Person Theories, Advantages Disadvantages Current Advantages and

¶ … Person " Theories, advantages disadvantages current ADVANTAGES AND DISADVANTAGES Prior to discussing the advantages and disadvantages of the current theory/approach used within my workplace, it is necessary to elucidate just what sort of theory is most readily employed. The principle theory used is Theory X in which the management widely views their employees through the Person as Machine model. This theory states that management believes that the laborers are only working for monetary compensation. As such, the former believes that they must readily coerce the latter into being productive.

The major disadvantage of the application of this theory is that it makes for an antagonistic, tense work environment. The employers are always monitoring and looking for ways to punish the employees in order to galvanize them into performing better, because "the underlying assumption…is that no worker wants to work" (Landy and Conte, 2013, p. 319). The disadvantage is that there is a significant amount of mistrust on both parts, which contributes to an atmosphere that is unpleasant and fairly stressful.

The most distinctive advantage to this theory is that one a basic level, it can ensure that employees are spending their time constructively. Moreover, the constant threat of punishment can help to keep some laborers on task. Thus, there is a basic degree of efficacy that this management theory engenders. It essentially keeps the employees from doing absolutely nothing -- although it simultaneously provides no motivation for them to achieve their best productivity.

RECOMMENDATIONS The most eminent recommendation I have to remedy this situation would be to supplement if not outright replace some of the corrective and punitive measures in place in this environment with some based on reward. There are currently very little positive reward mechanisms in place in this environment -- which prevents employees from doing their best.

I believe that the management in this organization could motivate employees more by providing them goals to aim for -- and by intertwining these goals with rewards that serve as a valuable form of both intrinsic and extrinsic motivation. Such goals "refer to future valued outcomes" (Locke and Latham, 2006, p. 265) and can provide a tangible, quantifiable means by which employees can remain motivated to do more than simply perform their jobs, but to actually perform them well.

Additionally, the usage of rewards can help employees to actually take pride in their work and to attempt to distinguish themselves from one another within the organization. MOTIVATION THEORIES The primary motivation theory that I advocate which would work well in accordance with a system of rewards is the Theory "Y" or the Person as a Scientist Theory. This theory contends that people naturally are curious and excited about their work, and work best when they are able to fulfill this particular propensity of theirs.

The chief component of this theory is that the sense of internal obligation serves as an internal reward for laborers. I believe that this internal reward can only become heightened or intensified if there are also extrinsic rewards as well. INDIVIDUAL FACTORS The individual factors to be taken into account are the length of.