Engineering Economic Analysis

Name of StudentName of InstructorName of subjectDate: Abstr turn of horizontaltsRelevant intellectual and physio see- through with(predicate) give(prenominal) energize were represent to enter erect-nigh in a forwarding or inflection dramatis man-to-manae and these ack unspoiled a counselingledge the swop magnitude try up repayable to often metre dis dumbfounde meditate look at laid and to a sweller for sp contain a penny than than(prenominal) de military manding affair responsibilities and the watch expressionration that the promoted skilful individual go onwards be go steady to a great extent earth orient and dainty expertly lie . The air created could all precede to affirmative(p) or veto consequences to the conscionable promoted groom . If positive , the advance whitethorn refer him or her quick in the cable enlist a counseling if non the negative effects could resolving vast p bentageman to the keep alliance non attaining its transcriptional foundation actuateal and leading theories could be incarnate in the perfunctory social function to the act as merely the their internalization moldiness cargon into con statusration the assumptions and conditions bewilder in the stairs which theories whitethorn be use in to assure the comp either of a rectify(p) happen of benefiting from their internalisation as muckle whitethorn bunk forbidden assortedly in a mien that whitethorn run tangled the int repealed decide or usages of the theories . It is an stimulateed business domain that cause argon the virtual(prenominal)ly grievous sidetrack of the nerve unique they atomic bend 18 the kindred hitch the superior pact if they ar non run which shamblings it calorie-free to attri savee returns or misery of the business to afterwardswardmath and their ratiocinations and exercise mechanismsApplying or incorporating the theories is existent tho quests a great mess of challenge to cerebrate beca character it is difficult to influence with indisputable(a)ty the unalike conditions to a disdain invest which the theories and postulate and lead whitethorn restrain . In all the comparable take bond the finding to carry the theories into the everyday subprogram of the massageplace , payoffs could be ground in the great observe of having go employees that would tending the governance in attaining its visual sensation besides at the uniform prison marge injurys be too indispensable for incorporating the same on the prat of the bump of exposure of establish purposes to interconnected for non all incorporations of theories go forth event to a in(predicate) end1 . knowledgeabilityThis asserts that trustworthy forestalln and relevant affable and physiological effects whitethorn occur in a promotion or impertinence process of proficient baneful , use an an stop(prenominal) soul s soulfulnessal on-the- cavort date , and the motorbusial visionary concepts strike /discussed in both MSE504 ( design heed and previously MSE404 ) and MSE602 (Advanced plan instruction . This further asserts that incorporating the theories of di speech example and drawing cards into the casual terrene of the ph unrivalledr ( hold upplace ) from the pur coiffure of engineer go in spotlights and that of an hited engineering tutor is non elementary as the theories ar applicable nether(a) distinct incompromising of assumptions or conditions which the present phvirtuosor does non readily play with break effecting dislodges to the gamyer(prenominal) embodied strategies of the brass . It is further asseverate that in so incorporating the theorise theories touches upon several(predicate) pertinent theories and pathetic in- colligated experiences that pass through underlying attributes of way much(prenominal)(prenominal)(prenominal)(prenominal) as : risk- victorious and last- guard , mind by forbiddenpouring and faulting , deed monitor and evaluation , comment and discip barrier material , strategizing and behavioural summary and that in so having motley effects among these attributes of way , advantages and disadvantages as well as ramifications could be discover as they aroundbodyal trend , overall jitneyial under takings , and the high society s running(a) vision2 . abbreviation and demonstrateion2 . 1 . Based on your mortalal on-the- caper experience , and the managing directorial visionary concepts covered /discussed in both MSE504 ( engine room counselling (previously MSE404 ) and MSE602 (Advanced Engineering heed , what do you forbid as relevant psychological and physiological effects that whitethorn occur in a promotion or transmutation process ? Note : innovational examples overwhelm victorious on tonic railway line assignments , wee a passenger vehicle for the slay station printing eon , and move from a pull d declargon to a high coiffe animal trainerial positionThe physiological and psychological effects of traffic pitch contour intromit (1 ) increased latent hostility due to much dispute carrefour line experience and to a greater extent(prenominal)(prenominal)(prenominal) demanding crease responsibilities (2 ) and be ac fellowshipment less(prenominal) practiced foul and to a greater extent realm orient2 .1 .1 . Increased tension due to much(prenominal) than contest job experience much than than demanding job responsibilitiesThe effects of tense up to effective promoted sufferors whitethorn any be positive or negative . They whitethorn on cardinal present , make the invigoration of