Asking for help: a case study of management science

Answer 1: Mentality refers to the reaction and understanding of different mentalities and viewpoints on the development of things.

This is a case about motivating employees.

This case introduces the problems that employee Xiao Li encountered when he finally chose a work item when solving technical problems in workshop technology. To analyze this case, we should apply the relevant incentive theories we have learned, such as Fromm's expectation theory, Maslow's hierarchy of needs theory, interpersonal relationship management and so on.

First of all, Xiao Wu looked at the list and thought: This problem can definitely be solved by his own experience and ability. Of course, don't be too sure! Besides, he doesn't care about bonuses, which can only be considered a trivial matter. On the contrary, I feel that by studying this problem, I can accept exercise and gain knowledge. However, it is estimated that the gains in this respect will not be too great ... In this regard, Frum's expectation theory can be used here to analyze:

Frum believes that people are always eager to meet certain needs and try to achieve certain goals. When this goal has not been achieved, it is expressed as an expectation. At this time, the goal, in turn, is an exciting force for individual motivation, and the size of this exciting force depends on the product of the target value (valence) and the expected probability (expectation value). Expressed as:

M stands for motivation, which refers to the intensity of arousing people's enthusiasm and stimulating their inner potential.

V stands for valence, which is a psychological concept and refers to the value of achieving goals to meet his personal needs. For the same goal, because everyone's environment and needs are different, they need different target values. The same goal may have three valences for everyone: positive, zero and negative. The higher the titer, the greater the incentive.

E is expected value, which is the probability that people can judge whether they can achieve a certain goal according to past experience, that is, the probability that they can achieve the goal. The target value directly reflects the strength of people's needs and motives, and the expected probability reflects people's confidence in realizing their needs and motives. If individuals believe that they will achieve excellent results through hard work, then their expectations will be high.

This formula shows that if a person regards the value of a certain goal as great and estimates that the probability of realization is high, then the motivation of this goal is stronger.

In this case, the target value of V is low and the expected value of E is low. So m exciting force = v× e. As a result, m exciting force is low.

Moreover: Xiao Wu himself is not short of money and doesn't want this bonus. He only hopes that he can get exercise and gain knowledge through this matter. However, the most important thing is whether this matter is successful or not and how it affects his relationship with his colleagues in the group. Xiao Wu is very concerned about this. According to Maslow's hierarchy of needs theory:

Maslow divided human needs into five levels: physiological needs, security needs, social needs (love and belonging needs), respect needs and self-realization needs. Understanding the needs of employees is an important prerequisite for using the hierarchy of needs theory to motivate employees. The needs of different organizations, different periods and different employees in organizations are full of differences and often change. Therefore, managers should regularly conduct research in various ways to find out what the unmet needs of employees are, and then carry out targeted incentives.

In this case, economic reward is not the most important thing for Xiao Wu. However, the need for respect and self-realization is more inspiring. But in fact the organization failed to provide it.

The last point: Xiao Wu thinks the most important thing is whether this matter is successful or not, and how it affects his relationship with colleagues in the group. He is very concerned about this. But he cares what others think of him. According to the content of interpersonal relationship management:

1, workers are "social people" rather than "economic people"

Mayo believes that people's behavior is not simply the pursuit of money, but also social and psychological needs, that is, the pursuit of friendship, security, belonging and respect between people, the latter is more important. Therefore, we should not only focus on technical and material conditions, but must first consider reasonable organization and management from social and psychological aspects.

2. There are informal organizations in enterprises.

In enterprises, there are not only formal organizations studied by classical management theory, but also informal organizations, which clearly define the relationship and responsibilities among members in order to achieve enterprise goals. The function of this informal organization is to safeguard the interests of its members and avoid losses caused by the negligence of individual members or the interference of outsiders. For this reason, informal organizations have their own core figures and leaders, and have ideas, values, codes of conduct and moral norms that everyone follows.

Based on the above theory, it is not difficult to get the reason why Xiao Li needs to think twice before making up his mind.