Motivational Theories

Seven people were elect who were thought to be representatives of a diverse work force. The selective information was compiled provided by the Work motif Survey found on the University of Phoenix resource scallywag to determine what the individual strengths and weaknesses were of the team. Next, tetrad motivational theories were chosen that were believed to be the best motivators to help the team through the changes caused by the jointure/acquisition. The purpose of this paper is to appreciate the impact of the data that was garner on employee job mirth and motivation.\n\nPersonality Profiles\n exclusive #1\nTeam process #1 is staminate and has worked with the confederation all over 10 years as a professional. He is extremely actuate by completing grueling challenges. He has a strong need to be liked by others and enjoys build close relationships with his co-workers. However, he would often rather work by himself. He is non motivate by setting and achieving goals an d is altogether moderately competitive. He does not prefer an authoritative reference and enjoys feedback on his work progress.\n\nIndividual #2\nTeam member #2 is a male who has worked with the company less than dickens years in production/assembly. He is not motivated to improve his work procedure and prefers little or no competition. He has problems focusing on the task at bargain because of socializing with fellow co-workers. He desires no position of office and does not want difficult challenges. He is highly confrontational simply likes to work in a team setting. He doesnt like to be influential or die to group organizations. He likes to populate the progress of his work.\n\nIndividual #3\nTeam member #3 is a female who has worked for the company for 3-5 years in an administrative role. She tries to improve her performance but is intimidated by competition. She is truly people oriented and gets confuse easily talking with co-workers. She doesnt want to be in charge nor does she want real challenging tasks. ...