Moreover, this experience also serves as a testimony to the fact that intimidation, in other words Theory X of McGregor, is no longer an effective policy. The views of the people in this age and time are changing. Instead of considering people as being inherently lazy and using force to get things done, as is suggested by Theory X, Theory Y considers people as being self motivated requiring just the stimulus of end results. This aspect is exactly what our team leader capitalized upon and hence, was able to motivate the team members. Hence, one can say that motivation is quite an effective tool for getting and doing things right and therefore this aspect would always be incorporated in my future projects as well. Moreover, it is the leader’s role and responsibility to bring about personal change and development for his followers. According to Vroom and Lawler’s expectancy theory, individuals are motivated when they know that their behaviors are linked to rewards. So, in order to change a behavior, the leader has to attach rewards to the desired outcome or behavior. The simple words of recognition and appreciation can also motivate an individual. So, my team leader declared that whosoever will perform consistently throughout the assignment, will be awarded the title “The most consistent performer”. Organisational Transformation in Practice.
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