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Policy and Innovation

HOW EFFECTIVE IS THE APPROACH TO MOTIVATION MOST USED IN YOUR

ORGANIZATION?

The TED talk by Dan Pink on the puzzle of motivation has revealed important aspects of

motivation in which he has focused on the importance of intrinsic rewards with attributes of

autonomy, mastery, and purpose. The approach to motivation fostered by him is different from

the approach generally adopted and practiced in organizations usually. So far as my organization

is concerned, extrinsic rewards are used to motivate employees and pay for performance is used.

Under this approach, extrinsic rewards are used to motivate employees and making them

productive. However, it is found with evidence from the talk that the puzzle of motivation cannot

be solved only with the help of extrinsic rewards. There are some organizations which provide

autonomy to employees, and the productivity level of those employees is high. But some such

organizations are very low because most of the organizations do not focus on intrinsic rewards

on a priority basis (Pink).

The importance of autonomy, mastery, and purpose is very high, and these are elements

of intrinsic rewards. On the other hand, my organization adopts the extrinsic rewards approach,

and it is not an effective approach. There are many research studies and evidence which proves

the effectiveness of pay for performance models at work. However, this approach has its

limitations, and the problems of high turnover and low productivity in organizations are despite
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this approach in the organization. It shows that there are limitations of this approach in the

organization and there should be more focus on intrinsic rewards. In the 21st-century

management principles, more autonomy should be delegated to employees, and this is the best

and most effective method of the motivation of employees.

WHAT ASPECTS OF MANAGEMENT INNOVATION WOULD BE MOST APPLICABLE

IN YOUR ORGANIZATION?

There are different aspects of management innovation, and all of them apply to an

organization because management innovation is very much important in an organizational

setting. There are different case studies which have focused on management innovation and the

one adopted and conducted by Google is related to Google’s Project Oxygen, and it is about

management innovation. It asks managers, whether they really matter and then eight aspects of

management innovation have been revealed. These aspects are going to be focused as per their

applicability in my organization and the obstacles in the implementation of these aspects.

Management innovation comes into being when a manager becomes coach of each team

member, empowers them, shows interest in lives of team members, is productive and goal

oriented, is a good communicator and listener, helps members of team in career development,

and has a clear vision and strategy, and is equipped with all technical skills enabling him to

advise people. The most applicable aspects of management innovation in my organization are

being productive and goal oriented, having a clear vision and strategy, empowering team

members, and having good communication and listening skills. These are the most applicable

aspects of management innovation in my organization (Garvin, Wagonfeld and Kind).

The importance of these aspects is very important because they make the team activities

more effective and productive. Moreover, every team members become more empowered and
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independent in the activities and functions of the team. The obstacles on the way of

implementing these aspects include managing all the members and their unique and personal

priorities by a manager. Management of all members and their contributions is not very easy, and

any problem can become an obstacle to management innovation.

HOW WOULD YOU APPLY THE TOOLS AND TECHNIQUES- THE CAMPAIGN

MINDSET- AND THE FOUR PS OF POLICY, PROCESS, PEOPLE, AND POLITICS –

OUTLINED IN THE FOUNDATIONS OF ADVOCACY TO A BUSINESS OBJECTIVE

THAT YOU CURRENTLY HAVE IN YOUR WORK?

In a business, a manager or leader has to be ready for application of tools and techniques

so that business objectives remain relevant in the broader context and the environment. In current

workplace, the application of the tools and techniques of the campaign mindset and the four P’s

is very much visible because organizations are increasingly going to be affected by growing

nationalistic sentiments of people in different markets of the world. Countries and their

governments are following the protectionism and nationalism rather than the globalization

because they give their citizens and their national interests a priority. The campaign mindset and

four P’s would be implemented in the current workplace in the following way.

Campaign Mindset:

Campaign mindset can be used in advocacy to secure business objectives, and the four

P’s would be followed to implement this mindset. A fundamental consideration is to understand

the political situation and the environment of the country where the organization works.

Four P’s of Policy:

Policy:
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The policy would be made according to the political landscape and citizens’ perceptions

of populist sentiments. For example, an organization in the United States would develop a policy

under the guidelines of the growing American First stance of President Trump (Brownstein).

People:

People and groups would be hired around the policy and organizational-wide

consultation, and decision making would be conducted by engaging people in the organization.

Moreover, key persons in government institutions would also be engaged and consulted.

Process:

The decision making and policy development infrastructure would be developed which

lead to the process through which advocacy would be run in light of the business objectives.

Politics:

Politics would provide a broader environment and context because the policy would be

formulated under the political realities and landscape in the country, e.g., diversity management

policy in human resource management would be developed in the new US political context.
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Work Cited

Brownstein, Ronald. “It's not a blue wave. It's a realignment of American politics.” CNN. CNN,

31 October 2018. Web. 26 December 2018.

https://edition.cnn.com/2018/10/30/politics/2018-midterm-election-blue-wave-

realignment/index.html.

Garvin, , David A., Alison Berkley Wagonfeld and Liz Kind. "Google's Project Oxygen: Do

Managers Matter?" Hbs Case Collection (2013): 1-24.

Pink, Dan. “The puzzle of motivation.” TED Talks. 2009. Web. 26 December 2018.

https://www.ted.com/talks/dan_pink_on_motivation/transcript?language=en#t-757150.