MODERNIST AND NEO-MODERNIST THEORIES OF MOTIVATION

Summary of a case:

Modernist neo-modernist theories motivation is about an American company running its gas plant in Latin America, where it had hired two Senor Payroll, Junior engineers whose job was to put into effect the rules and orders sent by the downtown office.  Moreover, they had to manage the Mexican workers who worked at the plant. These Mexican were greater workmen who worked 8-hrs shifts in the fierce heat of the retorts.  They were paid only twice a month, on the fifth and on the twentieth. This rule was not fine-tuned according to the Mexican worker’s life and customs, and hence they used to appear every third or fourth day to draw the money due to them. However, later on, the company changed the rule and informed them that without genuine emergency no advances against paychecks would be made. The workers started making lame and some genuine excuses of having health issues with their families to get advance payments. The company again had to change the rule and it informed that workers would be paid advance only in the cases employees the service of the company. The workers then started to resign and get hired every three days to get advances, which made created too many problems for downtown and payroll engineers. And again rule was changed and it read as hereafter, no employee who resigns may be rehired within a period of 30 days. This rule forced workers to appear every three days with anonymous and fake names to get hired at the plant. At last, the company said no rules anymore in order to reduce its office work and problems for stokers at the plant. For the first time, the workers became happy and smile appeared at their faces. This case reveals how the authoritative style of the management affects the jobs of payroll officers and stokers working at the gas plant. (See appendix for details)

2 Modernist Perspective:

The modernist management perspective not only emphasizes the economic rationality of management and organization but also situational context.  The economic rationality of the individual employee at workplace assumes that the reward maximization determines the course of action that an employee chooses. In other words, economic incentives motivated the employees to work hard and make choices that yield greater monetary benefits. Thus, managers by giving higher monetary desires can get employees to work hard. Moreover, this school of thought resulted in the specialization of labor, profit maximization, and centralized decision making while ignoring the social needs for job satisfaction of employees. The pessimistic view of human nature forced the management thinkers to take these assumptions, however, they are true to some extent. Human emotions were recognized in the modernist perspective however it was assumed that human emotions could be controlled by forming a logical and rational structuring of the job (McAuley, Duberley&Johnson, 2007).

 

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