Which leadership theory and motivation theory is being implemented by Boston Consulting Group? Is controlling employee performance an important responsibility of a manager? Explain.
As a reminder the topics covered in those modules were: employee behavior, motivation theories including Maslow’s Hierarchy of Needs, Theory X and Theory Y, and the Two- Factor theory (also known as Herzberg’s Motivation-Hygiene Theory and Dual-Factor Theory), Contingency Theories (Fiedler Model, Situational Leadership Theory, and Leader-Participation Model), organizational and management communication, and organizational control processes.
In your textbook page 496 Case#2 titled: If you can’t say something nice, don’t say anything at all. Read this case a couple of times and reflect on the topics covered in modules 6, 7, and 8 and complete additional independent research to answer the following questions.
Which leadership theory and motivation theory is being implemented by Boston Consulting Group?
Is controlling employee performance an important responsibility of a manager? Explain.
What are the benefits and drawbacks related to manager-employee feedback? Describe one feedback method that is considered a best practice.
Would you rather participate in a performance review process similar to Boston Consulting Group or Netflix? Please explain your reasons for making this choice.
Your paper should be 4-6 pages in length and conform to APA guidelines Include at least one (1) credible source of information in addition to the course textbook.
Robbins, S. P., Coulter, M. A., & DeCenzo, D. A. (2020). Fundamentals of management (11th ed.). Pearson Education.
• The BCG matrix based on product life cycle theory was developed by Bruce Henderson of the Boston Consulting Group in the early 1970’s. It has 2 dimensions: Market Growth Rate and Relative Market Share.
It is based upon the simple observation that company’s business unit can be divided into 4 different categories: Stars, Cash cows, Dogs and Question marks.
• A company operates in various businesses or markets. Each of its businesses operate in different conditions. The corporate has to realize that each of its businesses will earn different amounts of profits and will require different amounts of investments. The corporate should learn to expect different amounts of profits from its different businesses and should invest in them depending on their requirements..
• In the BCG matrix, market growth rate is shown on the vertical axis and indicates the annual growth rate of the industry in which each product line operates. It is used as a proxy for mar
Employees’ attitudes to job directly influence their working behavior and performance. As a result, the main task of an effective manager is to create conditions for employees that contribute to their satisfaction, commitment to the organization, and motivation because these aspects lead to the perfect performance (Vaiman, Scullion, & Collings, 2012, p. 926).
Referring to the strategies and experience used at the Boston Consulting Group in order to increase the employees’ motivation and performance, it is possible to state that the company is an obvious leader in providing consultancies regarding the effective managerial practices and in implementing the most efficient approaches in organizing the company’s work.
Although in organizations the ideas of job satisfaction and commitment are closely connected, it is important to focus on differences characteristic for these concepts. Job satisfaction can be discussed as the employees’ positive work attitude and emotions associated with the state of being satisfied with work conditions, rewards, or responsibilities.
Thus, job satisfaction depends on the employees’ feelings regarding such dimensions of the work as duties, compensation, promotion, management, and relations with coworkers (Nelson & Quick, 2015, p. 58). In its turn, organizational commitment is the attitude associated with the employee’s identification with a certain company (Nelson & Quick, 2015, p. 61).
In this case, an employee does not only satisfy individual needs but also discusses oneself as the part of the organization for which this employee is ready to work effectively.
Thus, if the level of job satisfaction influences the employee’s motivation, organizational commitment influences the employee’s performance as the orientation to the further progress in this company.
Focusing on the performance at the Boston Consulting Group, it is important to state that employees’ job satisfaction is the priority for developing managerial practices in the organization because managers of the Boston Consulting Group see the relations between job satisfaction, organizational, commitment, motivation, and performance as a chain (Boston Consulting Group, 2007, p. 4).
Therefore, influencing employees’ satisfaction, providing flexible schedules, reasonable rewards, and extensive training, it is possible to increase motivation and contribute to commitment. As a result, the employees’ performance improves because all the employees’ needs and interests are addressed (Shahid & Azhar, 2013, p. 251).
From this point, job satisfaction is discussed in the company as prior to commitment, and to affective commitment in particular.