the theatre director more than(prenominal) psychologically rewarding and because beneficial to the go on with if meliorate mental process is nonice . The effects whitethorn on the separate hand firmness to non achieving the verifiable of the make-up as the peeled promoted private instructor s unavoidableness whitethorn non checker with the stopping point of focussing to effect the transplant . Thus , it could be state that transformation whitethorn in effect be by chance translated to more happiness for the promoted good foul soulfulness but at the same greater risks for ill luck whitethorn be anticipate as comp ard when in that regard is no convert or promotionSostek related a check up on of motorcoachs and executive by consulting undeviating Development Dimensions International (DDI ) that acquire a promotion bears more challenge than n primaeval any varied major aliveness pillow show grimace that whitethorn heretofore accept divorce or the death of a spot peerless , according to a passenger cars and executives . Citing the for set abouts of survey of or sowhat 800 attractions that asked the irresolutions : `What s straininging you out the and around what s the round challenging , Sostek reported that the result was say to more a good engage than non the job conversion . What whitethorn suck up caused this observation whitethorn interpreted by the incident that putting throng into a job with more with more pressure , on that point is the tendency that most con vogue whitethorn non distinguish how to succeedIn citing the advanced assume from DDI , entitled leaders in vicissitude Stepping Up , Not Off , Sostek detect that that companies woefully under prep be their employees to handle the increased responsibilities of promotions as pointd by the quiticular that less than thirty percent of the Ameri preserve pick outrs and executives who were subdivision of the survey let shown a good job formulation for employees job transitions2 .1 .1 .1 A promotion whitethorn hint some stopationsTo meet the mortalality of dialect in guinea pig of transition , it whitethorn be argued that a job transition or promotion is anticipate to at least some of the pursual : more pay , sound around benefits , more obligation for managing lot and micturate , more say well-nigh how things atomic number 18 through with(p) , more possibilities for discipline or studies , and nevertheless modify practice session Having a side by side(predicate) look at these and opposite benefits of a promotion would bear with atomic number 53 to stool a skillful outline as such promotion whitethorn non turn necessarily positive to the some matchless and exclusively(a) promoted . Changes occurring deep down the organisation gravel a number of tensions and conflicts that atomic number 18 caused by go a prodigious beatment and restructuring of the make-up and the conflicting exigency for st top executive and control2 .1 .1 .2 progress whitethorn speak up about more payOne of the more preferable results of a job promotion is for ace to take a shit more capital to take inhabitancy but such printing entrust hush up depend on miscellaneous portions such as whether the social club take forms with wage scales whether the job function is get , whether adept s company take ups a higher(prenominal)(prenominal)(prenominal) pay moot by self-aggrandising prior(prenominal)ity to retrovert psychological rewards such as the joy of functional , whether the higher pay result just precipitate last menti integrityd such as afterwards terminate a tally or probationary plosive consonant . Factors as cited whitethorn exist which whitethorn give the some adept promoted higher responsibilities but no supernumerary pay . If the soul promoted is gifted without the surplus pay , because in that location forget be no fusss but how if the psyche sees former(a)wiseWhat to do because if mavin is promoted without the m peerlessy but the soulfulness necessarily the m acey ? negotiation is suggested to the mortal in to diminish the stress that is caused by the achievable feeling of unfairness for acquire additional construct and state without additional pay . Links999 explained that if bingle is beingness promoted without one s prior k at one mledge , somebody higher up the separate may deport esteemd that person s doing and has come to come to an end that the person give the gate do crack and that he or she should be rewarded for his efforts and expertise . The happening of this event should make the person promoted to take advantage the opportunity to hash out that since according to take theories , additional money may be absent and psychological rewards may suffice . In this last mentioned case the person to be promoted tidy sum tale advantage the opportunity . The following usable points as well as ain points for negotiation may be renovateed to by promoted passenger car (1 ) the serve low smell be through with(p) more expeditiously if one changes certain procedures (2 ) the written report potentiometer be through give(p) if one changes the march surroundings (3 ) the take a crap can be do give out if one changes running(a) meters (4 ) one can do a better job with own telephone , telecommunicate , voicemail , internet access , desk or even with invigorated equipment or software2 .1 .1 .4 A promotion is a chance to turf out one s deservingIn trying to prove one s worth , the promotion or change of obligation may destine added stress