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MGMT1001 Managing Organisations And People

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MGMT1001 Managing Organisations And People

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MGMT1001 Managing Organisations And People

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Course Code: MGMT1001
University: University Of New South Wales is not sponsored or endorsed by this college or university

Country: Australia

Apply tne concepts trom your selected topic by describing how they help you understand your current professional skills. Analyse: What your strengths and weaknesses are I relation to your chosen topic • how the course concepts help identify you strengths or weaknesses; and
What further improvements in your skills would benefit you. Your analysis needs to be evidenced-based an draw on specific course concepts to support your arguments. In your analysis, provide evidence from all of tt following sources: (1) Theoretical concepts covered in the textbook, lectures, and/or tutorials.
(2) Theoretical concepts from your reading of one academic journal article not included i course materials.
(3) Insights and data from at least one self-assessment activity that is available on the Connect platform.
(4) Insights and data from the Liberty Air gamulation, such as your individual and 

The aim of the report is to carry out an evaluation of the self-reflective analysis carried out in the first part of the assignment. The report is divided into two sections; first section evaluates the outcome of the set goals and the second section is based on a second set of plan that is important to develop the specific professional skills. As identified in Part A, I have selected the concept of motivation as a goal to achieve the desired outcome in career in future. Part B is the continuation of Part A and shall discuss the outcome of the specific goals evaluated in Part A. The evaluation and analysis will be supported by the means of the motivational theories.
Section 1: Self-reflection
Motivation is an important factor as a professional skill as Bigdeli et al. (2016) commented that in the professional career, it is important to connect with the people or the employees at the work place. Any company looks for a motivator who shall be capable of interacting with others at the workplace that might include both the internal stakeholders like the employees from different departments or the external stakeholders like the suppliers, donors or others (Xiong and King 2015). A number of motivation theories can be discussed in this respect in order to understand the overall perspective of motivation and how it works. The Hertzberg’s Two-factor theory claims that there are certain psychological factors acts as motivations for the employees. These factors are the motivator factors that can help the employees to feel recognised and that there is a progression in their career. These factors are salary, compensation, company benefits and even the positive relationship with the managers and other high designated people in the organisation (Sevincer et al 2014). The hygiene factor in the Hertzberg’s two factor theory states that it is equally important that the company focuses on the hygiene factor of the employees as well. Unless these factors are addressed properly, there remains limited chance that the employees will be motivated.
The Maslow’s hierarchy of needs talks about the 5 levels of satisfactions those are important in the lives of the employees in order to keep them motivated to achieve the higher level of needs. The five levels of needs include,

Psychological needs that include the basic requirements like food water and shelter.
Safety is important as it include the personal safety of an individual along with the financial security and the health assurance so that the employees can feel safe.

Love or belonging talks about the relationship between the employees and managers at the higher level and this need is fulfilled only by the means of love, friendship or a healthy relationship (Aryee et al. 2015).

Esteem is termed as the level of confidence and respect that one feels in an organisation in order to achieve the required level of respect and attention.
The final factor is the self-actualisation where an individual becomes satisfied with the organisation and becomes one of the most important individual in the organisation.

