In positions would result in dissatisfaction and

In my view the best method to motivate my team to achieve excellent results within a tightschedule in a printing company is Herzberg’s Two Factor Theory. This reason why I chose thismotivational theory because people are motivational by things that make them feel good aboutwork, but have aversions to things that make them feel bad (page 206).Herzberg’s theory is divided into two groups-hygiene factors and motivators. Motivators leadto good feelings about work, whereas hygiene factors can result in dissatisfactory feelings aboutwork situation. In our case, if we do not set every employee in their favourite position then notonly are they going to have more difficult time dealing with the tight schedule, but they will notbe satisfied with the job at all, since it is not to deal with stress during busy periods. The hygienefactors are composed of working conditions, status, quality, of supervisions, companyprocedures and interpersonal relations. However, these factors ensure only that nodissatisfaction will occur. Then motivators come into play, which are composed of sense ofachievement, recognition, responsibility, the nature of the work itself and prospects of growthand advancement. (206). Moving on with the printing company case, as I mentioned above it isbetter to leave employees work at the position they prefer the most, since that will have an effectin their motivation to do the job as well. Those who prefer editing books will do that job andthose who prefer printing duties will do that job during the tight schedule. In the worst casescenario switching their positions would result in dissatisfaction and loss of motivation.There are two types of methods to manage the stress within the company and those areindividual and organizational level. Since my employees are already in s tight schedule, I donot think that there is enough time for individual methods, that is why I will use a reactivemethod that is I will use a five step problem solving approach to dealing with workplace stressadopted from Cooper and Cartwright 1994. (page 304)- Step 1 – as the person in charge of the company I need to be aware that my company has notcaused any damages to my employees, therefore methods such as monitoring employees tofind out whether there are any signs of stress, training employees to monitor themselves forsigns of stress and by paying attention to employee reports. These mentioned reasons need tobe monitored in order to not let anything go unnoticed.Step 2 – the cause of the stressor needs to be identified either by encouraging employees torecord their stress level or by organizing stress audits. This is very important since theseissues need to be identified as long as they have little power to cause big damages.- Step 3 – the stressor needs to be eliminated or changed by encouraging employees to bemore resistance to stress and by changing/eliminating the stressor. This is a reference to whatI have been repeating constantly, to change positions in order to be exposed to higher levels ofstress causes. Since we will ask our employees to prioritize or have a trade-off betweenactivities, and we will take a course regarding time management.- Step 4 – in case the stressor cannot be changed or eliminated then other cures need to beidentified such as offering training and help to employees in coping with stress let it be byconsulting or any other successful way.- Step 5 – after everything is said and done then we move on to monitoring and reviewing ofthe process so far by evaluating the solutions of the problems. If anything went wrong alongthe process, then we return to previous steps.