Leadership For Learning Management - Free Sample

Question: During an organizational change process, if pay is used to enforce desired behaviors, clear targets for performance need to be established. Unclear goals or the acceptance of average performance will sabotage the transformation process.For this assignment, write a paper that responds to the following questions: Should pay be linked to the present or expected value to the educational organization? Should pay be adjusted at certain points in transformation process? Who should monitor the process and determine if the pay being awarded is having a positive effect on hard-wiring behavior? What does the literature say about extrinsic motivators such as pay? Answer: Introduction The study of the assignment will make the reader gain massive knowledge regarding the various process of the organizational change. The study will also make the reader understand the importance of clear targets on the achieving of the desired performance. The transformation process will massively affect by the acceptance of the average performance of firm or due to the unclear goals. The using of the various mediums which can ensure good connectivity within the educational organization has also been elaborated within the assignment in the desired section of the study as per the requirement (Rothwell Kazanas, 2013). Moreover, the various other factors that can affect the performance or the present and expected value of the educational organization has been discussed with various detailed information within the study which will provide exact idea regarding the main motto of the assignment. Furthermore, it can also be referred that the various sections that needs to be well analyzed an d kept up to date in order to maintain a certain amount of decency within the institution has been studied within the assignment with intense care. Argument on linking pay to the present or expected value to the educational organization The various sections that the educational organizations consist of should be well screened by the management of the educational organizations. Moreover, the present value of the educational organizations certainly depends on the amount of quality that the firm is providing to the students of the organization (Changingminds.org, 2015). Meanwhile, the various other sections also determine the present value of the organization which increases the amount of reputation that the educational organizations currently enjoy within the market. Therefore, the solution to the above study quiet clearly states that Pay can be linked to the present or the expected value of the education al organization that can have huge impact on the whole organization. These indicators like pay help the firms and the organization massively to grow a vast amount within a low span of time that will make the organization even more success which will help the firm in a professional manner (Blackson, 2011). The expected value of the organization is a certain section that can be evaluated before the actual time and is just an assumption of the type and amount of fund that the organization can collect in the coming days. Meanwhile, it can also be referred that the various other factors within an educational organization also leads to the achievement of the desired goals of the organization. However, this can also be said that the Pay can be linked with the educational organizations with ease, as these types of tools are of high significance to the educational organizations in order to increase the present value of the organization that will automatically increase the expected value of the organization (Stokoe, 2009). Argumentation on adjusting pay at certain points in the transformational process The argument in this section starts with the adjusting procedures which can be used to adjust pay at certain points. The major argument is highlighted when the question of adjusting pay for the process of transformation arises. The argument can be given a certain direction by monitoring the whole transformational process which will definitely extract the various issues that can got highlighted by the evaluation of the same the transformational process. In, case pay is not adjusted the process can face severe problems due to the lack of updated information, which in future can affect the firm in a huge negative manner. The transformational process needs to know the various loopholes that the firm was facing in the recent past and which affected the practices of the educational organizations as a whole (Hersey Blanchard, 2012). Therefore, it can also be refereed that adjusting pay at certain points can turn out to be vital for the educational organizations as this will not only keep t he whole format updated by will also make a huge positive effect on the activities of the whole educational organizations. Meanwhile, it can also be argued that there are various educational organizations that do not use any sort of element such as pay but are still successful in the recent era which is massively competitive. Furthermore, it can also be argued that the adjusting of the pay at certain time will also enable the management of the firm to keep updated information regarding the current status and needs of pay. Monitoring of the process and determining if pay being awarded is having a positive effect on hard wiring behavior The process should be monitored by the management of the firm along with the administration division of the firm that will ensure all types of achievements that can be made by the firm in the near future. The pay that has been awarded can give huge boost to the various individuals in the organization, and hence will have a huge positive effect on the hard wiring behavior of the organization. These will happen as the hard wiring behavior includes seizing the opportunities that are offered by a diverse workforce which can help the organization to achieve a competitive marketing advantage with the industry (McAnnally-Linz, 2014). The awarding of the pay can smooth the process even more as each and every individual within the organization will get a huge boost in the morale which can provide the organization massive positive opportunities as well. The hard wiring behavior is also one of the most desired sections that all the organizations have a huge tendency to achieve. Moreover, it c an be argued that the implementation of pay which is o external in nature makes the employees highly motivated to work overtime as well. This happens as they get paid for working overtime which is often termed as incentive and hence, additional income makes each and every individual push beyond their working hours and limits (Sasisajn, 2013). Meanwhile, the argument can also be done in the section of the making this habit a regular process, as this can turn out to be of negative in nature for the organization as the individuals also needs some rest and relax apart from work despite of paying incentives. Literature review of the extrinsic motivators such as pay The extrinsic motivators are certain motivation that comes from outside of a person or individual that ensures the fact that the motivational factors are external in nature which are often takes the shapes of money and grades. These certain rewards provides huge amount of pleasure and satisfaction which may not be provided by the task itself (Hutton, 2010). A person who is motivated extrinsically will work on a task even when they have minimum amount of interest in it and hence it can be said that the extrinsic motivators such as pay plays a huge role in these various sections which makes the firm or the institution highly profitable in terms of business or professional transactions. On the other hand the extrinsic motivators do not means that the person do not get any pleasure form the work or on completion of the task. These certainly means that the person is working overtime but is quiet happy as the external matters like incentives have make them quite satisfied and is happy afte r the completion of the task (Sabitov, 2010). Conclusion The study of the whole assignment brings us to the conclusion that the various external factors that attract the individuals to push them work beyond their capabilities are massively successful in doing the same. The study also states that hard wiring behavior includes seizing the opportunities that are offered by a diverse workforce which can help the organization to achieve a competitive marketing advantage with the industry. Reference List Books Rothwell, W., Kazanas, H. (2013). Planning and managing human resources. Amherst, Mass.: HRD Press. Hersey, P., Blanchard, K. (2012). Management of organizational behavior. Englewood Cliffs, N.J.: Prentice-Hall. Journals Blackson, T. (2011). Extrinsic attitudinal pleasure. Philos Stud, 159(2), 277-291. Hutton, L (2010). Extrinsic Developmental Patterning. (2009). Science, 316(5825), 657h-657h. McAnnally-Linz, R. (2014). Extrinsic Grace and Eccentric Existence. Modern Theology, 31(1), 179-194. Sabitov, I. (2010). On the extrinsic motivators. Notes, 87(5-6), 874-879. Sasisajn, J. (2013). The Extrinsic motivators. Advanced Optical Technologies, 2(1). Shamovsky, V. (2013). Extrinsic Pathway for motivating. Reactome, 45. Stokoe, W. (2009). Language: From Hard-Wiring. Sign Language Studies, 1063(1), 163-180. Website Changingminds.org,. (2015). Extrinsic Motivation. Retrieved 25 May 2015, from https://changingminds.org/explanations/theories/extrinsic_motivation.htm