Policy and Innovation
How effective is the approach to motivation most used in your organization?
The TED talk by Dan Pink on the puzzle of motivation has revealed important aspects of motivation in which he has focused on the importance of intrinsic rewards with attributes of autonomy, mastery, and purpose. The approach to motivation fostered by him is different from the approach generally adopted and practiced in organizations usually. As far as my organization is concerned, extrinsic rewards are used to motivate employees and pay for performance is used. Under this approach, extrinsic rewards are used to motivate employees and make them productive. However, it is found with evidence from the talk that the puzzle of motivation cannot be solved only with the help of extrinsic rewards. There are some organizations which provide autonomy to employees, and the productivity level of those employees is high. But some such organizations are very low because most of the organizations do not focus on intrinsic rewards on a priority basis (Pink).
The importance of autonomy, mastery, and purpose is very high, and these are elements of intrinsic rewards. On the other hand, my organization adopts the extrinsic rewards approach, and it is not an effective approach. There are many research studies and evidence which proves the effectiveness of pay for performance models at work. However, this approach has its limitations, and the problems of high turnover and low productivity in organizations are despite this approach in the organization. It shows that there are limitations of this approach in the organization and there should be more focus on intrinsic rewards. In the 21st-century management principles, more autonomy should be delegated to employees, and this is the best and most effective method of motivation of employees.
What aspects of management innovation would be most applicable in your organization?
There are different aspects of management innovation, and all of them apply to an organization because management innovation is very important in an organizational setting. There are different case studies which have focused on management innovation and the one adopted and conducted by Google is related to Google’s Project Oxygen, and it is about management innovation. It asks managers whether they really matter and then eight aspects of management innovation have been revealed. These aspects are going to be focused on their applicability in my organization and the obstacles in the implementation of these aspects.
Management innovation comes into being when a manager becomes coach of each team member, empowers them, shows interest in lives of team members, is productive and goal oriented, is a good communicator and listener, helps members of team in career development, and has a clear vision and strategy, and is equipped with all technical skills enabling him to advise people. The most applicable aspects of management innovation in my organization are being productive and goal oriented, having a clear vision and strategy, empowering team members, and having good communication and listening skills. These are the most applicable aspects of management innovation in my organization (Garvin, Wagonfeld and Kind).
The importance of these aspects is very important because they make the team activities more effective and productive. Moreover, every team member becomes more empowered and independent in the activities and functions of the team. The obstacles in the way of implementing these aspects include managing all the members and their unique and personal priorities by a manager. Management of all members and their contributions is not very easy, and any problem can become an obstacle to management innovation.
How would you apply the tools and techniques- the campaign mindset- and the four ps of policy, process, people, and politics – outlined in the foundations of advocacy to a business objective that you currently have in your work?
In a business, a manager or leader has to be ready for the application of tools and techniques so that business objectives remain relevant in the broader context and the environment. In current workplace, the application of the tools and techniques of the campaign mindset and the four P’s is very much visible because organizations are increasingly going to be affected by growing nationalistic sentiments of people in different markets of the world. Countries and their governments are following protectionism and nationalism rather than globalization because they give their citizens and their national interests a priority. The campaign mindset and four P’s would be implemented in the current workplace in the following way.
Campaign Mindset:
Campaign mindset can be used in advocacy to secure business objectives, and the four P’s would be followed to implement this mindset. A fundamental consideration is to understand the political situation and the environment of the country where the organization works.
Four P’s of Policy:
Policy:
The policy would be made according to the political landscape and citizens’ perceptions of populist sentiments. For example, an organization in the United States would develop a policy under the guidelines of the growing American First stance of President Trump (Brownstein).
People:
People and groups would be hired around the policy and organizational-wide consultation, and decision making would be conducted by engaging people in the organization. Moreover, key persons in government institutions would also be engaged and consulted.
Process:
The decision making and policy development infrastructure would be developed which lead to the process through which advocacy would be run in light of the business objectives.
Politics:
Politics would provide a broader environment and context because the policy would be formulated under the political realities and landscape in the country, e.g., diversity management policy in human resource management would be developed in the new US political context.
Work Cited
Brownstein, Ronald. “It’s not a blue wave. It’s a realignment of American politics.” CNN. CNN, 31 October 2018. Web. 26 December 2018. https://edition.cnn.com/2018/10/30/politics/2018-midterm-election-blue-wave-realignment/index.html.
Garvin, , David A., Alison Berkley Wagonfeld and Liz Kind. “Google’s Project Oxygen: Do Managers Matter?” Hbs Case Collection (2013): 1-24.
Pink, Dan. “The puzzle of motivation.” TED Talks. 2009. Web. 26 December 2018. https://www.ted.com/talks/dan_pink_on_motivation/transcript?language=en#t-757150.
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