Motivational Theories

Seven people were chosen who were thought to be representatives of a diverse work force. The info was compiled provided by the Work need Survey found on the University of Phoenix resource rascal to determine what the individual strengths and weaknesses were of the aggroup. Next, quaternion motivational theories were chosen that were believed to be the best motivators to help the team through the changes caused by the unification/acquisition. The purpose of this paper is to pass judgment the impact of the data that was gathered on employee job gratification and motivation.\n\nPersonality Profiles\n person #1\nTeam component #1 is potent and has worked with the connection e actuallywhere 10 years as a professional. He is extremely motivate by completing heavy challenges. He has a strong need to be liked by others and enjoys create close relationships with his co-workers. However, he would more rather work by himself. He is not motivate by setting and achieving goals a nd is just moderately competitive. He does not prefer an authoritative spot and enjoys feedback on his work progress.\n\nIndividual #2\nTeam member #2 is a male who has worked with the company less than ii years in exertion/assembly. He is not motivated to improve his work mental process and prefers little or no competition. He has problems focusing on the task at accomplish because of socializing with fellow co-workers. He desires no position of place and does not want difficult challenges. He is highly confrontational scarce likes to work in a team setting. He doesnt like to be influential or give way to group organizations. He likes to love 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 very people oriented and gets deflect easily talking with co-workers. She doesnt want to be in charge nor does s he want very challenging tasks. ...