Utilizing both the Goal Setting Theory and the Expectancy Theory we issued a survey to each one of our team members. We want to identify problems within the team during our merger. We have found that our team is a fairly stable team and because of their already high motivation and determination levels, that the merger will not have a dramatic impact on them. This however, is not a reason for us to not to continue to investigate our employees motivation and overall job satisfaction as describe in first part of this paper. The merger and the everyday stress of the job can change attitudes and perceptions almost immediately. We want to make sure we identify any problem areas before the problems get too large and we can not properly deal with them within the team, or the problems start to negatively affect the output of the team. It is obviously important to the management team to ensure that productivity does not decline during this period, and that our employees' motivational level remains at their already high levels. Both of these theories have been instrumental in helping mitigate any negative impact thus far.
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