MGMT 331 Week #6 Paper Essay Example

MGMT 331: Week #6 Paper Essay MGMT 331: Week #6 Paper Name: Institution: MGMT 331: Week #6 Paper We will write a custom essay sample on MGMT 331: Week #6 Paper specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on MGMT 331: Week #6 Paper specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on MGMT 331: Week #6 Paper specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Leader rewards and punishment behavior help leaders rally their followers around their causes or objectives. Rewards issued appropriately (at the right time and for the right reason) help motivate workers and followers. These rewards can be special recognition for a follower’s effort and exemplary work or pay increments for commendable work. On the other hand, punishment is used to stop undesirable behavior within followers. Punishment works by making the offender cease the subject behavior and by working as a deterrent against such behavior within the other workers or followers. It is important to understand how rewards and punishments work to implement them successfully. Using rewards and punishment effectively can help leaders motivate and drive their followers. In an organization, this drive would help increase productivity, and this would benefit the organization. One interesting thing in the text was the concept of contingent rewards and punishments. The basic idea in the concept is that the issuance of a punishment or a reward must be reliant on the recipient’s actions. This means that when issuing a punishment or reward, a leader must clearly explain why the follower received the said punishment. This way, the worker will know what is needed of them so they can get more rewards or avoid further punishment (Howell Costley, 2006). Another interesting idea in the text is that of consistent monitoring of worker’s progress and behavior. This goes hand in hand with the concept of contingent punishment. Leaders need to monitor their followers constantly so that they can be able to track progression and regression. This will then determine the issuance of rewards and punishment. The third interesting issue in the chapter is the idea of looking at a leader’s use of rewards and punishments as a â€Å"process of social exchange between the leader and the followers† (Howell Costley, 2006, p. 171). By controlling the rewards, the leader has something that the workers want. On the other hand, good performance by the workers is something that the leader wants. This creates an unwritten contract between the two parties where each provides what the other desires (Howell Costley, 2006). The interesting thing about the concept of contingent rewards and punishment is the idea that a punishment or a reward is ineffective if the follower does not clearly understand the reason it was given. It is important for a leader to make sure that followers are sure about their reason for being punished. In a leadership position, I would make sure that communication between my workers and me is excellent so that punishments and rewards can have the desired effect. This would also help create a good understanding between my workers and me. The idea of constant monitoring is compelling because it explains why most organizations have ineffective reward and punishment systems. The main concept in this case is that the constant monitoring helps leaders be sure about the workers who deserve rewards and those who need to be punished. Few organizations monitor their workers constantly meaning they fail to note progress or regress. As a leader, I would make sure that the work done by my fol lowers is constantly monitored noting down improvements, successes and failures. This way, workers are not wrongly punished or rewarded. The idea of looking at rewards and punishments as part of a social exchange is interesting in that most people do not share this perspective. Most organizations see rewards and punishments as part of a carrot-stick approach. As a leader, I would ensure that my followers understand that the use of rewards and punishment is of mutual benefit and that neither party is exploiting the other, as is the case in carrot stick situations. The use of contingent punishment and rewards is seen in military structures where promotions and demotions are directly related to performance and effort. This helps soldiers understand that there is an obvious correlation between the two. Soldiers will then know what they need to do to be rewarded and what they should not do to avoid punishment. Military systems also use constant monitoring to help with the issuance of rewards and punishments. Soldiers are always in direct contact with their superior officers and this gives the superior officers a chance to monitor the soldiers. This way, the right soldiers are always promoted or demoted. Motorola’s past chairperson, Robert Galvin, exercised the use of rewards and punishments as a form of social exchange. Workers could earn bonuses of up to 41percent for achieving set targets. These high bonuses made the workers added effort worthwhile. The relationship between the leadership and the workers became mutually dependent as both benefited from each other. References Howell, J. P., Costley, D. L. (2006). Understanding behaviors for effective leadership. New Jersey: Prentice hall. When How Becomes What Name: Course: Date: When How Becomes What One of the most fundamental beliefs and principles of Hideo Sasaki is that of the need for different professionals within the design, architecture, and landscape to collaborate and work together. Sasaki advocates the idea of integration of different disciplines. This involves the professionals having an open mind about architecture and design. Professionals are not only involved in planning and following the requirements and guidelines of their profession, but they should also think critically and have an open inquiry involving different people with diverse ideas. Architecture does not only involve putting up structures, but it also involves examining other aspects of architecture, which many professionals tend to forget. This includes examining and recognizing the importance of maintaining the surrounding community’s culture and history, as well as the social context. Professionals should also ensure that they take care of the economic and geographical context of the surround ing regions. This will ensure that they capture the important factors that matter to the community, and that people do not just recognize them for the structures they put up, some of which may not benefit the community in any way. When how becomes what involves recognizing the important elements of life, which, in addition to professional and up-to-date structures, also recognize the elements of humanity. As much as people admire tall and complex buildings and designs, they also want to feel a part of the process. They want to feel that they have contributed something towards the completion of the project. They recognize the efforts of the professionals, when part of their culture and the geographical elements of their surroundings make up part of the professional work. They feel that they own part of the structures, and that their culture is worth recognizing. In addition, communities want buildings that will recognize their abilities. They will have more appreciation and recognition for designs and structures that embody their economic contexts. People have different perspectives of issues when they have an open mind. Moreover, the interdisciplinary approach encourages the sharing of ideas and it is essential during the brainstorming process. Professionals from different disciplines are able to assess each other’s work critically, correct each other, and give advice and recommendations. This helps in developing wholesome designs, which serve different purposes. It leads to the creation and development of structures, which are different from the usual designs of the practice. This brings out something new, unique, and original to the industry. This has revolutionized the different industries in the field of design. It would not be possible to leave legacies without the implementation of such ideas. The integration of different disciplines in design has led to changes in the industry. This has included changes in architecture, and landscape design. There has been an increasing concern regarding different issues such environmental concerns and this has led to the development and design of products that are environmentally friendly. It has led to the incorporation of technology. Digital technology in design has made work easier and it has eased some of the processes in design work. In addition, it has led to increased collaboration among different professionals because it has eased the communication process. This integration has led to increased awareness of the issues affecting the community, and this has contributed to the designers looking for different ways to enhance and make people’s lives better. People are able to learn more from each other and from other regions. Their sources of knowledge are not just confined to their areas of practice and learning, but they are also forced to look beyond their countries and learn from other regions.