The Revere Group
Case Study: The Revere Group Michael Parks And Todd Miller, building better employees through career-pathing
Southern New Hampshire University
1. Referring to the needs of hierarchy, ERG, and manifest needs theories, describe what motivators The Revere Group concentrates on.
The Revere Group is a national leader in effectively helping organizations remain innovative by revamping their processes. They successfully transform businesses at the critical point in its evolution. That is its ability to change while moving from yesterday’s principles of operations to futuristic forward thinking. They (The Revere Group employees) are the litmus test for the model they present to clients. The Revere Group is heavily invested in its human …show more content…
These objectives aim to serve as a basis for greater efficiency and motivation with mentoring and training as the employee advances through the process. Progress toward agreed-upon objectives is periodically reviewed, the end results are evaluated, and rewards are allocated proportionately. The typical MBO programs center on growing the employee by specific objectives that are determined jointly between an upper level manager and his or her direct subordinate. The Revere Group’s career-pathing, prohibits the subordinate to be mentor by their direct superior. The Revere Group sees such a practice as natural conflict. “If I’m your manager and you want to make a change, how do you tell me that you really don’t want to work in my area?” (Luissier, 2010, p. 340). 4. How does the career-pathing program motivate Revere …show more content…
This demonstrates the Pygmalion effect attitude system belief. Park’s feels the power of expectations cannot be overestimated. Every manager has expectations of the people who report to them. The career-pathing mentor communicates these expectations. It’s the mentor’s job to coach people to perform in ways that are consistent with the expectations. The Pygmalion effect enables staff to succeed in response to the mentor’s message that they are capable of success and expected to
Southern New Hampshire University
1. Referring to the needs of hierarchy, ERG, and manifest needs theories, describe what motivators The Revere Group concentrates on.
The Revere Group is a national leader in effectively helping organizations remain innovative by revamping their processes. They successfully transform businesses at the critical point in its evolution. That is its ability to change while moving from yesterday’s principles of operations to futuristic forward thinking. They (The Revere Group employees) are the litmus test for the model they present to clients. The Revere Group is heavily invested in its human …show more content…
These objectives aim to serve as a basis for greater efficiency and motivation with mentoring and training as the employee advances through the process. Progress toward agreed-upon objectives is periodically reviewed, the end results are evaluated, and rewards are allocated proportionately. The typical MBO programs center on growing the employee by specific objectives that are determined jointly between an upper level manager and his or her direct subordinate. The Revere Group’s career-pathing, prohibits the subordinate to be mentor by their direct superior. The Revere Group sees such a practice as natural conflict. “If I’m your manager and you want to make a change, how do you tell me that you really don’t want to work in my area?” (Luissier, 2010, p. 340). 4. How does the career-pathing program motivate Revere …show more content…
This demonstrates the Pygmalion effect attitude system belief. Park’s feels the power of expectations cannot be overestimated. Every manager has expectations of the people who report to them. The career-pathing mentor communicates these expectations. It’s the mentor’s job to coach people to perform in ways that are consistent with the expectations. The Pygmalion effect enables staff to succeed in response to the mentor’s message that they are capable of success and expected to