The Expectancy theory of motivation claims that the outcome of the productivity of an employee depends on the factors that help them to come up with an expectation of the outcome of the work. It is only when people are aware of the outcome or they know that their expectations will be fulfilled, they would be motivated in their work and the outcome can be better (Mangi et al. 2015). There are three basic elements of the expectancy theory. Firstly, the expectancy is the belief that the desired goal or the result can be achieved and as a result of this, the employees will be benefitted as well. The second point is instrumentality where it is believed that only the right reward can bring out the right outcome from a person and thus, in order to motivate the employees rightly, right amount of compensation has to be offered. The third factor is valence, that tells about the value of the reward that is placed in return of the work that is expected to be achieved from the particular person.
Success achieved on the SMART goals:
The SMART goals that were set previously included to divide the roles of the team members and makes sure that each and every member is well aware of their respective job responsibility. This way, the individual expectation is set properly and the ideas are disseminated properly so that the outcome can be achieved according to the desire. If the real life experience is taken into consideration, I would like to highlight that once the desired outcome was made aware among the employees, they also remain clear of their duties and better outcomes were indeed achieved. This is exactly what the Hertzberg’s motivational theory tries to explain and I can clearly relate my experience with this theory or the motivational factors.
The second goal set was to attend as many group or official meetings as possible and to discuss the ideas and concepts of the people in the meeting. This factor is indeed important as it gives a clear indication that the employees are being valued in the organisation and their view points or the feedback is taken on a positive note. This is what the expectancy theory tries to communicate. It was seen that the people are really satisfied when their feedback was taken into consideration as they felt valued and worthy to be a part of the organisation.
The third goal was to look for further scope of applying the motivation theories in order to improve the present condition of the organisation. In order to fulfil this, different situations were analysed that involved people from different departments and different levels. I have understood that we cannot aim at gaining the same outcome from each individual but it completely varies from one person to other. This is why the motivation theories need to be incorporated correctly in different perspective.
Things that worked successfully:
As discussed above that the set goals actually worked properly and I have been able to motivate the employees in the organisation properly. At times the viewpoints were not similar and there were different thinking from the different people that created a chaotic situation in certain instances. However, the situations were tackled properly by means of proper communication and by understanding the perspective of each person. It is important to understand the expectation of the employees and at the same time setting the particular expectation that needs to be achieved. Applying similar approach to all will never work.
Section 2: Plan 
In order to achieve greater heights and success in the professional career, one needs to frame a particular plan of action and set out goals to be achieved in the future. This will help a person to follow a particular path and work accordingly towards achieving the actual heights of work. Pre-assuming the expected outcome can help to frame the desired goal in a more effective way. The following discussion will be based on such special goals and action to achieve in future.
Effective plan to develop the specific professional skills
Reading Brown and Capozza, (2016), it has been observed that there are various motivational skills that can be undertaken by the professionals in order to improve their professional skills. In order to motivate people in an organisation, it is important to assess the preferences and the personality of the individual or the group to be motivated. Once the right approach is identified, it is required to understand the particular group of people who are to be targeted for motivation. Once done, it is important that the expectation is actually communicated to the target group so they also understand why they are being motivated. As pointed out by Lavergne and Pelletier (2016), communicating the expected outcome creates a rigid impression on the target group and they also understand why they are being motivated. Motivation can take various forms like providing benefits or rewards to the employees. These are the materialistic motivation means and the same can be fulfilled by the means of monetary benefits. However, Lavergne and Pelletier (2016) also commented that people are often more motivated when they are praised for their work and are given the right level of recognition. Adding to this, Rudolph (2016) mentioned that providing continuous feedback to the target group will definitely help to achieve the set goals meant for motivation. In fact, this feedback should be both directional and both the employees and the managers are expected to provide feedback to each other. This would help to create a situation where each of them would feel wanted and valued at the particular work place. It is also important to recognise the people publicly so to give priority in front of others in a desired manner and to achieve the target of motivating the employees.
From the Liberty Air gamulation and the tutorials I have been able to understand where I stand and what improvement I need in myself. The ratings have not been very high and this indicated that there is a scope of improvement in the leadership style. Keeping the same point in mind, below are the three SMART goals aimed to be achieved.
Three SMART goals
Goal 1: Developing the right leadership skill to motivate employees.


To become a leader in the organisation who will be capable of understanding the view points of the employees and at the same time can be able to put his expectation to them.


The productivity or the positive results of the organisation will help to measure the outcome


The aim is achievable by understanding leadership concepts and the application of same properly.


The idea is very relevant as leadership can only help in building right environment at the work place.

Time bound

It is expected that within 1 year I shall be able to build this quality in me.

Goal 2: To communicate effectively individually


As group communication at times do not give the right outcome, it is important that we communicate with people in person to understand and resolve any issue.


The number of people communicated and shared their ideas and plans can be measured in numbers.


The objective is achievable if the employees are given the chance to communicate their part.


It is only by this means we can get the output of individual people

Time bound

It would take around 45 days to achieve this goal and build up this quality.

Goal 3: To set the expectation of the people


As output is based on the expectation, it should be made clear among the employees what they can expect from the leaders or the management.


The satisfaction of the employees can help to measure the outcome


It is achievable by clearly communicating the expectation of both the parties


From the expectancy theory, it has been made clear that this step is indeed relevant

Time bound

It would take 1 month time to bring this quality in me.

The detailed evaluation of the self-reflection related to the motivation has been carried out in this report. From the above discussion, it is clear that there is huge scope of improving the personality and build up the skills so as to become more effective in motivating the employees in the organisation. It is expected that in the coming 6 months, I shall be able to develop my understanding and shall be able to build up myself into a leader who would be able to manage the employees and at the same time will be able to think about the positive outcome of the organisation.
Aryee, S., Walumbwa, F.O., Mondejar, R. and Chu, C.W., 2015. Accounting for the influence of overall justice on job performance: Integrating self?determination and social exchange theories. Journal of Management Studies, 52(2), pp.231-252.
Bigdeli, Z., Haidari, G., HajiYakhchali, A. and BasirianJahromi, R., 2016. Gamification in library websites based on motivational theories. Webology, 13(1), p.1.
Brown, R. and Capozza, D. eds., 2016. Social identities: Motivational, emotional, cultural influences. Psychology Press.
Lavergne, K.J. and Pelletier, L.G., 2016. Why are attitude–behaviour inconsistencies uncomfortable? Using motivational theories to explore individual differences in dissonance arousal and motivation to compensate. Motivation and Emotion, 40(6), pp.842-861.
Mangi, A.A., Kanasro, H.A. and Burdi, M.B., 2015. Motivation tools and organizational success: A criticle analysis of motivational theories. The Government-Annual Research Journal of Political Science., 4(4).
Rudolph, C.W., 2016. Lifespan developmental perspectives on working: A literature review of motivational theories. Work, Aging and Retirement, 2(2), pp.130-158.
Sevincer, A.T., Kluge, L. and Oettingen, G., 2014. Implicit theories and motivational focus: Desired future versus present reality. Motivation and Emotion, 38(1), pp.36-46.
Xiong, L. and King, C., 2015. Motivational drivers that fuel employees to champion the hospitality brand. International Journal of Hospitality Management, 44, pp.58-69.

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