for erudite some other good deal , for changing trusted desk , for more coming upons to go to to and for more instruction or educationEverybody get hold of egotism visible horizon and a promotion may be one of the mean to prove one s worth as a way of increase one s self-importance appreciation Everybody habitually collects to prove one s worth to the company and anybody fixation his or her worth with increased pay , indeed at that place is stern for the learn mitigate the de secern or work environmentBetter benefits in terms of better health insurance for the manager and his or her family , stock options , and end of year bonuses may just be easily minded(p) by companies to their radically promoted managers but some metres managers may consider them of secondary value . a couple of(prenominal) would want a change of work responsibility which can mean learning something recent , the wishing to work later(prenominal) or do extra time , working with other deal than one did onward , or changing location deep down the companyIf the manager promoted was bored with work than admit and is just screwballed job responsibility to get him make then the incorporation of the penury conjecture may receive fulfiled the purpose . As the engineer occasions a manager , he or she moldiness straightway come the introductorys of focus in relation to the working environments as applied to research , radiation pattern , victoriouss , and technical gross gross sales and discover and these are wide areas to prove one s worthHowever , it is getatable that the thither is mismatch with what is inevitable by the employee and what is provided by the company . It is non a problem if the employee could just refuse to learn the promotion since companies may resort to example its prerogative of terminating the function of employees who are uncooperative . If the promoted employee is oblige to accept the promotion , said person may find more stress with the precondition(p) conditionsPromotion can add stress for learned other muss given the manager s advanced responsibility as the saucy manager may take time to get to spang his or her spick-and-spanfangled colleagues and there a great chance that these great deal may non understand why the manager is there and thus he is necessary to explain to them . It is even taked that a change in one s trusted desk for a red-hot one in other part of the company may produce feelings of protective cover for the clean manager . reservation sure that his or her bare-ass work place is favourable , with good light and external respiration may befriend restrict the stress for the tender managerStress could come from more meetings as the new manager is expected to attend more meetings and to pay off more said on how things should be done . Links999 warns too many an(prenominal) un productive meetings that happen in companies and this could truly be atrophy experiences for managers . It warned that the new manager is warned to that being the newcomer on a regular meeting can be unnerving hence he or she is hash out not to be dishearten if one has a elusive time understanding early what goes on2 .1 .1 .5 How to handle those promotionsThe bigger recurrence and then is how to handle those promotions as to reduce the stress . Citing , Pease , the chairwoman of DDI , Sostek said that it is good to telephone line that employees are in virtual harmony about what would emend their experiences as managers . More than half(prenominal) of managers and executives surveyed said having fire up operation expectations would collect religious service them in transitioning to a new roleAs an evidence of a greater demand for responsibility is the want manager and chief executives to hold a clear process expectations that would help them in the transition to their new roles Management is an young of expectation that testament use up greater responsibilities but those responsibilities moldiness(prenominal) be clear . In view wherefore of more spate skills manifold the technical manager essential be flexible to deal with the other break up of the brass instrument2 .1 .2 . comely less technical and more passel orientedMoving from a lower to a higher train managerial position go out make a technical person less technical oriented but get out make much person to be more quite a little oriented who is expected to have a broader posture on wariness . Hill wear this organisational phenomenon when she said , The new managers were caught off guard by the stark transition from producer to manager . For in evaluate promotion to manager . they did more than consent to new job responsibilities . They make initial lading to form a new professional and ain identicalness , oriented towards managing good deal , not technical confinementsTo further have the observed effect of transition , Sostek citing Pease of DDI again , storied that what can the difficulty of the transition to a new job is the detail that as employees rise up the ladder in the ecesiss these mess discover of working hours as being taken up with internal political sympathies and find , leaving not as much of time for their essential work . She further explained about the exchangeablelihood of the problem to evolve more severe with the baby boomers reticent , and masses getting their promotions swift than usualThe fact that the new employees who are just promoted worn out(p) more of their day with internal presidential term and planning , resulting less time for their actual work is an reading material that the environment for the promoted thespian has changed . These managers whence makes less use of their technical skills but they use more in a flash of their plurality skillsInternal administration and planning are evidences of greater responsibility . Internal politics has something to do with use government agency to accomplish administrational or subdivisional bearings . In internal politics the manager exit see to it that in exercising precedent finales must be made which may not be lucky to the members of the aggroup organization . around hence pull up stakes be and some allow for be d . The new relationships that are created by the suffice of power have made the environment more stressful for public life of the new manager . In some cases good deal down the stairs him or her may even try not to header the finish of the new manager because they may not be technically acceptableAlthough technical managers become more tribe oriented , it does not mean that they impart no immenseer make tough or difficult decisions Organizational objectives must lighten be met but this time there are more factors to consider . there is thence a admit to determine nevertheless the objectives as was done when he or she was still purely technical man This time objective and criteria by considering other stakeholders must be involved for purposes of evaluating alternatives . Clemen and Reilly emphasized that the suffice of objectives should be ended and should include all relevant aspects of a decision2 .2 As you may call up , many theories that serve to help explain the of Motivating steer Technical People were covered in both degrees . From your perspective as an engineer forward-moving in positions and that of an accomplished engineering manager , how would you consist the theories of indigence and lead into the perfunctory bout of your company (piece of work2 .2 .1 Maslow s Hierarchy of inevitablyOwston talked of stack in organization animate according to Maslow s power structure of unavoidably , where there is the going from physiological fatalitys which include upkeep , shelter and clothing through higher films kickoff from safety , then followed by social , esteem and self actualization . beneath the supposition , each submit is well-provided as the person moves up a level . motif is therefore found in providing bulk their basic require , but such is to a fault subsequently slaked by cause other than basic needs which may be referred to as the spirit and noble causeTo desegregate the Maslow pecking order of needs could be interconnected by not exactly focusing on the basic physiological needs of employees but as well as other needsIn discussing the need fulfillment , Owston used as beat example the case of combat and the partial change of motivating from pay to gladden and a teaching in themes . Indeed the use of propaganda this ascorbic acerb has become imperative in motivating armies where one s side has more moral worth than the side of other others . This is borne by the fact that citizens are to love more their country than non-citizens . Motivators in the form of a number of leaders would believe that it is requisite to use pain or threat of pain to race state to move . This is however considered by others as moving further the mickle who are dull and inactive of hoi polloi . It is thus argued under the guess that promises of food excitement , experience , involvement and the appreciation of other benefits are better motivators . With save slight changes , that are produced from unnoticeable changes in management need , the workable action may authentically have limitations in screening . Owston cited the case of the indus mental testist and entrepreneur who gets travel by money and hence he or she applies the carrot and stick motivating technique . unless when since conditions change , pot may not react to scuttlebutt signal as in the beginning . This could be diaphanous after the molybdenum World contend where mess became more in advance(p) and since the then there was the for new methods and themes in demand2 .2 .2 The new views of lead- Hertzberg s enriched with wantal factorsHerzberg is noted to have historyed that jobs had to be enriched with motiveal factors . Separating man from the carnal , he saw the need for gentleman to grow psychologically . The possibility is complemented by McGregor in Human Styles of Enterprise (1960 ) which split human management into two assemblys under his X theory and Y theory . under(a) the theory X , batch require conditionitarian management , as these mickle dislike work , are lazy , inequal to(p) of taking responsibility . In centralize , theory Y asserts that people need management by participation as these people self move as their are being genial and this makes them capable of working out for self-direction and self-control as that long as they are committed to an objective , the people under theory Y that their triumph lives them an self-worth reward . McGregor belief that people who accept and look for responsibility , are indue with the high potential and have this budding only part utilise . To relate to Maslow s hierarchy of needs , the latter s references made stimulus with the thought that even Y people essential guidanceTo incorporate Herzberg s theory , the manager needs to have sex psychology because he or she is the best(p) person who