the behavior and positive consequences. This will motivate the employee to do much better in the future. The CEO of Apple Steve Jobs build the culture of people that work with him and these steps above
Negative reinforcement is a way to remove or avoid uncomfortable in response to stimulus. Overtime the goal behavior should increase that the uncomfortable things will be taken away.
Expectancy theory focuses on how much we need things and how likely we can get them. Framework given by Victor Vroom says that performance can be lead by effort which effects the outcome.
Individual believe that he/she are being treated fairly related or comparing treatment of other this believes based in equity reward it can be over rewarded, under rewarded, or equitably rewarded. In this method of theory rewards are to motivate employees and they must receive as being equitably and fair.
Goal Setting Theory
Managers can use reinforcement theories to motivate the employees in different ways. One of the important theories the manager can use by focusing or rewarding desire behavioral to help the employees to develop a good habit. On other hand, using positive approach can make employees uncomfortable, employees can be motivated by positive feedback. If the goal is achievable the motivation isn’t as compelling. The goal must be clear and measurable including:
•Complexity, but not too hard to reach
The managers should have already created a system process for the feedback recognition and process the reports.
Emotional Intelligence Theory
Self-awareness: if you understand your emotion you can identify their impact to you and your team
Self-management: control what you say and do, show and actively apply consequences, trust worthiness, leading and adopting change
Social awareness: understand team emotions, the ability to treat employee according to these emotional reactions is vital
Empathy: put themselves in someone else situation, develop people in their team to earn the respect of your team show them you care by being empathic
Social skills: Manager with good social skills good with communicators, good with conflict resolution
Understanding Emotional Intelligence
EI starts with understanding your own emotions. Then you are able to manage your team and use your team to achieve the organization goal. When you are able to understand and manage your self then you will start understanding the emotions of your team and can influence them.
Emotional intelligence plays a big role in decision making abilities
Since emotions influence decisions, mainly in helpful ways, we do not want to try to eliminate their effect. In fact, because emotions mostly work on our body and unconscious, we could not eliminate their effect even if we tried. Moreover, we need emotions to make decisions. But emotions can sometimes lead us to disaster, so we need some way of anticipating when our emotions might be a problem. If we are forewarned and if we can identify potentially misleading emotional tags in advance, we can strengthen the decision process in ways that will help combat the influence of the emotion we are worried about.
Steve Jobs the CEO of Apple inspires and motivate the people he works with and millions of customers around the world even different language and culture. And this is a key of a good leader and a social and a social awareness. Daniel Goleman said, “there is a link between EI competencies and leadership effectiveness”. Steve Jobs reinforced his employee at Apple Inc. to resolve any issues. Steve Jobs and his employees are honest with each other and they share opinions, works hard with respect toward other and receives respects from others. Apple creates a memo to every new employee from the first day explaining to them their efforts and contribution also, give them high motivation to show off their skills.
Apple also provides benefit for employees and their families for example, health/ life insurance, paid holiday vacations, employees stock purchase plane, etc. Besides giving employees discount on their products, and job satisfaction.
People change roles and behaviors when they work in teams o groups. Groups dynamic explain the effect of these roles and behaviors in other groups members and group as a whole. A positive dynamic group is easy to notice, team members trust each other, work towards a collective decision. In poor dynamic group people behavior disrupts work and may not come with any decisions or might make wrong choices.
Weak leadership: this can lead to lack of direction, or focus on the wrong priorities
Excusive difference to authority this can occur to please the leaders, and not express their own opinion
Blocking: people can adopt blocking rules such as withdrawer and this is the person that doesn’t participate in the decision.
Group think: people look for their desire first to reach the right decision
Freeriding: one member leaves the job to other members to do all the work
Strategies for Improving Team Dynamics
As a manager you need to understand the phases that a team goes through to guide the development of a group. Then you will be able to avoid problems including issues with poor group dynamic. Act quickly to challenge the problems if you realize a member of your team has used behavior that’s effecting the group. And provide feedback to let the other team member the impact of their actions encouraging the person to change their behavior. Poor dynamic can also be affected by losing focus or direction. As a manager you can create a team chart that explain the group mission and everyone’s responsibility. Also, this team can help everyone know one another especially when new members join the group, focus on an open communication that everyone in the group uses email, meetings, and share documents. At the end as a leader you need to pay attention for any poor dynamic. For example, group think or freeriding.