Listo Systems is a corporation that experienced success due to its employee engagement and management practices. Using the Hawthorne studies, it can be inferred that the employees were motivated by the fact that they felt they were an essential part of the company (Classical motivational theories, n.d). In the studies, the employees’ productivity increased when they were given attention as they felt they were participating members of the workgroup. By engaging employees at Listo, management fostered employees’ interpersonal relationships at work (Classical motivational theories, n.d). They felt that their goals and those of management were similar as they could make decisions about how and when the work got done, thus motivating them to be productive.
The theories of McGregor, Chris Argyris’ and Herzberg can be applied to the case of Listo Systems and shed light on the factors responsible for employees’ motivation and organization success. McGregor’s Theory Y sheds light on what is motivating employees at Listo. The theory explains that work comes naturally when the conditions are favorable and that people can be self-directed and creative if adequately motivated (Classical motivational theories, n.d). The employees at Listo were constantly engaged by management and had favorable working conditions to choose when and how to work. These motivated them to be productive, thus showing how success occurs when individuals are independent and self-motivated.
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Argyris’ immaturity-maturity theory on working environments can explain the motivation of employees at Listo. These employees experienced a workplace that fostered free expression of feelings, thus allowing them to be authentic and increase their interpersonal competence (Nathan, 2020). Employees developed intergroup cooperation, flexibility and increased organizational effectiveness through being engaged in the workplace. The motivation-hygiene theory also explains the motivation of the employees by showing how the job and environment can contribute to success. In the case of Listo employees, hygiene factors in the form of working conditions were met while the motivator in the form of increased responsibility was satisfied (Classical motivational theories, n.d). These factors thus increased the employees’ ability and willingness to be productive in the workplace.
References
Classical motivational theories. (n.d).
Nathan, B. S. (2020). Unit-14 Chris Argyris. Indira Gandhi National Open University, New Delhi.