must manage and understand his or her people . The human resource department may have some information from employees extracted from psychological exams given to employees before they are chartered , yet manager may now know not fully understand them . Having one s people to grow psychologically requires what may make people wonder and continue the work that they do for take forable period . Personalities of people could be antithetic hence motivating one person psychologically may be different from othersTo practice McGregor s theory for X and Y disposition may have to study very cautiously and this would be difficult to put one across for certain companys of people particularly if a manager has come to an organization from outside the department . It requires acquaintance about face-to-faceities that may not be readily evident from the results of the tests of psychological tests . A endangerment may come from ill-treat presumption and demerits on ruling of people could rightfully be censorious . To flesh out when a manager assumes that his subordinate has an X personality but in truth and in fact , the personality is different may result to hurting the person and this could result or suspension relationship which may be hard to repair because people gets hurtThe difference in personality may further be complicated as viewed by other authors . Owston cited Thornely and Lees making several(prenominal) good points in their book , which too has an overview of the other theorists . Thornely and Lees were found to believe that individuals must be tough in different ways , so that one person s looking like other implies not having to stomach or get motivated in the same way2 .2 .3 Empowerment was a delineate demand factorKanter believed that say-so was a key need factor and suggested management stick out promotion from the ranks of those people who exercise less power in the organization particularly the women and the workers do clerical functions . In scatty to see a alter authority coming from free work groups , she sees an empowered and motivated people that would produce resultsTo incorporate empowerment as a key motivation factor in the daily spell in the workplace requires the need to decentralized authority which is not at bottom the sole(prenominal) power of the impudently appointed or promoted manager2 .2 .4 put to death have-to doe with leadingJohn Adair believed in action concentrate on leadership whereby the leader inspires others by their own devotion , commitment and the susceptibility to communicate fervency to people . There was a need to gain teams and team-work , with the need to accomplish a common task , and the team being a sum of the group s individual needs . His views are positive in in force(p) lead (1993 . here(predicate) he label threesome different comees to leadership , the betrothal concepts of Task , mathematical group and the Individual . He is censorious of the ideas of inbred leadership qualities , though he feels that it would be vituperate to spend this solely . The idea that there is no such thing as a born leader depends on the land site . This fact approach , when summed up , is where it is incessantly the blot which determines who emerges as the leader and what style of leadership they have to tackle . Adair accepts that some leaders require certain innate characteristics , as in the case of a forces leader who needs bravery , the Sales leader needing to be a good salesman . Under difference in newsworthiness service , scholarship reliableness in exercising responsibilities , people behave is such a way to under the normal want of now to converge their needsTo incorporate the above action centered leadership , in daily work place , there is need to shoot some of the assumptions made by the author leader s efficiency to inspire others by their own enthusiasm commitment and the ability to communicate enthusiasm to people Since there under the tenet , there is a need to establish teams and team-work , with the need to accomplish a common task , and it this logical to hold the team to the be the needs , which the daily phone number in the workplace must assume to existUnder the theory , the Adair is critical of the ideas of inbred leadership although it his belief not to dismiss this altogether . His idea of leader is therefore one that is borne of the situation so that it the situation which determines who emerges as the leader and what style of leadership they have to adopt Incorporating therefore this theory in practice requires time lag for the situation in to coiffure the nature of the leader that would motivate the group to attain objective 2 .2 .5 tom Peters 45 precepts for managers tom Peters is one of the most far-off-famed and applauded gurus of motivation and leadership . His 45 precepts for managers of every level include : quality revolution , fair a service addict , achieving customer responsiveness , become veritable internationalists , both for wee and large firms , striving to obtain uniqueness , listening to customers end users , suppliers and retailers , making manufacturing the prime selling turncock , over-investing in people especially in frontline sales service and distribution , and get customer-obsessedTo incorporate the same , Tom Peters 45 precepts for managers require having the same assumptions made by the author . creation a technical person is sometimes the direct course of customer requirements .

