Motivation and Leadership (Activity)

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Motivation and Leadership Quiz

Test your understanding of motivation and leadership theories with our engaging quiz designed for students and professionals. Answer thought-provoking questions based on real-world scenarios that challenge your insight into effective management practices.

Analyze the impact of praise on employee behavior
Explore the factors influencing team motivation
Learn how to retain talent in competitive industries

4 Questions1 MinutesCreated by InspiringLeader102

Student Name:

You are the manager at Coast Hotel. One of your team members recently made a very thorough and well-written business proposal, so the board of directors asked you to make sure that she was praised for her efforts.

So, at your monthly staff meeting, you stood up in front of the group, and congratulated her on her achievement, and for the good impression she made for the team. However, instead of smiling and appreciating the attention, she looked embarrassed. She lowered her head, and as soon as she could, she left and went to her office.

What did you do wrong?

Justify your answer using the best motivation theory.

George Elliman, the administrator of Tribeza, a lifestyle magazine, evaluates his employees who were considered best in the business once, as unsupportive and lacking motivation. His company is based in Austin, Texas and covers arts, fashion, architecture and design, music, community events and cuisine (Mueller, 2012).

He has a considerable young team to work with, and some of the staffs have recently entered the domain of parenthood. George, being an enthusiastic entrepreneur was passionately involved in the selection of all the members because during the time of recruitment they had offered credible creativity, efficiency, and energy to the table.

Currently, even though the staffs seem well connected with advertisers and subscribers comparable, sales have dropped considerably. Among the staffs, lack of commitment towards their respective goals seemed to have reduced significantly in the recent past and teamwork does not seem like priority any longer. The sense of self-centeredness has surpassed the sense of cooperation, even though George knows that members have collaborated on a project.

George came into conclusion that the decision of young members in getting married and starting families are the reason for this lack of motivation, he says. Also, since the magazine is quite new in the market, he is concerned that his staffs do not perceive much growth potential within the firm.

Based on the case study, what is the best motivation theory to be applied to increase employee engagement? Justify your answer.

“There is a shortage of technical talent for engineers. We are all fighting for the same group of people,” HR director of engineers AECOM, Ms. Fraser said. Currently, women account for less than 20 per cent of engineering graduates. With companies now having to report on gender-balance, they need to try harder to attract women. “It’s not the requirement to report; it’s the desire to attract the talent. Because there is a shortage. There are more grads who have had multiple job offers – they have a choice,” said Ms. Fraser.

The national president of Engineers Australia Trish White told Yahoo Finance that this is a reflection of the growing need for female graduates in the industry. “The problem-solving of modern engineering is very human-centric, and so employers are looking to diversify their workforce, keen to recruit creative and communications skills as well as the technical,” she said.

“The difficulty is that only 13 per cent of working engineers in Australia are women, and the more experienced they are, the harder they are to find. So much so that we know of engineering companies that pay their staff ‘finders fees’ to bring in experienced women engineers for recruitment.

“It’s a great time for females to contemplate a career in engineering.”

While this is good news for new graduates, a joint report from the Bankwest Curtin Economics Centre and the Workplace Gender Equality Agency demonstrated that the wage gap widens as time goes on, often because women take on family roles.

“The gender pay gap has remained stable over the last decade, with women earning 89 per cent of the earnings of men, taking into account the differences in working hours. Superannuation balances for women approaching retirement are 37 per cent lower than men.” The situation becomes more concerning at a postgraduate coursework level, where the median salary for female engineers is $15,000 less than it is for males. This was an increase from 2016 when the gap was $14,300. At a postgraduate research level, males typically out-earned females by $3000 in 2016 and $4500 in 2017.

According to Ms. White, one of the reasons for this is the poor retention of women in engineering and a lack of female role models. “Unfortunately women engineers are leaving the profession at greater rates than their male counterparts … It does mean there is a lack of female role models at higher levels. It’s hard to imagine yourself in a senior role if there isn’t anyone there that looks like you. I think that plays into promotion and pay rise negotiations as well,” she said.

Based on the case study, what is the best way to attract and retains females engineer in the workplace? Justify your answer using the best motivational theory.

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