Respond to each post indiivaluly in your own words, minimum of twp paragraphs each, please.

Post 1

 If I had a non-performing team member, I would use Maslow’s hierarchy theory to give the employee a sense of belonging, self-esteem, and self-actualization. I would set up a one-on-one with the team member and go over their current performance and give a briefing on the expected performance metrics. I’d ask questions to understand why they’re having difficulties in meeting the performance metrics. Sometimes people go through things in their life, and it spills over into their work. If that’s the case, I would show compassion but advise that not performing to company standards is not acceptable. Based on what the reasoning is I’d give remedial training to help solidify their weaknesses in their performance. I would listen to the team members’ viewpoints and then come to some type of consensus. I would then set up a plan of action and give clear expectations and consequences if the performance is below company expectations. Depending on what’s needed from the team member Id give weekly coaching or counseling if needed. After reviewing their progress over some time, I would reward them for their improvement or take the next steps if no improvements are made. If I don’t see any improvement, then we would go back to the drawing table or punish according to the performance. 

post 2

 The motivation theory and approach I would use to get team member on tracks, would be to establish clear and manageable instructions. Within our text and the information that was provided in this module. Being able to motivate someone takes a lot of work, if you understand the individual needs and how they see the situation or what they are trying to accomplish it will work in a positive way for the team. The Maslow’s theory is one of the known motivation theories. Which includes five human needs: physiological needs, safety needs, love and belonging, esteem, and self-actualization. As you read these needs, do you agree with the theory of work motivation. We as people need to see that someone care for what we do in our company/organization, human behavior. Try to understand what the reason for non-performance. Have a one-on-one talk with the individual, is there some significant reason why or why not the individual is not performed. Maybe separate that person from the group and give them small tasks on their own within the same time frame to be done. Lifting someone spirits and telling them how much you appreciate them and what they do for the company goes a long way. Being a listening ear is powerful then we think. Be a leader who cares and encourage team members to their full potential.