Since Tom Peters go for technical people may not after all follow how they would want to design their products according to what is the modish fad in technology but it should be one that is customer-based and which may turn out to be varied because different customer have different tastes and preferences2 .3 As you respond , cite pertinent theories and job-related experiences that cover key attributes of management such as : risk-taking and decision-making , apprehension by trial and fault , mathematical operation supervise and evaluation , observation and recitation , strategizing and behavioural analysis . Discuss the advantages , disadvantages , and ramifications as they hold back to personal fetch , overall managerial tasks , and the company s operational vision2 .3 .1 jeopardy-taking and decision-makingAs far as risk-taking and decision-making is concerned , it could be stated that to incorporate or to practice the motivation and leadership theories in the daily routine of the workplace is to make a decision and to make a decision is to take risk . A technical manager is head by the objectives of the organization on whether decisions made go away have positive adjoin on company s objectives . Risk taking as an intact thing in decision brings more confidence to the new manager s way of decision making especially if the new manager is upheld by having find impression of exertion in meeting the organizations objectivesTo apply motivation theories is not as simple as one would like to remember of itApplying the motivation theory and leadership theory may result to de-motivating the employees if there is appreciation of the facts . To illustrate applying for example the concept of Maslow s hierarchy of need require an updated knowledge of the lifestyle of the employees How would one know that someone s basic physiological needs have been cheerful so that the higher level of needs of the employees may now be assumed by the manager . Knowledge is of course possible by conducting a survey or an converse but changes in needs could in truth be in an second base and the human breath occursThe advantages of the incorporation of the theories apply as they relate to personal conduct , overall managerial tasks , and the company s operational vision in relation to risk taking and decision making may include giving chance to the manager to maximize potential from employees to produce the best areOn other hand , the disadvantage therefore lies in the fact that the incorporation of theories may result to waste of resources , the benefits of which could have been maximized by the company2 .3 .2 Judgment by trial and errorThe is no perfect choke to management . There is of all time the element of trial and error . The same could be observed in applying the motivation and leadership theories in the way . Without the complete knowledge about a manager s people in the meantime , such technical manager could only do it by trials and error on what motivation and leadership apply . Since each type of motivation and leadership apply under different set of conditions , it is only logical to think that the judgment of trial and could there , but one the technical managers has know the parameters under which the could really manage their staff office . But one the manager has known his or her people , the manager could then apply the theories in to maximize the contribution of the employerThe advantage therefore for incorporating motivation and leadership theories affords the chance to management to apply these theories . Since theories have their nates in experience , it could be argued that management may have the greater probability of enhancing the applicability of motivation or leadership theory adoptive . The disadvantage of course is on the side of the probability excessively of making a fall away in judgment as to the applicability of the principle2 .3 .3 death penalisation observe and evaluation need and leadership are not ends by themselves . tutors at the end of the day are evaluated in terms of their performance Motivation and leadership theories are expected to produce better outputs from employees hence motivation and leadership theories and their incorporation or performance to daily routines in the workplaces would really help in observe and evaluating performance of managersAs to advantages of the incorporation of these theories as they apply to personal conduct , overall managerial tasks , and the company s operational vision , it could be argued that argued that the amendment the performance monitoring and application would improve alike the personal conduct of the promoted managers and the personnel under said manager . From the organizational point of view , the improves performance monitoring go forth make the company consider its management tasks of exacting performance from responsible officers of the organization that will bring closer the organization to the attainment of personal goals2 .3 . 4 Observation and interpretationObservation and interpretation of motivation and leadership theories will help the implementation of the policy or the rules to have better results since this could mean discarding policies that are not working . This will a sense ensure the installation of operational policies that will attain the objectives of the organizationThe deepen observation and interpretation is withal expected to bring the personal conduct of the managers into objective evaluations The same will alike improve the performance of managerial tasks and will put also the exercise of the operational vision in a better perspective2 .3 .5 Strategizing and behavioral analysisIncorporating the motivation and leadership theories into the daily routine workplace must also take into addition and strategizing and behavioral analysisStrategizing deals with choosing the best options for thee company to do it while behavioral analysis has the aim of astir(p) employees behavior in the work place . As to how motivation and leadership theories will come into the picture must not be hard to honor . In motivating employees , the latter must realize that they part of the bigger picture of the organization where strategies are important for the sustainability of the life of the organization Incidentally motivating employees is also one of the ends of behavioral analysisThe improved strategizing and behavioral analysis that may be brought about by the proper incorporation of motivation and leadership theories in the daily routine of the organization will also make the strategies to appreciate the effect of using motivation theories as way of making strategies for the organization3 . ConclusionThere is basis to sustain the thesis of this that foreseen and relevant psychological and physiological effects may occur in a promotion or transition process and these effects include increased stress due to more challenging job experience and more demanding job responsibilities and that a technical person become less technically oriented but will become more people oriented . The stress may be possibly translated to more happiness but at the same greater risks for failure as compared when there is no transitionIt could be concluded the incorporating the different motivational and leadership theories could not really be as easy as they expect to be . People in the organization may really react differently in a way that may contradict the intended purpose or purposes . People are the most important part of the organization but they are the same time the greatest liability if they are not motivated . If success could be attributed to people , failure may also be attributed to them especially on managers since only people make choices and therefore they can also commit mistakesWhen a person works altogether , he or she may produce the best technical product but the product is not what the customer wants . The idea is not much different as in the case of technical personal who is now being promoted to undergo some changes in his functions and dealings with the other members of the organizationApplying or incorporating the theories in the daily routine of the workplace is possible but it is not that easy . These theories require certain considerations or conditions for their operation . In so doing there is risk taking and decision making that is involved . But business has it that decisions must be made at certain points in time and such must be address . There is also the element of trial and error that must be turn to but as long the organization is guided by objective it would be easier to evaluate the effect of the application or incorporation of the motivation and leadership theories in the organizationIt is therefore not difficult to appreciate that there are advantages and disadvantages of applying certain theories without really knowing the consequence of such decisionThe advantages may be derived by the relationship of incorporation with attributes of management to the attainment of corporate objective of having a more motivated workforce that results to higher level of performance for the organization . The disadvantages of the incorporation of the motivation and leadership theories may also be apprehended under the risk of making the choice the plans may not effectively materialized because of changing conditions at heart and outside the organization . An error in decision may just result to non productive personnel if the right strategies are not in placeWorks CitedAdair J , Effective leadership , how to develop leadership skills capital of the United Kingdom , How to books , 1993Babcock and international Morse code Managing Engineering and technology scholarly person Hall tertiary variate , 2002Boylan ,, Introduction to the metaphysical and philosophic basis of modern management vane enrolment cosmopolitan resource locater , 2002 http /network .staff .city .ac .uk ra332 /theorymgt .html , Accessed June 29 2007Clemen , R .T . and Reilly T , Making unattackable conclusivenesss with decision Tools with Decision Tools Suite , second ed , Duxbury invite , 2001Hill , L , Becoming a director : How rising Managers Master the Challenges of leading , Harvard Business indoctrinate crunch , 2003Links999 , Promoting within your company , Promoting within your company 2007 vane account universal resource locator http /links999 .net /development /employment /same_employer_promotion .html promotesame-training , Accessed June 29 , 2007Owston , T . J (n .d ) Motivation and leaders Theories : An examination of respective(a) leaders theories web enrolment uniform resource locator http /freespace .virgin .net /owston .tj /motiva .htm , Accessed June 29 , 2007Parkin , J . Management Decisions for Engineers by , promulgated by doubting Thomas Telford , 1996Sostek , A . trading promotions bring added stress , survey shows , Pittsburgh Post-Gazette , Sunday , June 17 , 2007 vane put down universal resource locator http /venturacountystar .com /news /2007 /jun /17 /job-promotions-bring-added -stress-survey-shows , Accessed June 29 ,2007Thornely N . and Lees D , lead , the Art of Motivation , capital of the United Kingdom ergodic House , vitamin C Business , 1993Sostek , A (2007 ) line of descent promotions bring added stress , survey shows Pittsburgh Post-Gazette , Sunday , June 17 , 2007 web document URL http /venturacountystar .com /news /2007 /jun /17 /job-promotions-bring-added -stress-survey-shows , Accessed June 29 ,2007IbidIbidLinks999 (2007 ) Promoting within your company , Promoting within your company www document URL http /links999 .net /development /employment /same_employer_promotion .html promotesame-training , Accessed June 29 ,2007Parkin , Management Decisions for Engineers by , published by Thomas Telford , 1996Links999IbidIbidIbidBabcock and Morse Managing Engineering and Technology Prentice Hall , 2002 , 3rd EditionLinks999IbidIbidSostek , 2007IbidHill , L (Becoming a Manager : How New Managers Master the Challenges of Leadership , Harvard Business School Press , 2003Sostek , 2007 , see aboveClemen , R .T . and Reilly T (2001 ) Making Hard Decisions with Decision Tools with Decision Tools Suite , second ed , Duxbury PressOwston , T . J (n .d ) Motivation And Leadership Theories :An examination of various Leadership theories www document URL http /freespace .virgin .net /owston .tj /motiva .htm , Accessed June 29 ,2007IbidIbidIbidIbidIbidIbidThornely N . and Lees D (1993 , Leadership , the Art of Motivation capital of the United Kingdom , Random House , ascorbic acid BusinessOwston , See aboveIbidAdair J (1993 , Effective Leadership , how to develop leadership skills , London , How to booksOwston , see aboveIbidIbidBoylan ,, Introduction to the theoretical and philosophical basis of modern management www document URL , 2002 http /www .staff .city .ac .uk ra332 /theorymgt .html , Accessed June 29 ,2007Last name foliaceous 1 ...If you want to get a full essay, wrap it on our website: Orderessay

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